Getting to work with self-management

Self- management is a combination of setting down rules, while remaining flexible. It prevents the intervention of managers and sets a path for you to travel, without a pre-decided way to handle things during the journey.

While working on the project "Understanding organizations' readiness for future-proofing", I came across a document framed by the leaders at Semcostyle Institute India.

Here are a few of the learnings I would like to share with you.

Companies look for self-management due to the following reasons:

•  Exponential developments require us to change traditional business models and force us to adapt faster. Uber, Tesla, and Whatsapp are some of the companies that have focused on the agility to enhance innovation.
• Millennials today need a pleasant atmosphere, with more freedom and engagement in developing the company’s strategy. Hence, a people-centric organization has become important.
• Technological advancements have taken over a lot of jobs that people would do manually. So the best way is to let people utilize their own time to handle such developments and find the work that suits them.
• The approach brings cooperation and attention, with the removal of unnecessary processes to prevent absenteeism, leading to the improved physical and mental health of the employees.
• Self-management is not a new practice. It is so commonsensical that it was seen among tribes too. They followed such practices by dividing the tasks amongst themselves and came up with ideas that the generations have been leveraging even today. That’s how self-managed teams turn out to be powerful and flexible.
• · Frameworks help people work in the right direction. A group of children playing in a field without a fence would move around their supervisors but would roam around freely if there is a fence around. That’s how self-management also works.
• · There needs to be a clear relationship between a team’s goals and the organization’s goals.
• · Team management has to be handled carefully. Ensuring trust within the team, giving feedback to each other and periodic appointment of a different team leader would ensure personal development within the team.
• The movement from self-managed teams to self-directed teams is yet another transformation. This would let employees handle the profit and loss account and also about the salary structure of various employees, with structured reasons behind the differences in pay. It would help them understand how to structure salaries in uncertain times too.

Thankyou @Harini Sreenavasan ma'am for your constant guidance and support.

Happy Learning!