如果领导者只关注宏图大志,就会陷入一呼百应的幻觉对传统公司而言,怎样的权力架构才最适合转型?考察了八十余家公司之后,我的看法,“集权领导者+开放的文化+扁平组织”是最佳组合。集权与所谓的互联网思维似乎南辕北辙,因为似乎“去中心化”才是组织变革的方向。但变革之初,当外部环境悄然调整,危险信号却尚不足以引起每一个人警觉时,当内部员工的习惯,甚至价值观都需要重塑时,当面对几条路径的选择需要快速做出决策时,常规管理手段常常会失效。 If leaders focus only on their ambitions, they will fall into the trap of vying for one breath. For the traditional companies, what kind of power structure is most suitable for transformation? After examining more than 80 companies, my opinion is that “the leaders of centralization and the open Culture + Flat Organization ”is the best combination. Centralization of power and the so-called Internet thinking seem diametrically opposed because it seems that “decentralization” is the direction of organizational change. But at the beginning of change, when the external environment is quietly adjusted and the danger signal is not enough to alert everyone, when the internal staff’s habits and even values ​​need to be reshaped, When making decisions, routine management often fails.