The organization headed towards mutiny

An organization that fights their people being connected is in great jeopardy of mutiny.  Ideas have to be able to flow freely through the people closest to the work.  If a "headquarters" is consumed with control and fearing connection  of like-minded folks, then it is unaware of the effect Web 2.o has had on our society.     A dysfunctional organization works like a parent/child relationship.  The "headquarters" see themselves as the wise "life-experienced" parent.  The kids (the labor force) need to be protected from making mistakes or they could jeopardize the reputation of the parents.  Does that sound like  a relationship with healthy boundaries?  This organization fights for control with the first thought being risk management.  This could be the major issue in education today, some teachers will die on the hill that education is a monologue and not a dialogue.  

The organization that encourages connection understands the value of it.  They understand that the solutions to most of their problems can be found in it's labor force.  Therefore, it invests in giving the labor force methods of communicating with one another.  The organization becomes transparent and encourages input.  Mutiny can be prevented by giving the labor force an opinion, which allows it to have ownership.  THIS IS LEADERSHIP in the modern era.  Instead of being the source of a great idea leaders create the conversation that leads to the great idea.   Blogs become necessary even to the point of criticism.  Social media accounts become a breeding ground for ideas.  Sharing and connecting around ideas IS NECESSARY in the modern functioning organization.  Anything less than is eventually going to lead to mutiny and mistrust.  

Do you have an example of an organization that values it's people being connected?



Is the organization blessed?

I feel confident that God approves of order but I'm beginning to wonder if we give too much credit to the organization. Every organization fights to remain a living active body and not simply an idea that used to work. I can understand organizational pressure but I feel the tension when the organization asks more of me than I ask of it. I think everyone feels that from all types of different organizations. People feel that tension at their place of employment. People feel that tension from their kid's sports team. People feel that tension from the charity they volunteer for. The tension is real and it exists and the misplacement can happen to any organization. How do we navigate this as leaders? The moment we begin to make decisions that serve the organization over serving the people of the organization we lose blessing. The blessing we lose is that of the people who's hands are dirty with the most work. They begin to become paycheck to paycheck (or project to project, or commitment to commitment) instead of calling to passion. That's the reason that people are there in the first place for any organization, they are called to it.

Serve the people, serve the organization. Serve the organization, kill the calling and passion of its' people.

How do you function differently when you are operating out of calling and passion instead of serving to protect an organization?