The Herd Wars

People often criticize the “fall-in-line” mentality. Yet they do not have a better alternative.

Systems like herd.

Its easy to manage. Path of least resistance. You cannot have mutiny in the ranks and win the battle. Systems need cogs in the wheel. That’s how the wheel rolls. All spokes have to be even , identical, alike., herd-like if you like.

The power of the herd makes the engine chug along relentlessly in one direction. Often described as the optimum way to operate, or the optimum utilization of resources to achieve the maximum productivity. Maximum productivity leads to top notch results.

The force is strong with the herd. United we kick-ass and divided you file chapter 11. So take your pick. The united single point focus strips distractions of over-engineering of something simple. Complicating simple business processes to look more critical is an infectious disease. Simplicity is often best tool to success.

Yet disruption is the way to go say most intellectuals. Doing what you did will get you what you always got. Transforming while performing becomes key. Maintaining speed and changing the wheels requires a different degree of skill sets. Managing conflicts of intellect and doubt while keeping the herd intact will be key to eventual transformation.

Herd life is short. Herd life is not sustainable over time as proven by the law of diminishing marginal utility. Extreme efficiency is time bound and may lead to immense inefficiency. Think of a disruption in the herd. Just like success, failure multiplies, only faster. Then you are left with no choice but to change, or disrupt. See the cycle?

Changing the erstwhile strong herds depends on the time at hand and the risk appetite. There will be collateral damage in the form of loss of intellectual prowess in the business process, but if you hire right then this will be minimized or if you have a proper business continuation process then the impact will be minimized.

One must not forget , morale, enthusiasm and camaraderie’s within the herd. Stuff like “who’s your best friend at work?” As intangible as it may sound, it makes for critical internal social fabric of the herd. There are examples where a positive herd quotient makes for better dividends. The higher average “return-per-herd” per system leads to lesser conflicts per system and therefore better productivity.

So most systems have a tough choice to make, between forcing a controlled change, versus inevitable obsolescence. Therefore they need think-tanks to be tightly knit herds to change the larger herd. Ironic. This constant combustion, compression, expansion and pressure will create a new nerd to lead the herds!

May the herd be with us all.