It is a fact that the digital era has not only brought about technological advances that make it easier for us to achieve our established professional goals, but it has also encouraged collaboration between people from the same or different departments. The emergence and growth of this more agile trend opens the door to the restructuring of organizations (networkarchy).
Collaboration, transparency and participation are the new foundations that shake the traditional organisation of companies because digital transformation pushes us to solve new challenges.
But what kind of structure are we heading towards?
One of the fastest-growing foundations within collaborative corporations is networkarchy, a term that aims to shape the organizations of the future by speeding up company processes so that they can be competitive in circumstances of discontinuous change.
Agility is the goal
For the most technologically advanced companies that work online, networkarchy is their natural system, as it makes it easier for people to invest in innovation and choose their own tasks.
One of the most interesting things is that it does not impose tasks on employees because the decision-making capacity of each worker is established by the reputation and added value that each one offers to the organization.
The guidelines and objectives of the activities are determined by management, however, the networkarchy comes to life through the most influential employees (or leaders) capable of acting as promoters of the new desired behaviors. Their high connection, credibility and proximity to the values of the organization and the rest of their colleagues is what allows this new model to achieve success.
The change generated by establishing the concept of networkarchy in organizations is promoted by all the professionals who comprise it, regardless of the department, each one contributes the skill in which he or she excels the most.
According to José Cabrera, author of the book “ Redarquía, más allá de la privilegio de la autoridad ”, comments that: “ Redarquía thus increases the capacity for adaptation and change of the entire structure, facilitating collaborative innovation and corporate activism as a mechanism to mobilize participation, identify resistance to change and promote the necessary innovation initiatives .”
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Networkarchy vs hierarchy
Hierarchy is one of the oldest business organizational schemes in existence. This model based on a unidirectional and pyramidal chain of command ceases to be functional when efficiency and scalability are no longer the main problems of companies.
Today, new values such as cooperation, transparency, commitment, innovation and creativity are the definitive principles of professionals.
In view of the new reality that encompasses the professional field, networkarchy is presented as an option for making decisions in a self-management environment, in which workers are part of a whole that seeks to achieve common objectives, without differentiation of category.
This approach makes it possible for everyone to contribute their added value to the companies to which they belong.
This new paradigm offers a solution to the changes that organizations are constantly facing; so networkarchy attempts to respond to the following challenges:
✅ Give more autonomy to all employees when making decisions.
✅ Generate more productivity through collaboration and internal communication.
✅ Establish the company's strategy based on the results of experience and not planning.
✅ Boost employee confidence, creativity, innovation and commitment.
✅ Base leadership style on influence, authenticity and credibility.
✅ Cultivate collective intelligence to create social and economic value.
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Benefits of networkarchy
Developing this type of organization brings important benefits to an organization, some of which are:
- Integrate new professional profiles.
- Increase productivity through collaboration and communication.
- Develop collective intelligence through networking structures.
- It offers workers more autonomy in relation to decision-making.
- Strengthen team commitment and trust in the project.
- Develop leadership styles based on influence, creativity and authenticity.
- Using experience , rather than planning, to reframe the company's strategy.
In conclusion, the digital age has also brought about a change in the way management is structured in organizations.
Rapid, team-based responses are the growing solutions to unexpected problems that require agile and effective treatment to ensure professional success.
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Do you want to learn more about Redarchy and change management within organizations? We recommend our courses: HR Management: Fundamentals, Specialized Program in Human Resources and Advanced Leadership Program.
