Stemming Resource Thievery through Requisite Authority
By Michelle Malay Carter on March 4, 2008
Do You Enable Your Managers to Lead through Systems Design?
Yesterday, I said that the Requisite Organization model posits four minimum managerial authorities that are prerequisites for creating an accountability culture.?
Today, I post another requisite authority necessary for accountability.
Authority Number Two:?
Managers shall assign or authorize all work to direct reports.
No earth shattering news here, right?? The key word is ALL.?
Sometimes Resource Thieves Wear Ties
How often do managers stumble upon their direct reports working on assignment generated by the boss’ boss or by some other department?? Has this happened to you?? Is the unspoken default practice that if anyone higher up the food chain gives you an assignment, you are accountable to work on it?? This seems to be a common (unexamined)?phenomenon in organizations.
Disclaimer:? It appears to be out of vogue to refer to employees as resources, but I’m going for it here because it fits the context.? My psyche is strong enough?to wear the label resource.? I trust yours is too.
Accountability and Authority Are Dance Partners
If we want to hold managers accountable for the work of their team and for integrating the work of their team, they must have the authority to decide and prioritize how the team is spending its time.?
Employees are a resource given to a manager by the manager’s manager.? It is the manager’s accountability to use the resource efficiently and effectively to get their goals accomplished.?
A Leadership System Policy That Should Be Explicit
It is not acceptable to allow a manager’s resources to be arbitrarily or capriciously available to all – at least not if you want to hold the manager accountable for the stewardship of those resources.
Does that mean employees never do work for others?? No.? But it does mean they never do work for others without their manager’s knowledge.? When doing work for others is a common part of the role, this should be codified to eliminate the need to constantly “check with the manager”.
I’m OK.? You’re OK.? Let’s fix the system.?
Enable Your Managers to Lead through Systems Design
Does your leadership system give managers the sole authority to manager their direct reports’ time?? Have you ever had your direct reports working on work that was not a priority to you?
Filed Under Accountability, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization
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