Resilient networks, whether in technology or among people, share a common characteristic: Decentralization—the distribution of authority and decision-making across smaller, independent units—which has been gaining traction for decades. This concept is equally important in leadership and management: Hire capable, motivated people, and give them the resources and trust to function autonomously. Boosting the autonomy of individuals and teams ensures that a failure in one part of the organization doesn’t trigger a wider collapse.

In technology, decentralized systems have long been a priority for building resilient networks. The internet was originally designed with decentralization in mind, to create a worldwide information superhighway that would survive even the worst threats of the Cold War era.

Not all modern systems are built to be so resilient, but they can be.
Decentralization isn’t just a tech trend, it’s becoming embedded across various disciplines. Since the 1950s, academic references to decentralization have increased exponentially, initially fueled by shifts in governance and now by advancements in computer science (Di Bona et al., 2023). As more fields recognize its value, decentralization is transforming approaches to everything from leadership to logistics.

Leaders can’t plan for every problem the world might throw at them, but the process of planning and practicing adaptation in response to adversity is crucial. So how does decentralization lead to productive and resilient teams of people?

Highly centralized systems rely on a single point of authority, which may be more efficient when conditions are stable and predictable. Contingency plans and spare........

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