Command vs Connect
Traditional “work relationships” focus on speed and conformity. Their roots are from the Military where the cost of “not following” something is huge. Hence the hierarchies and the command centers. You either give or take commands, based on where you are on the hierarchy.
In contrast, work relationships focusing on innovation and creativity are based on “connection”. You connect with the people you work with, no matter what the hierarchy is. You add value to each other’s thoughts. You use each other’s ideas to build on path breaking concepts. You use different perspectives on a subject, like pieces of a puzzle, to formulate and execute one plan of action. What’s lost in terms of speed of action is gained in terms of alchemy of thoughts. Small startups and teams are more prone to building such relationships, as the quality of ideas and contributions are critical to their survival.
But….
Work relationships based on connections are difficult to build and sustain. A reason why even small teams end up adopting the “command” way of working as they try to scale.
Connecting with your peers and team is hard work. It means hours of conversations and arguments on even seemingly “less priority” tasks. It means going beyond just “work” and understanding the essence of what you are working towards. It means being explicit and open about everything that affects your team. It requires an absolute dedication to team-work, where you look at your contribution as a team than as individuals.
So…
Whether you know or not, you decide every day, every moment, what kind of work you are doing.
When you argue about an idea or don’t, when you question the basis of an idea or decide to shut up, when you find ways to discuss on why you do what you do or blindly follow what is told — every moment you either “connect” or “command”.
This simple choice can transform your work.
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I am a story teller obsessed with human behavior, technology, and future.
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