Say what you like about Darth Vader, he ran a tight ship. He was consistently results driven and he delivered feedback (usually fatal) in a timely manner rather than wait for the Death Star half yearly appraisals. I also never saw him punish a stormtrooper, not one single lower level employee, Darth reserved his ire for the senior members of the team, make changes quickly to improve performance and always, always promoted from within. I’m sure he was seen as a wonderfully charismatic figure by the rank and file and he was always diligent in applying the wishes of the Emperor. He is therefore, a fine example of a CXO in modern corporate business.
He is a strong symbol externally to the market, he works his leadership hard but never seeks to micro-manage. It is also impossible to challenge the remarkable political and technological achievements made by the ‘Empire’. The creation of a seriously killer app (literally) and the subvention of the entire system of government without military intervention. https://www.theguardian.com/technology/2017/jul/30/google-silicon-valley-corporate-lobbying-washington-dc-politics, http://www.news.com.au/technology/online/social/speculation-about-a-mark-zuckerberg-presidential-run-refuses-to-die/news-story/e42cb11b82f8a527709c61349de2eae8.
This year perhaps more than in the past 10 years; conversations about moving corporate culture have been more prevalent. There is a general realisation in the power of the force (culture) being required to adapt to a digital, customer centric world as a pathway to Digital Transformation. If you add the technology of the empire and the scale of managing the galaxy without getting the people right. You’ll never defeat the rebellion.
However, with all the will in world you aren’t going to change everyone to the right culture in the time available before the next wave of innovation and progress arrives; so do we have to take advice from Darth?
Your clone army
You need to respect your clones – the basis of the stormtroopers was a clone army which was superior to the robot equivalent as the power to think creatively was preferred. These clones are easy to manage due to training, repeated performance and a strict adherence to orders. All due respect to them, they aren’t going to progress up the ranks and actually, you don’t need them to. You need to keep them focussed on tasks, reward them well for performance (shore leave on Naiboo maybe). You want them to focussed on details, rigorous and engaged. Success is commonly it’s own reward and pride at every level in the organisation’s performance is hugely powerful.
Your leaders and your leading edge
You also need some charisma and some fun as you live your values – https://hbr.org/2017/07/stop-putting-off-fun-for-after-you-finish-all-your-work. All of the lead bad guys in Star Wars are gloriously compelling – gravel voiced with masks, red spiky faces and cool double lightsabres, giant worm things or Christopher Lee. They all have their gimmicks, their specialist skills and they all have charisma and people willing to fight for them. Perhaps even more importantly, the top, top guys all have a messianic pursuit of a single corporate value – the force. Every action is set and measured against the instinct and the strength which comes from this single unifying spirit.
Allow Darth and the bosses to lead the way but where you need to put the money is in the culture is in the ideas people? The person with the crazy idea for the Death Star would have had some challenging early steering group meetings in the concept phase. How much steel? How much power? How many special explosive crystal things? How long? There needed to be the culture in place to allow for such an idea to be brought up in the first place and then to get the support behind the project…… There is also the remarkable autonomy given to the lead engineers so that such a creation could be made even when it has a major design flaw (single shot to the exhaust vent blows it up – even though it’s probably not https://www.youtube.com/watch?v=agcRwGDKulw), and goes into Beta testing when it’s not finished (Return of the Jedi – geeky reference this one).
So, perhaps it’s time to accept that a balanced utopia in the your corporate culture is not what you need in the first instance. You need to create a 2 speed culture which allows one group to focus on what they are good at and another group to be the (Death) Star team. In time perhaps you can move everyone, but success brings it’s own challenges. Don’t believe me – look at how Google has split their business into the money making bit and the ideas bit and their corporate motto was just one word away from the Empire’s – Do(n’t) be evil!