{"id":31699,"date":"2018-05-04T12:32:34","date_gmt":"2018-05-04T19:32:34","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=31699"},"modified":"2018-05-04T12:32:58","modified_gmt":"2018-05-04T19:32:58","slug":"prevent-your-organization-from-succumbing-to-red-tape","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/prevent-your-organization-from-succumbing-to-red-tape\/","title":{"rendered":"Prevent Your Organization From Succumbing To Red Tape"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”3.2″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/05\/red-tape-1-1.jpg” custom_padding_tablet=”50px|0|50px|0″ padding_mobile=”off”][et_pb_row admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”1_3″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_divider show_divider=”off” height=”200″ disabled_on=”on|on|off” _builder_version=”3.2″][\/et_pb_divider][et_pb_text _builder_version=”3.2″ text_font=”PT Sans||||” text_text_color=”#ffffff” text_font_size=”72″ text_font_size_tablet=”52″ text_font_size_last_edited=”on|tablet” text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”620px” custom_margin=”0px||0px|”]Prevent Your Organization From Succumbing To Red Tape<\/span>
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”3.0.47″ custom_padding_tablet=”50px|0|50px|0″ padding_mobile=”off”][et_pb_row use_custom_width=”on” custom_width_px=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” parallax_method_1=”off” parallax_method_2=”off” admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/02\/Edmonds-headshot-1.jpeg” show_bottom_space=”off” align=”center” disabled_on=”on|on|” _builder_version=”3.0.101″ animation=”off” sticky=”on”][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”3.0.47″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|”] CHRIS EDMONDS<\/a><\/span> [\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”3.0.47″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|”] Chris Edmonds is the founder and CEO of the Purposeful Culture Group, which he launched after a 15-year career leading and managing teams. [\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.2″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_font_size_last_edited=”on|tablet” text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” custom_margin=”0px||0px|”]One thing most leaders can agree on is that organizations need rules; how else can fairness and consistency be ensured across the organization? But when rules devolve they can inhibit efficiency, effectiveness, sanity, well-being, and more.<\/span><\/p>\n

Purposeful, positive, productive work cultures require leaders to be in tune with team member\u2019s enthusiasm or frustration with systems, policies, and procedures. Effective organizations require team members to be open and honest about systems that hold them back, that keep team members from doing the right thing, the right way, the first time. In addition, effective organizations constantly evolve their systems, policies, and practices. If a rule made terrific sense ten years ago but inhibits aligned action today, that rule gets appraised and refined so it serves team members, the organization, and its customers equally well.<\/span><\/p>\n

If you are wondering if your organization\u2019s systems, policies, and procedures inspire team members, help them perform well, and help them serve customers well – \u00a0or if those systems inhibit inspiration, consistent performance, and great service delivery – you might be able to find the answers in listening to your employees.<\/span>
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ background_color=”#f7f7f4″ custom_padding=”0px||0px|”][et_pb_row make_fullwidth=”on” custom_width_px=”680px” use_custom_gutter=”on” gutter_width=”1″ custom_padding=”0px||0px|” make_equal=”on” column_padding_mobile=”on” background_color_2=”#efefe9″ parallax_method_1=”off” parallax_method_2=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/05\/redtape2.jpg” show_bottom_space=”off” _builder_version=”3.2″ animation_direction=”off” animation=”off”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” background_color=”#efefe9″ parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/05\/redtape3.jpg” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”3.2″ animation_direction=”off” animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”3.2″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_font_size_last_edited=”on|phone” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_last_edited=”on|desktop”]Effective organizations require team members to be open and honest about systems that hold them back, that keep team members from doing the right thing, the right way, the first time.<\/span>
\n[\/et_pb_text][et_pb_text _builder_version=”3.0.47″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_last_edited=”on|tablet”] CHRIS EDMONDS [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ custom_padding=”0px||0px|”][et_pb_row use_custom_width=”on” custom_width_px=”1200px” use_custom_gutter=”on” gutter_width=”4″ custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” parallax_method_1=”off” parallax_method_2=”off” parallax_method_3=”off” parallax_method_4=”off” admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.2″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_font_size_last_edited=”on|tablet” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”60px||0px|” custom_margin_tablet=”40px||0px|” custom_margin_last_edited=”on|tablet”]Employees often share pride in their organizations \u2013 or their frustration with their organizations on various websites. Recently I came across a post from an employee in which they expressed total frustration: \u201cToday, I got written up for asking my coworker a question that I should have asked my boss to ask my coworker. Yay bureaucracy.\u201d<\/span><\/p>\n

Bureaucracy can be <\/span>defined<\/span><\/a> as \u201cadministration characterized by excessive red tape and routine.\u201d This kind of system can be frustrating to employees or even customers who must try to get something accomplished within that system.<\/span><\/p>\n

An example might be beneficial, here. Years ago, I had a municipal government client that helped me understand the kind of thinking that creates and maintains bureaucracies. I was conducting a leadership seminar and the class was going well. At one point during the afternoon, one woman \u2013 let\u2019s call her Joyce \u2013 shared her frustrations with a woman in her office (who was not attending the program).<\/span><\/p>\n

Joyce explained that this peer of hers had a unique role which placed her in a \u201cgatekeeper\u201d position. This peer \u2013 let\u2019s call her Roberta \u2013 touched key projects at key times, moving paperwork to decision makers for approval, scheduling meetings of decision makers with project staff, etc. Roberta had a tendency to move more quickly on activities that her \u201cwork friends\u201d would benefit by, and she allowed other activities to sit, untouched. Sometimes for days.<\/span><\/p>\n

Roberta\u2019s inconsistencies caused much consternation to Joyce and to others in the room. I was about to inquire about how the group has tried to address these issues when Joyce stated, \u201cAnd Roberta is \u2018Employee of the Month\u2019 this month!\u201d<\/span><\/p>\n

I felt like my jaw dropped to the floor. I sputtered a moment then asked Joyce, \u201cWhy would you make Roberta \u2018Employee of the Month\u2019?\u201d Joyce looked at me and calmly said, \u201cIt was her turn.\u201d<\/span><\/p>\n

That\u2019s not the way to create and maintain purposeful, positive, productive work culture!<\/span><\/p>\n

Don\u2019t let bureaucracy inhibit team member\u2019s performance or engagement. Eliminating dumb rules will inspire your people.<\/span>
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One thing most leaders can agree on is that organizations need rules; how else can fairness and consistency be ensured across the organization? 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