GALT Consulting LLC

OK... so it's not really new, but to those of you who have lived within (or even propagated) the "Top-Down Management" philosophy, this will seem new to you.  If you are wondering what is wrong with Top-Down Management, you need to read my article HERE.

What is the alternative to Top-Down Management?  The alternative is called People-Centric Management (first coined by my friend, former business owner and executive coach, Randy Mayes). 

People-Centric Management (PCM) revolves around the people within the organization rather than depending only on the management team.  Imagine all of the talents and strengths that exist within a typical organization.  I have been surprised many times in organizations where an employee suddenly emerges with a fantastic and incredibly useful skill that no one knew existed.  This is true everywhere.  Edwards Deming once said that the greatest waste in American industry is the unused talents of people.  This is the "hidden resource" in your company that PCM helps you to tap into.

I know what you are already thinking...  Are we going to vote on all decisions from now on?  How do I let my people run the organization when they can't even do their own jobs correctly?  If you are envisioning an organization run like a commune full of hippies, you aren't thinking quite right.

People-Centric organizations set a clear mission and vision for their organization.  They then empower their people to make decisions within the organization and within their own strengths and influence.  In this model, management doesn't have to solve all of the problems, they only have to make sure the vision is clear.  Here is how it works...

1) Engagement - Establish a culture where people can openly identify opportunities (which you probably call "problems").

2) Focus - Utilizing the "right" cross-functional team of experts (including management if needed), a team develops a plan for taking advantage of the opportunity presented (or "fixing the problem").

3) Accountability - The people set their own direction and then hold themselves accountable to that direction. 

4) Repeat

This cycle is repeated over and over again starting with the determination of an organizational strategy (called "People-Centric Planning" (TM)).  You will find organic change within your organization... in other words, with a clear vision and mission, you will start to see improvements occurring all over the place.  This eliminates the barrier of "selling the people" on change because the change just occurs from the people. 

Soon, I will tell you a true story of an organization that practices People-Centric Management and what that looks like...  it will blow your mind!

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