The document contrasts leadership approaches needed in the Industrial Age versus the Knowledge Age. In the Industrial Age, an "Alpha" leadership style focused on mechanistic, top-down control was sufficient, but now a "Beta" style is needed. A Beta style is systemic, market-driven, focuses on integrated teamwork, is led from outside-in in a socially dense way, and is decentralized to handle complexity. The document provides insights on organizational change: it is a constant process not a journey; resistance is a response to poor methods not change itself; and problems typically lie in systems while technique is trivial compared to social factors.

1. 닐스플래깅 대표 | <언리더십> 저자
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Change is more like adding milk to coffee!

2. Culture

3. Symptoms
Problems

4. Industrial Age: “Alpha” was enough
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking

5. Industrial Age: “Alpha” was enough
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Knowledge Age: Now, “Beta” is needed
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense
With-each-other-for-each-other
Decentralized, complexity-robust

7. Industrial Age: “Alpha” was enough
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Knowledge Age: Now, “Beta” is needed
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense
With-each-other-for-each-other
Decentralized, complexity-robust

8. Insight No. 1
Change is not a “journey”.
Instead, it is “constant flipping”.

9. Today
There
Now
New
Now
New
Now
New

11. Insight No. 2
There is no such thing as
”Resistance to Change” –
only smart responses to
dumb methods

13. Insight No. 3
The problem is in the system -
almost always

15. Industrial Age: “Alpha” was enough
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Knowledge Age: Now, “Beta” is needed
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense
With-each-other-for-each-other
Decentralized, complexity-robust

17. Insight No. 4
Organizational change is
“socially dense” -
technique is (almost) trivial

18. as

19. Insight No. 5
There is no such thing
as “transformation” -
instead, “everything is an intervention”

20. accountable
aim
align(ment)
allocate
appraise
bonus
boss
break down
budget
business area
competence
convince
COO
culture change
department
direct
direct reports
drive
empower
engage
extra mile
force
forecast
front-line
goals
hard skills
head of
headcount
high performer
high potential
hit
incentivize
inspire
journey
key
key account
kick off
lead
leader
leverage
line
low performer
manage
maturity
milestones
mindset
mission
motivate
north star
operations/operational
oversight
plan
present
purpose
rank
roll out
sales/sales people
scale
set (targets)
shared services
soft skills
star
status quo
steering committee
strategy/strategic
streamline
synergy
talent/talent pipeline
top-down
values
vision
war for talent
win
work-life balance
…

21. Industrial Age: “Alpha” was enough
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Knowledge Age: “Beta” is needed
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense
With-each-other-for-each-other
Decentralized, complexity-robust