Revision as of 10:04, 15 September 2015

The Spaghetti organisation was the result of a radical change that undergo the danish hearing manufacturer Oticon. When in 1988 Lars Kolind took over as the CEO, the market share of the company had dropped dramatically. That situation called for a revolution in the company in order to remain competitive. Back then, the company was up against big companies like Siemens, Philips, Sony, M3 and AT&T. It was impossible to compete against them on financial resources, technology or marketing. The only way to remain competitive was to create something that they big companies would never be able to replicate: an innovative fast-moving organisation.

The program of that change was extremely complex due to the numerous parts, interactions and the behaviours produced as a result of those interactions. Therefore, it was crucial a strong leadership in order to create clear directions and ensure effective communication to speed up the "sense-making process". This article aims to analyse the leadership of Lars Kolind in order to highlight which points lead to the successful implementation of the change.

Context

Management of change and portfolio management

The importance of a good porfolio management when dealing with a change. Is it necessary/a good idea??

The Spaghetti organisation

Description of the organisation.

Challenge

From hierarchical organization to project oriented organisation. How lead by example and avoid the chaos.

Solution

Sense making

How Kolind create a clear direction.

Effective communication/Sense giving

How and what did he communicate.

Aligning

How he aligned the interests of all the stakeholders and involved them

Enabling

Remove obstacles and create conditions to empower the others to implement the change

Supporting

Support the others through the change

Implication

We can learn the importance of a good leadership and how to learn while doing the program.