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Now, have a think about your organisation:
Q1: What metaphor(s) are prevalent there?
Q2: What implications does this have for leadership and change initiatives?
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Q1) The Organisations as Machines metaphor is prevalent in my organisation
Q2) Implications are the change can be slow as it takes time to set up initiatives and execute according to plans that need bureaucratic review and sign off from leadership. The benefit is that there is generally a standard to follow for landing change with a good level of control, disbenefit of this is that it it can stifle creativity and innovation in change initiatives. Employees are also not often feeling like they have been part of collaboration process, the change is ‘being done to them rather than with them’ which can make for slower adoption rates.
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