Thread by @swardley

X : What do you think about the Spotify organisational model?
Me : I think the most sensible words are "Don’t copy the Spotify Model. Do copy the Spotify attitude" ... i.e. concentrate on the principles that enable fluidity.

X : But won't that be helped by organising into squads, tribes and guilds?
Me : I think that could become rather disastrous for many organisations.
X : Why?
Me : Because they're not Spotify and even Spotify is more "fluid" in structure than that.

X : What principles does Spotify use?
Me : I've no idea, you'd have to ask them. I can tell you from my perspective what principles you should adopt. I'll even give them to your ordered in phases, to make it easier. Start with Phase I, then move onto Phase II etc.

X : Shouldn't provide purpose, mastery and autonomy be a first step? Phase I?
Me : Stop trying to run before you can walk. Start with understanding your users, knowing the details and using a common language to communicate. You'll get to purpose, master and autonomy soon enough.

X : How about implementing pioneer-settler-town planner? I know you talk about that.
Me : Please stop. PST is a very experimental and potentially advanced organisational model. Don't go there, you'll mess it up without covering all the basic principles (i.e. doctrine) first.

... please stop looking for organisational model fixes to fundamental problems in principles. Fix the principles first, the structure will emerge out of it and at least you'll be able to have sensible discussions about it.

X : But we need to re-organise. We need to increase our innovation and our efficiency against our competitors.
Me : If your principles are a mess now and you re-organise then you'll still have messed up principles but now with a more confused & possibly demoralised staff.

X : But Spotify isn't confused, they're more the sort of company we want to be.
Me : Oh heaven help me. Go on then, just copy Spotify.
X : Do you think it will help?
Me : No.