What Needs To Change

In the quest for ‘decentralization’ we abandon the moors of traditional best practice people management.

Alas! We have thrown the baby out with the bath water!

Our focus on inclusivity, diversity, and decentralization has left us floundering for sustainable success.

Relationship management has displaced performance management.

Tokens have replaced sense.

Individual role possessiveness has collapsed the synergy of shared Key Performance Indicators.

Junior staff with naive passion become arrogant influencers… while experienced talent shy away from time-consuming, energy-draining, debate.

None of it works.

So dogmatic leaders and founders direct as ‘benevolent dictators’ by breaking all of their own rules, compounding the consequences of piss poor governance, half-baked policy, and surface level adherence to decentralization.

Passion is not enough. As famous personal development coach Tony Robbins once rather dryly put it: “You can motivate a room full of idiots… but then you just end up with motivated idiots”.

The inmates are running the asylum.

Lets not blame ourselves too much… because we’re all trying the very best we are currently capable of… and this web3 thing is so darn new.

But lets expand our capability by taking responsibility here and now to resolve the most important mission for humanity today: Quality collaboration through better team management. The worlds needs this now more than ever.

Post-mortem survey’s of startup founders list ‘team related issues’ in the top 3 reasons for failure — and yet collectively we mentally evade the responsibility of risk management within our teams and organizations by turning a blind eye to conflicts and constraints — wanting to control our territory, not step on toes, not have our toes be stepped on, and so it goes.