Ever feel stuck in endless approval loops? Like your team’s brilliance is trapped behind layers of outdated command and control? You’re not alone—and it’s not your fault. Agile transformations struggle when power-hungry managers cling to authority. But here’s a radical idea: PATI—Push Authority to Information.
David Marquet, a former nuclear submarine commander (and author of the leadership bestseller Turn the Ship Around!), did it on the bridge of the Santa Fe. Instead of having team members pass information up the chain for distant decision-makers, he pushed authority to those closest to the action. The result? – Increased engagement – Faster decisions – Greater ownership – A bias for action
The cost? Marquet’s own discomfort. But isn’t a little discomfort worth the leap toward true agility?
Why Traditional Top-Down Decision-Making Fails
If your agile transformation feels like quicksand, you’re probably battling this:
- Slow decisions. Information gets stuck in bottlenecks. – Subpar outcomes. Decisions made far from the action miss vital context.
- Frustration. Team members feel ignored, leading to disengagement.
- Resistance. Managers cling to power, not realizing they’re holding everyone back.
It’s not your fault if your transformation has hit these roadblocks. Old habits die hard—and power struggles are nothing new.
What Is PATI?
PATI stands for Push Authority to Information. In simple terms, it means:
- Empowering the front lines. Let the people who know the problem best decide.
- Cutting the red tape. Stop passing critical information up a long chain.
- Speeding up the OODA Loop. Observe, Orient, Decide, Act—faster.
When authority lives where the information is, teams make smarter decisions in real time. No more waiting for permission from someone who’s out of touch with what’s really happening.
The Benefits of PATI
Imagine an organization where decisions are made at the speed of thought. With PATI:
- Engagement skyrockets. Your team feels trusted and valued.
- Decisions improve. Local knowledge leads to better choices.
- Action becomes the norm. A bias for action replaces endless meetings.
- Transformation happens. You become the agile leader you’ve always dreamed of being.
And yes, managers used to holding all the power might squirm a bit. That discomfort is a sign of real change. It’s the system shaking off its old skin.
Guiding Traditional Leaders Toward PATI
Let’s be real: many of the managers holding onto centralized authority come from a command-and-control mindset. They’ve spent years ensuring everything goes through them. And honestly? I don’t blame them! They’re just humans. They have fears and doubts, too. They worry about:
- Losing Control: Letting go of decision-making can feel like handing over the steering wheel.
- Misalignment: They fear that decentralized decisions might steer the ship off course.
- Accountability: There’s a real concern about being left to take the fall when things go wrong.
But here’s the point: that same old way of doing things can seriously kill fast action and better decisions. And deep down, these traditional managers want success just as much as you do.
So, what can we do?
- Work With Them: Help them understand that the current centralized model isn’t infallible—it slows down progress and stifles the team’s potential.
- Show the Benefits: Explain how PATI (Push Authority to Information) can actually make them better leaders. With PATI, decision-making happens where the information is richest—at the source. This leads to smarter, faster choices that benefit everyone.
- Foster Shared Accountability: Reframe accountability as a team strength. When everyone owns the decision, the whole team moves forward together.
- Encourage Evolution, Not Replacement: Remind them that embracing PATI doesn’t mean they’re being sidelined. It means their role can evolve into one that supports and amplifies their team’s brilliance, rather than bottlenecking it.
By guiding these traditional leaders with empathy and clear examples of success, you can help them see that PATI isn’t about losing power—it’s about unlocking true potential. Together, you can transform the culture from one of control to one of empowerment, making agile transformations not only possible but wildly successful.
How to Start PATI Today
- Identify Key Decisions.
Map out where decisions get stuck in your organization. -
Empower the Experts.
Give decision-making authority to those closest to the action.- Example: Let a product team decide on minor feature tweaks without needing CEO approval.
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Communicate the Shift.
Explain the benefits of PATI to your team.- Remind them that real change happens when we let go of old habits.
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Practice, Practice, Practice.
Start small. Allow teams to experiment with making decisions quickly.- Celebrate successes.
- Learn from failures—because failure is just another step on the journey to agile mastery.
- Challenge the Status Quo.
When you see managers clinging to power, gently (or not-so-gently) remind them that true leadership is about empowering others.
In my workshops I often use games (aka simulations) to help people change their behavior. The Boss-Worker game (part of the Agile Games Collection) for example let’s everybody experience how awkward letting go of control can feel. It creates empathy. And it always triggers a deeper discussion about concepts like PATI. And it never fails leave a deep impression.
Final Thoughts
PATI is more than a strategy—it’s a mindset. It’s about trusting your team, moving fast, and embracing the discomfort of change. Sure, it might ruffle some feathers. But if you dream of leading agile transformations that truly make a difference, you need to push authority to the people who hold the key information.
So, go on—break the chains of outdated decision-making. And let your teams’ brilliance shine through. After all, in a fast-paced world, waiting for permission is the surest way to be left behind.
Push Authority to Information. Embrace the discomfort. Unleash agile greatness.
#PATI