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Fractal geometry refers to repeating patterns in nature. The concept is simple, yet so vast and far reaching. Some scientists say that life itself is built on fractal geometry. Others say it is the “fingerprint of God.” You will find fractal or repeating patterns in all aspects of our universe. Fractal geometry is found in everything from behavioral patterns to the sound waves of plants. Life is built on this structure and life has thrived for billions of years. The concept of fractal geometry pervades our existence.
Perhaps one of the simplest explanations is to look at trees. The main trunk supports the branches, the larger branches split into smaller branches, which again split into smaller branches and this pattern repeats all the way to the leaves.
In human and animal reproduction, cells divide from a single cell into two cells, then four, then eight and so on and so forth.
Landscape structure can be seen in patterns of geometric shapes. The hills are repeating triangles of different shapes. Even the clouds in the sky can be seen in fractal geometry. A small section of cloud looks like a large part of the cloud.
Although fractal geometry has always existed since the creation of our universe, it was “discovered” by a Jewish scientist living in France, Benoit Mandelbrot. He later became an employee of IBM in the 60s and discovered that repeating patterns in nature could be expressed in mathematical equations. With this mathematical equation, he assigned digital colors to integers and when computerized, colored repeating patterns came to life. The amazing thing is that mathematical equations, colors and patterns are endless. You can zoom in on the pattern forever and even though the pattern is constantly changing, the same recognizable patterns appear over and over again. This pattern was named the “Mandelbrot set”.
Scientists took mathematical equations and applied them to many things. One of the advances they made was in visual technology. They designed software, which helped them take a giant leap in the aeronautics industry. The imaging software they designed was now able to depict infinite patterns in nature which aided visual simulation software designed for pilots in training.
In the law enforcement industry, they applied Fractal geometry to their video surveillance technology and applied repeating patterns of the same image on top of the original image to get very clear images and videos.
Break down in business structure
If you look back in history, you will find fractal patterns. Military ranking system, monarchy/state structure, Egyptian pyramids, family trees, generation to generation called ancient stories and even song structure.
Based on the fractal geometry model, businesses structured in this style will also be self-supporting and nurture growth. Humans were designed to think, live, work and thrive. Like the human body, a business organization is similar in that it needs many parts to work together in order to thrive.
Many times when a business system fails, it is because the leadership structure is flawed. Usually when there is one owner and many employees. This type of structure is inefficient because one person cannot effectively manage such a large number of people. Many employees quit based on their boss’s performance when the boss loses touch with them. When the relational connection is lost, vision and inspiration quickly follow.
With a structured leadership system, there is natural improvement. Because skills are multiplied and passed down, an employee can easily and seamlessly move up to the next level of manager. There is a natural restructuring. New managers are hired, employees are reassigned and the organization embraces change that makes the business more efficient. Healthy organisms in life are constantly growing and changing. The same should be true of organizations.
When building a trading structure based on fractal geometry, there are a few key points to remember.
1. The structure must be scalable.
2. All members of the organization must be on board with the vision/DNA of the company.
3. Members must work within their chain of command.
4. Skills should be shared and multiplied with the next level.
5. 2-4 members per tier is optimal.
When an organization restructures to use fractal leadership, things naturally fall into place. Below is a sample of a broken lead structure. This is a 1:4 model
Remember one thing when making an organizational change or restructuring: Keep the core structure in place. If you are using a 1:4 structure, stick with that structure. Don’t “squish” a bunch of people under a manager who already has a full 4 layers under him or her. It overwhelms the manager and breaks down the structure. Organized changes that follow structure lead to growth while chaos creates decay.
Everyone is a leader
By using a fractal leadership structure, everyone is or will be someone’s leader. For example, a warehouse manager manages different sections of a warehouse. There will be Dry Warehouse Manager, Chill, Frozen and Will Call. Under each section, that manager will have a fractal under them, such as receivers, loaders, pickers and replenishers. If you look at a branch, like the receivers, they will create their fractal in the same pattern, with 4 staff under their care and so on down to the starting positions.
To cultivate growth, it is necessary to establish relationships with each fraction. Short weekly meetings with your fractal are important to keep morale and motivation up. These weekly meetings should focus on the employee’s individual needs, not the bulk of the work. By talking about how they are working, their family, hobbies, etc., they know that the company is not just about what they were hired to do.
Progressive companies allow these meetings to take place outside the office. Coffee shops, restaurants, and cafes are ideal places for informal meetings.
Large company wide meetings are important for vision casting and company context. Having these full staff meetings will spark a fresh perspective on all of Fractals. Communication from the top level is important for the coordination of the organization as a whole. The “DNA” of the company must flow through all levels.
When looking for employees to add to your organization, don’t hire those who can do well, hire those who can do well. Organizations must build a company of leaders. Leadership skills should be on the list of skills for every hire. You may be thinking, “How would work work if all leaders and no followers?” A good leader leads by example and goes into the trenches and encourages others to do the same. A good leader also has a heart and mind to teach and is open to direction from authority.
This brings us to the character of potential workers. Training can be used to refine employees but good character should be the foundation of every hire. How can we have good character and leadership skills?
A good employee will get the company’s vision and buy into it. They are enthusiastic and take pride in the company they work for. Hiring managers need to be good judges of character. Many new hires are coming from companies that fail to meet their needs. They leave their other jobs for reasons. New hires have a mindset that can be defensive, like a bad breakup. These employees need to build morale so that they can build confidence that will make the company proud. If the new hire feels appreciated by the manager, it will begin to build a sense of ownership in his or her work.
Another feature to look for is a utility player. If you hire utility players with skills in different areas, it gives you more options during periods of growth or if you need to shuffle people around when someone retires or resigns. An employee may need to wear multiple hats for a season until a suitable replacement can be found. The organization must be flexible and adaptable.
If one member of the organization is struggling or hurting, the organization as a whole is also struggling or hurting. Consider when you stub your toe. Your whole body reacts with pain. Your finger is not a separate member. When an injury occurs, other parts of the body reach out and help the afflicted. When this happens in a business, other people in the organization should be sent to help that struggling person or department until it is resolved. This can be an “all hands on deck” situation. Once the problem is resolved, members return to their normal responsibilities.
One of the biggest problems with new hires is retention. New hires try it for a few weeks and decide they don’t want to work there anymore. If there are multiple instances of this, it’s the manager’s job to find the cause and try to correct the problem. Are these false expectations? Bad management? Is the relationship between colleagues bad? Maybe the manager should explain the job description better, maybe with a video. To reduce high turnover, look for those with similar experience, visit interviews with prospects so they can see what they’re getting into. Building success is a journey based on fixing the flaws in your system. Below is a chart of some formulas for successful recruiting.
When adapting your company structure to a fractal leadership structure, make sure to do it in stages. Do it slowly and work on a proper fractal model. Gradual restructuring changes will give everyone time to adapt.
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