The Next Next Common Sense
Connector cultivation. Leaders identify and support individuals who naturally bridge organizational boundaries. When pharmaceutical company Novartis implemented its “Scientific Networking” initiative, leadership formally recognized the value of scientists who maintained con- nections across research areas, creating incentives for knowledge-sharing that transcended departmental structures. Information democratization. Leaders make information widely available rather than controlling it through hierarchical channels. When software company Atlassian created its “Team Playbook,” leadership made this resource available to all employees simultaneously rather than cascading it through management layers, enabling teams to self-organize around effective practices. Multi-directional influence. Leaders create pathways for influence that don’t follow hierarchical lines. When consumer goods company Procter & Gamble implemented its “Connect + Develop” innovation model, leadership established channels for ideas to move directly from front-line employees to strategic decision-makers, bypassing traditional approval chains. This mindset shift transforms how leaders understand organiza- tional structure—from static hierarchies on paper to dynamic networks in practice.
From efficiency to adaptability
In stable environments, efficiency provides competitive advantage. In complex environments, adaptability becomes the critical capability. Effective leaders prioritize the organization’s capacity to change over its ability to optimize current operations. Financial services company Capital One exemplifies this shift through its “Testing Culture.” Rather than focusing exclusively on operational efficiency, CEO Richard Fairbank has built organizational capabilities for rapid experimentation, with specific resources dedicated to exploring alternatives to current approaches even when they’re currently successful.
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