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Tiếng Việt
People often ask me: Why do I need Open Management? What’s wrong with the current way of managing? How is Open Management different?
When asked these questions, I often don’t answer directly. Instead, I ask them:
– Is your organisation too slow to respond to customer needs, while your team is constantly overwhelmed?
– Do you find that operational costs are rising, yet outcomes aren’t improving?
– Are your staff constantly busy and stressed, yet lacking initiative and creativity?
– Are the same mistakes being repeated, even after feedback has been given multiple times?
– Are your customers dissatisfied and ready to leave at the first sign of delay or poor service?
– Do you feel that if you’re not present, everything gets stuck?
If these things are happening, the problem might not lie with your people but in how the organisation is structured and managed.
Traditional management, no matter how much you fine-tune or optimise it, still rests on some core characteristics: centralised power, fragmented information, slow decision-making, and a reliance on control as motivation. In today’s complex and fast-moving world, that model is like an outdated machine no longer fit for new terrain.
Open Management is not a set of tools, nor is it some trendy movement. It’s a fundamentally different approach: to reinvent the organisation as a living ecosystem. In this system, information is shared transparently, work is made visible so everyone sees the whole picture, decision-making power is distributed to the right people, and each person understands the meaning and value of what they contribute.
In an Open Management organisation, no one is left wondering, “What am I supposed to do next?” or “Is this even my job?”. People take initiative not because they are being monitored, but because they understand what matters, see how their work connects to the bigger picture, and are trusted to make the right decisions quickly and effectively.
Many of our clients were once in similar situations: employees constantly overwhelmed, frequent mistakes, unhappy customers, and leaders feeling like they were carrying the entire organisation on their shoulders. Systems were unclear, everyone was busy, but moving in different directions not truly aligned on shared goals.
After applying Open Management, making work systems transparent, clarifying responsibilities and levels of autonomy, visualising workflow, empowering people, and fostering continuous improvement, within just a few months, many leaders finally sighed in relief: “For the first time, I don’t have to be everywhere. People take initiative, and the results are clearly better.”
The outcomes of Open Management aren’t just short-term wins. They are sustainable shifts: a more engaged workforce, greater autonomy, more adaptable and effective operations. And most importantly, customers feel the difference. They get better products, faster service, and feel truly heard.