Transforming Spheres: Evolution from Hierarchy to Wirearchy in the Interconnected Workplace
For over a century, organizations have been a sphere of hierarchy. Comfortable, predictable, and often deeply ingrained, this system sees decisions move downward, power remain at the top, and employees are expected to follow orders. But change might be on the horizon. Or maybe not. Regardless, there's a framework worth considering: Wirearchy, coined in 1999 by Jon Husband.
"Wirearchy is a dynamic flow of power and authority based on information, trust, credibility, and a focus on results, enabled by interconnected technology and people," Husband explained during a recent interview. Instead of rigid hierarchies, this model offers adaptive leadership that responds to the demands of our connected and quick-moving world. Trust becomes the foundation.
Husband underscored the role of trust, "The reason I focused on information or knowledge, credibility, and trust is [because of] what we've seen evident in the last five years... the very, very serious impacts of misinformation, disinformation, false information, and deepfakes." Leaders who overlook trust risk losing credibility and, as a result, the camaraderie and creativity of their teams.
Unfortunately, trust is frequently an area where organizations fall short. This is especially apparent in the ongoing backlash against return-to-office (RTO) mandates. While some view such policies as promoting teamwork, many employees perceive them as a lack of trust, which can result in detachment and ultimately higher turnover.
The Threat of Control Over Connection
Husband acknowledges hierarchy's place. It can offer structure, role responsibilities, and accountability. However, rigidity can limit creativity and undermine trust. Leaders who hold an all-hierarchical approach risk alienating their people and weakening the culture they seek to reinforce.
Consider the 2022 North East Ambulance Service (NEAS) scandal in the UK for a troubling example. An individual published allegations in The Sunday Times, claiming that NEAS had covered up fatal paramedic errors. Senior leaders deliberately altered or omitted essential facts from families and coroners, embodying a hierarchical culture of cover-ups and a lack of transparency and trust.
Look no further than the tech industry and its approach to mass layoffs for another example. Blunt layoff methods, such as impersonal emails, mass Zoom calls, or botched text messages, carry no regard for humanity and further erode trust and morale.
Rigid structures and reactive decisions by leaders can lead to irreversible consequences. In contrast, adaptable leaders foster confidence in their team through clear communication, empathy, and shared purpose, creating a culture where team members feel valued even during challenging times. Wirearchy principles provide a path to cultivate such a culture.
The Impact of GenAI
GenAI forces us to reconsider what it means to be human, as Husband pointed out. Leaders who thrive in uncertainty approach challenges as opportunities for adaptation and empowerment. Embracing GenAI and AI cultures will put leaders in a better position to cultivate innovation, ensuring their teams can adapt to their evolving environment.
Redefining Leadership as Collaborative Practice
At its heart, wirearchy redefines leadership. "Leadership does not reside in titles, positions, or organizational charts," Husband emphasized. He adds that it does not result from having a corner office, but rather that leaders emerge through consistent acts of collaboration, trust, and purpose.
Leaders who adopt Wirearchy's philosophy see their role as facilitators instead of dictators, willingly and knowingly distributing authority to create an empowering culture.
Leaders who embrace Wirearchy may find it strengthens their adaptive and change-creating abilities. It may even benefit them as individuals. As Husband noted, "In an always-on and interconnected world, the most important competency to develop and sustain is the ability to be connected to yourself."
Watch the full interview with Jon Husband and Dan Pontefract on the Leadership Now program below, or listen to it on your favorite podcast.
In the context of organizational structures, Jon Husband suggests that wirearchy, a framework he introduced in 1999, offers a more adaptive leadership approach compared to traditional hierarchies. This model relies on information, trust, and credibility to distribute power and authority, enabling a focus on results. (First sentence)
In the tech industry, rigid layoff methods, such as impersonal emails or mass Zoom calls, can erode trust and morale, highlighting the importance of adaptable leadership that values team members and fosters a sense of shared purpose. (Second sentence)
