Is there something called a perfect organisation?
While looking back at my personal experiences over years of both working for large organisations ranging from IT to BPO to Wealth Management to running my own enterprise today into Social Media and Business Processes, with this blog post, I intend to share my learnings, which answers this deep question, which I have been asked many a times by professors/ lecturers/ thinkers during my talks and lectures, is there something called a perfect organisation?
Before we answer it, lets go back to basics: what is an organisation?
One of the strong personal attributes I have developed overtime in myself is to learn by making things simple for myself. By breaking them down into simpler, more recognizable, more achievable, more understandable pieces of information.
Let me hence break the word ‘Organisation’ down and one of the inherent parts is: ORGANIZE. Organizing is a way of being. It could be as simple as organizing things around you.
In the context of a company organizing is all about working with people, all aligned to an over-arching vision. Its about building a powerhouse of people who collaborate and work together to achieve a common purpose and create an institution. All of them may join in with a separate purpose, they all might have a different definition of achievement and may also come on-board with different set of goals to achieve, but they all align together while creating a common vision.
But Is There a Perfect Organisation?
I believe so. Though just like life, as we all learn and keep learning and grow to be better and more evolved human beings, same goes with Organisations. Every organisation evolves and lets also keep in view, every start-up may kick-start with a business plan, which may not remain the same or even be near to what the start was a few years down the line.
Then what is Perfect, you may ask?
Valid question. What is perfect is the answer to the question on what is an organisation. Its about people. Its about the fact that as an Organisation and as the CEO/ Top management of the Organisation, you be one with the reality that each one of your people are different. They all come with different values and bring onto the table a whole new set of beliefs.
But then is it not a lot of work to manage so many expectations? Well, not really. Its about keeping the freedom of expression of your employees, giving it value and creating the right ecosystem around them to build upon the very many values they bring together and creating powerful opportunities.
But this is common gyaan, what is perfect in this?
Yes it is common gyaan! Lets re-visit our mythology a little. Lord Krishna’s story has a major mention of a form of dance which he used to perform with his loving female followers (gopiyan).
If you carefully observe the image above, you will see an ORGANISATION. Yes, Krishna stands right at the center of the circle. And mind you, its a dance that is happening. Its a platform where all the gopiyan (your employees) are set free to express themselves. They do it, not because of any rules set around them. They do it of free will. They do it for pure passion. They do it for the love of Krishna (employees work).
Its also said that Raas Leela used to happen at night time (which is a time which is when your offices don’t work (if you aint a BPO), an informal environment) a time when everyone is in their own element.
So now coming back to the Perfect Organisation: what’s perfect about the Raas Leela? Look at the circle around Lord Krishna. Its a perfect circle in which the Gopi’s dance. Thwy do it not because of a set rule that it has to be a circle, but because of adhering to a common over-arching reasoning which says that we would like to be all around our Love, Our Krishna.
What am I suggesting?
While running my own company, I am powerfully intending to set up an organisational structure, where employees are free to express themselves. They are empowered with the ecosystem around them, which allows them to quickly get into the groove of the over-arching vision, such that they don’t have to forcibly work hard in aligning themselves to the expectations of the organisation or work hard to set themselves to the organisational culture.
Instead, they become the Culture.