Unbossing is a leadership methodology that slashes middle management in favor of leaner, more autonomous teams.
Proponents argue that reducing unnecessary layers of oversight can improve productivity and communication between decision-makers and frontline employees.
For others, "unbossing" is simply a matter of economics. In the current state of uncertainty, companies are looking for ways to free up capital.
In this article, Shannon Grabiel, Vice President of Leadership Solutions at TBM Consulting, talks about how companies can instead focus on “right bossing” or putting people in the right places with the right support. This can help build trust, agility, confidence and productivity within teams.
Here are six things companies need to consider before they jump on the unbossing bandwagon:
- Is unbossing right for your organization?
- How would unbossing impact new employees?
- Would employees still receive adequate support?
- How would unbossing affect the managers who are left?
- Does your leadership trust the team and each other?
- Can you rely on technology?
Instead of reducing the number of visible leaders, focus on putting the right people in the right places. This kind of strategic measure is much more effective for motivating and empowering a team to be more autonomous, innovative and productive.
