How Leaders Can Flatten the Experience of Working Together

Leaders: How to Flatten the Experience of Your Company

This one is on leadership.

If you want a more unified, connected, “we’re in this together” culture… you have the ability to create it.

And it’s simpler than most people think.

Flat vs. Hierarchical — Both Have Value

Let’s be clear:

• Hierarchy creates clarity, structure, and efficient decision-making
• Flat experiences create unity, engagement, and shared ownership

You don’t have to eliminate hierarchy.

But you can flatten the experience.

The Simple Lever: Reach Down the Ladder

Most organizations operate in silos:

• Leaders talk to leaders
• Managers talk to managers
• Frontline employees rarely interact upward

But here’s the truth:

People at the bottom can’t reach up easily… but you can reach down.

And when you do, everything changes.

What It Looks Like in Practice

Flattening the experience doesn’t require a new org chart.

It looks like this:

• Soliciting input from all levels
• Asking for ideas from unexpected places
• Creating real conversations—not just directives
• Making it safe to speak up

Some leaders do this intentionally—walking the halls, connecting with people, pulling voices forward.

And when they do…

People start to feel like they matter.

A Story: From “Arms and Legs” to Thinking Minds

Early in my career as a film director, I wanted a different kind of set.

Not just execution—participation.

One day, I was stuck on a scene.

And I noticed something subtle:

An intern—lowest on the ladder—had an idea.

She leaned forward… then got shut down by others around her.

I stopped everything.

“Hold on. Did you have an idea? Come share it.”

She did.

And I made a decision in that moment:

I’m going to use it.

Not because of her title— but because of the signal it would send.

Her idea made the scene better.

But more importantly…

It changed the culture.

What Changed After That Moment

People started thinking differently.

Instead of:

“What do you want me to do?”

I started hearing:

“Here are a few ideas I was thinking about…”

That’s the shift.

From execution → to contribution.

The Leadership Standard You Set

Later, I made it explicit to the team:

“I don’t just want arms and legs. I want thinking people.”

And just as important:

“Do not shut ideas down.”

You can manage the chaos of production…

Without shutting down contribution.

What Flattening Actually Does

Let’s be clear:

You are not removing authority.

You are changing the experience.

And when you do that:

• People feel seen
• People feel valued
• People think more actively
• You get better ideas

You stop relying only on your brain—and start using the collective intelligence of the group.

Final Thought

If you want a flatter, more unified company:

Reach lower than you normally would.

Ask. Invite. Listen. Use the ideas.

Honor the contribution.

Because when people feel like their voice matters…

They stop being “arms and legs” and start becoming part of the mind of the organization.