It takes some bravery to even consider setting up a business that follows the principles of self-management because it requires a completely different view of the people and processes in your organization. But, it can bring with it a lot of beautiful changes. Think, improved cooperation, innovation, entrepreneurship and much more.
You will be amazed when you begin discovering what your employees are capable of and what they can achieve if you provide the right working environment. Instead of depending on a few smart people, you can tap into the collective intelligence of all your employees and take your organization to the next level.
But, you cannot arrive at self-management without encountering and overcoming some obstacles. There will be resistance from the management, confusion among employees because they're not sure where to start and a general fear of losing control over routine processes and results.
Enter, the Semco Style Institute
The Institute draws heavily from the democratic ways in which Ricardo Semler managed his company, Semco. Its coaching style is built upon more than forty years of experience in self-management, making it truly unique in the space of business coaching.
Self-management requires an intrinsic role transition from managers and other stakeholders, and the idea behind business coaching is to help them make that transition successfully. For, the role of a manager is crucial in a self-managed organization: they need to ensure that the teams take complete responsibility for themselves and continue to work in a result-oriented manner.
In our Business Coaching process, we explore
- your role as a manager in a self-managed organization
- how you can make teams take responsibility for themselves
- how you can help them have fun during the transition, and,
- how you can get the desired results out of them.
In addition to business coaching, we also offer the right tools and workshops your organization needs to transition into a self-managed environment that puts people first.
Interested in finding out what we can do for your organization? Contact us!
SemcoStyle Institute India LLP
The Semco Style Institute aims to fuel the ongoing evolution of the Semco Style of organizing by creating a community of Certified Consultants and Semco Style Change Makers who can learn from each other.
Semco Style first came into being in 1980, when a 21-year old Ricardo Semler took over the Semco Group, a mixer and agitator manufacturer, from his father. On his first day, he fired 60 percent of all top managers. He continued to democratize the company, turning the old corporate hierarchy on its head by delegating as much decision power to the workforce as possible. In 20 years’ time, he grew the company from 90 to 3000 workers and from $4 million dollars to $212 million dollars in annual revenue - with an employee turnover of only 2%.
Today, Semco Group has evolved into Semco Partners. Semco Partners works with foreign companies to help them expand into the Brazilian market. They do this by employing a sophisticated joint venture model that combines Semco Style management practices with the partners’ expertise and product lines.
Implementation of Semco Style in the new companies thus created has yielded an IRR of 46,5%. This is a testament to the fact that, companies that adopt Semco Style are more effective, profitable and flexible, and have higher customer satisfaction and happier co-workers.
What Semco Style isn’t is a recipe you should simply follow, it is not dogmatic or unchangeable. Semco Style is the result of a lot of trial and error, of taking a few steps forward and a couple back, and it strives to remain a work in progress indefinitely.
The Semco Style Institute aims to fuel the ongoing evolvement of the Semco Style of organizing by creating a community of Certified Consultants and Semco Style Change Makers who can learn from each other.
Together, we will create organizations that are able to transform themselves continuously and successfully. Organizations that make people look forward to coming to work every day.