Brave New Work: Are You Ready to Reinvent Your Organization? by Aaron Dignan (2019)
At tandi, we believe that organizations need to continually evolve to thrive in an increasingly complex and dynamic world. One of the most inspiring resources that has shaped our approach is Aaron Dignan’s Brave New Work. This book offers a compelling vision for how organizations can break free from outdated management systems and embrace more adaptive, resilient ways of working. In this blog post, we’ll explore the core ideas of the book and share practical takeaways that you can apply to your own organization to start driving meaningful change.
Core Ideas of the Book
In Brave New Work, Aaron Dignan challenges the traditional operating models of organizations that are often rigid, hierarchical, and ill-equipped to deal with today’s fast-changing environment. Dignan proposes a radical shift in how we organize and manage work, offering a blueprint for creating dynamic and decentralized organizations that can evolve continuously.
Here are the key ideas that drive the book:
The Organizational Operating System: Dignan introduces the concept of the "organizational operating system," which he likens to the software that powers a company. Much like outdated software, many organizations are running on old systems (traditional management models) that are no longer suitable for today's fast-paced world. Dignan advocates for rethinking these systems to enable greater adaptability and responsiveness.
Principles over Rules: In Brave New Work, Dignan argues that organizations should rely on guiding principles rather than rigid rules. Principles allow teams to make decisions based on the situation and context, empowering employees to take action without waiting for top-down approvals. This leads to faster, more responsive organizations.
Decentralized Decision-Making: A central theme of the book is the decentralization of authority. Dignan champions self-managed teams that have the autonomy to make decisions within clear boundaries. This removes bottlenecks, reduces dependency on managers, and allows for more innovative problem-solving at every level of the organization.
Continuous Evolution: Dignan emphasizes that there is no “final” state of an organization. Instead, companies must continuously evolve by experimenting with new ways of working, learning from failure, and adapting to the changing landscape. This mindset of continuous iteration ensures that the organization remains agile and future-proof.
Practical Takeaways for Your Organization
Whether you’re a start-up or an established company, Brave New Work offers practical insights that can help you transition to a more adaptive, self-managing organizational model. Below are some actionable steps you can implement to create a more resilient and innovative workplace.
1. Redesign Your Organizational Operating System
Start by examining your organization’s current "operating system." This includes everything from how decisions are made to how work is assigned and communicated. Identify processes that are bureaucratic or slow and ask yourself: Are these systems designed to enable fast, flexible decision-making?
How to Start: Map out your current processes and identify key pain points. Are there approvals that can be decentralized? Are there meetings that can be eliminated or streamlined? Use this exercise to begin redesigning workflows that prioritize speed and efficiency over rigid control.
Benefit: A streamlined operating system allows your organization to be more flexible and responsive, leading to quicker decisions and more innovation.
2. Empower Teams with Guiding Principles
Instead of relying on detailed rules and procedures that limit flexibility, shift to a principles-based approach. Establish clear guiding principles that help teams make decisions aligned with the organization’s purpose and values. These principles should give employees enough context to act autonomously while still maintaining alignment with the overall mission.
How to Start: Work with your leadership team to define a set of core principles that guide decision-making. For example, principles like "default to transparency" or "act in the best interest of the customer" provide employees with the framework they need to make informed decisions without having to ask for permission.
Benefit: Principles empower employees to take initiative and make decisions quickly, without being constrained by unnecessary approvals or bureaucracy. This leads to faster execution and more engaged teams.
3. Decentralize Decision-Making
Break away from the traditional top-down approach to decision-making. Encourage distributed authority by giving teams the autonomy to manage their own work and make decisions within defined boundaries. This not only frees up leadership to focus on strategic initiatives but also helps teams become more accountable and innovative.
How to Start: Begin by identifying decisions that can be delegated to teams or individuals. For example, product teams might be empowered to make design choices or customer service teams can be trusted to resolve client issues without managerial approval. Establish clear guidelines so teams understand their scope of authority.
Benefit: Decentralizing decision-making reduces bottlenecks, speeds up execution, and promotes a culture of accountability and ownership.
4. Foster a Culture of Experimentation
Encourage a mindset of continuous evolution by creating a culture where experimentation and iteration are the norm. This means allowing teams to test new ideas, learn from failures, and adjust their approaches without fear of retribution. By embracing an experimental mindset, your organization can stay adaptable and agile in the face of change.
How to Start: Create "safe-to-fail" spaces where teams can experiment with new ideas or processes without fear of negative consequences. Encourage pilots or small-scale tests of new approaches, and ensure that failures are seen as learning opportunities rather than setbacks.
Benefit: A culture of experimentation keeps your organization adaptable and encourages creativity and innovation. Teams will feel more comfortable trying new things, which can lead to breakthrough ideas and improved ways of working.
5. Redefine Roles and Structures
Rigid job descriptions can limit employees' potential and restrict innovation. Dignan suggests moving away from static roles toward more dynamic structures where employees can take on multiple roles based on their interests, skills, and evolving business needs. This allows for greater flexibility and cross-functional collaboration.
How to Start: Implement a system where employees can adopt multiple roles or work on cross-functional teams. Encourage teams to redefine roles as projects evolve or as new opportunities arise. Additionally, consider using role-based compensation models to reflect the dynamic nature of work.
Benefit: Dynamic roles and structures promote agility and enable employees to contribute in areas where they can add the most value. This approach also fosters a more collaborative and innovative work environment.
Conclusion: Redesigning for Agility and Innovation
At tandi, we’ve seen firsthand how the principles outlined in Brave New Work can revolutionize organizations. By rethinking the way work is organized and managed, companies can unlock new levels of agility, creativity, and resilience. Whether you’re looking to empower your teams, streamline decision-making, or foster a culture of continuous learning, the ideas from this book provide a clear roadmap for transformation.
By redesigning your organizational operating system, decentralizing decision-making, and fostering a culture of experimentation, your organization can be better prepared to thrive in a world of constant change.
Stay tuned to our blog as we continue to explore more books that inspire our consulting approach and offer practical advice for making your organization more adaptive, responsive, and human-centered.
If you enjoyed this summary, we encourage you to read the full book. More information about it can be found here. Find summaries about other great books in our Blog Series - A Journey of Inspiration.
