Organizations are successful when high-quality decisions are made quickly. This assumes that there is a willingness to take responsibility. In the delegation of tasks trust must be given to those responsible.
In recent years, the intensity of regulations has increased massively. Frequently, the principle here is “much helps a lot”.
Often the reaction to regulation is to require that the documentation and written policies without sufficient attention communicating the purpose and the objective of a process and ensuring understanding and support for the pertinent goals. Likewise, allocation of responsibility to insulate certain individuals in the case of error or noncompliance is insufficient. Rather, it is important to establish structures that support a culture of trust and shared responsibility to minimize errors or noncompliance and to identify them and take corrective action where such errors or noncompliance nevertheless might arise.
I suggest that tasks, authorities and responsibilities that are allocated in a more transparent, comprehensible and simple way, will be implemented more consistently in daily work. Misunderstandings can thus be reduced, cooperation and shared purpose can be promoted. The more focused and understandable direction and guidance can be, the more they can find acceptance and support.
If employees are able to participate on a large scale, they can experience the results achieved as a team-performance for which they can be enthusiastic. Such success will be repeated!