Traditional management models are hierarchies. Authority and decision-making power are concentrated at the top of an organizational pyramid. Orders are issued and carried out by subordinates. The inverted pyramid in an organization challenges the traditional model. Advocates argue that the 21st-century business environment is characterized by rapid change and requires greater flexibility than traditional organizational approaches provide.
The inverted pyramid is a metaphor for a reversal of traditional management practices. Employees who are closest to clients or production processes are placed at the top and managers at the bottom. The employee is empowered with greater decision-making authority and freedom of action. The manager becomes a facilitator spearheading a team effort. In theory, overall organizational performance becomes faster, more adaptable and more effective.
Although modifications in organizational structure may promote empowerment of subordinates, the perspective of those in leadership positions counts for more. Lieutenant Colonel James Jacobson of the U.S. Air Force points out that a leader “has but two hands and one brain.” It is the personnel at the base of the pyramid who make a mission successful. By inverting the pyramid and putting the base at the top, a leader adopts a more effective mind-set. Management is focused on asking employees what they need to accomplish a task and making sure those resources are available. The effective leader learns to trust subordinates and rely on their ability to achieve organizational goals.
Successfully shifting decisions to employees at the base of the pyramid requires that those employees develop new skills. Rather than simply following instructions, employees must be given time and training to master teamwork skills. Initially, some employees may be reluctant or cynical. Adequate resources must be devoted to developing a skill set that includes cooperation and decision making. Employees in an inverted pyramid situation also need more information and communication. To make effective decisions, each employee must understand organizational goals and the role she has in achieving those goals.
To successfully invert the organizational pyramid and empower employees, management has to be consistent when shifting decision making to employees. The resources needed to develop the necessary skill set must be allocated, and the manager should take on the role of mentor or coach. Finally, success depends on trusting employees and demonstrating a genuine willingness to share authority.
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