Hacking HR to Build an Adaptability Advantage

When reading all the other ideas about principles it made me think about cause and effect relationships and how 'structure' can drive behaviour and the challenge of how you introduce self control as opposed to imposed management control in an organisation. My initial thought was subscription (subscribing to a magazine, club or service) and what a subscription culture might look like.

Yes, subscription would work both ways. Subscription in any organisational relationship in principle, irrespective of the type of organisational structure, such as within a management team, a boss and their team. I see it potentially as a living, renewable form of relationship contracting - something that shapes how relationships could be agreed, managed and how the relationship performs. A way to give people a tool to jointly 'performance manage' their relationships instead of imposed central policies that often don't work like grievance policy. My thoughts then run into how you could monitor it all. Could you imagine a staff survey in which you ask staff - If able to do so, would you de-subscribe from your boss Yes/No & why?