Role Design @F-L-O-W

LeaderROLE @F-L-O-W

Designing Roles @F-L-O-W
In our opinion, one of the least understood mechanisms of work design is the LeaderROLE™, and with an extension of that, the design of roles in an organization to get work done.

PRIMARILY, we think this comes from a set of assumptions @BS centered around "equality", sameness, and an idea that because people can learn, they will, and after they do, they will use the learning symmetrically.

These basic assumptions cause us to focus role creation on the work, or strategy to get work done rather than as a point of respect for individual differences.

Diversity in how we reason, or go about thinking, emotionalizing, or attending to work both consciously and subconsciously, brings about a new set of questions for role designers.

Understanding that people reason at a level of hierarchical complexity and within a range of those limits, leaders should develop more horizontal complexity than vertical complexity over time.

Horizontal complexity, or horizontal sophistication of the network of understanding within a range of vertical complexity is a big key to learning most job roles.

However, when we disregard the ideas that we are in fact bound by limits in our vertical complexity and how we can range up to and past that potential over time, we set people up to fail.

THIS DOESN’T MEAN that everything is deterministic based on vertical complexity or what we can refer to as hierarchical complexity.  Yet, respecting the capacity to reason in a particular space-time situation can bring about more efficient, effective, and sustainable work flows @F-L-O-W.

The other portion of this argument stems from being able to organize ourselves well and ask/get help when the ranges of our own abilities begin to show up as limits.

HOWEVER, this collaborative approach means that we have to adopt the idea that we do have limits, that we can begin to recognize them, design with them and then create systems which allow for collaboration using this information.

AND this requires a huge leap in our ego understanding of what is good and bad about this process.


Yet, it still means that we should begin to create density and frequency of the memes required to help us navigate these barriers to change, as well as the turbulence created by adopting new assumptions about the way people manage tasks.

MANY will discount the ideas here because they are too complex and thus require too much change or flexibility–beyond which most systems are incapable of managing.

But throughout this process, we hope to be able to make the leadership case for beginning to embrace the idea of using hierarchical complexity in design roles @F-L-O-W.

ONE point of contention will be in drawing discrete lines for what appears to be a continuous process of making meaning and sense of things that are not in a discrete format.

AND YET, there are discrete lines surrounding how we reason.

THIS dilemma seems to be insurmountable and might be without Models of Hierarchical Complexity, and while it comes with particular cautions and disclaimers, proceeding in this fashion may provide us with the easiest way to offset accelerating complexity in our life, work, and relationships.

You need to be reminded that the shifts in attribution here are key, and that as we find new ways of describing what are very difficult problems to solve, that in the process we can redefine the LeaderROLE and it’s constituent parts.

In a 4 session discovery process, we are going to outline the process as we have developed it thus far with the team Mike is using to reference the work, strategy, and role design @F-L-O-W.

You may register for this program beginning now and until June 14, 2013, for a fee of $197, and $297 afterwards.   Class begins June 24 and continues each evening that week.

NOTE: All classes will be recorded for you incase you want to re-listen or if you miss a class.

You can register for this program for a tuition of $297.  To get this program and 9 other programs for a "certificate" price, see our 2013 offer here.

More Info @F-L-O-W

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