Today is the most urgent challenge for most companies, the managers who need to develop in the new delayered, horizontal, operate networked organizations deliver on their complex, multi-dimensional strategic priorities. It is here that most companies face the greatest difficulties. The reason lies in the historic “Russian Doll Model Management” to expect in the Leaders at every level are similar roles and similar tasks, only for a different size and scope of … Read more »

Today is the most urgent challenge for most companies, the managers who need to develop in the new delayered, horizontal, operate networked organizations deliver on their complex, multi-dimensional strategic priorities. It is here that most companies face the greatest difficulties. The reason lies in the historic “Russian Doll Model Management” to expect in the Leaders at every level are similar roles and similar tasks, only for a different size and scope of activities. The underlying premise is that it is a generic management role is further strengthened by many companies currently involved in the new fad identifying a set of desired personal skills as an anchor for their management initiatives. This article presents this Russian doll model of management to argue that managers at different levels to play significantly different roles in the organization and add value in fundamentally different ways. Based on field research in twenty major corporations, the authors identify the role of front-line, senior and top managers in new organizational form, and how companies develop these new leadership skills.
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from
Christopher A. Bartlett,
Sumantra Ghoshal
Source: California Management Review
26 pages.
Release Date: 1 October 1997. Prod #: CMR093-PDF-ENG
Myth of the Generic Manager: New Personal Competencies for New Management Roles HBR case solution