Transcript

NARRATOR:
We have something revolutionary to say about companies and organisations, about how they should be run and how they need to change. We believe traditional hierarchical working practices are becoming as relevant as prog rock in the white heat of punk and leaders that ignore what's happening are about to do a diplodocus.

[DINOSAUR ROAR]

Don't believe us? Look around. The Arab Spring, protests in Brazil and Turkey, WikiLeaks, Occupy, the rise of the whistleblower-- the world is challenging authority in a completely new way.

[SHUTTER CLICK]

Closer to home, the traditionally unimpeachable-- teachers, doctors, lawyers-- are but an internet search away from being challenged or even unmasked. From government to global finance, bigwigs to broadcasters, people are losing faith in institutions and in leaders, using technology to self educate and to organise. This is the death of deference and it's coming to your office. It's an internet-enabled David and Goliath and a unique opportunity for organisations and individuals alike to rewrite the rule book on accountability and innovation.
Visionary workplaces are already reshaping the deal with employees and with clients, creating dialogue and sharing power in ways unimaginable just a few years ago. We have a plan for putting the final nail in the coffin of deference and we call it "Change at Speed."
First, S for symbols, symbols of hierarchy-- job titles, big desks, posh offices. Search and destroy. It sends out a big statement of intent.
Next, the psychological contract between management and workers. This is the deal we all sign up to at work and it needs to be about giving everybody more say. In turn, your bosses will be able to ask for more responsibility and get it.
Then you can spread the executive power. Let people who are closer to the customers make some decisions for a change and free them from all the approval and sign-off agony. Push the power down the ranks.
Do these things and real employee engagement will follow, with all the benefits that this brings. And as long as you maintain authentic, meaningful discourse, where the real stuff gets discussed, you will be able to see what's working and work out what to do with the bits that aren't. It sounds simple, doesn't it? Most revolutions are. It's time to say, "Never mind the bosses."

[MUSIC PLAYING]