Thoughts on Business and Technology

Do you have Red Queens in your Organization

Red QueeIllustration: Sir John Tenniel (1820 – 1914), in Lewis Caroll’s “Through the Looking-Glass And What Alice Found There” (1871)

In many organizations, there are individuals who are deemed critical to the company’s operations. These employees seem to be constantly engaged in numerous conversations, relied upon by many and are frequently pulled into urgent situations. However, I refer to this as the “Red Queen” problem, which can indicate deeper issues within the organization. In this post, we will explore the implications of having Red Queens and discuss proactive measures to empower growth, foster efficiency, and mitigate risks associated with such dependencies.

Understanding the Red Queen Problem:

The term “Red Queen” is derived from Lewis Carroll’s Alice in Wonderland, where the character is constantly busy running but remains in the same place. Similarly, Red Queens in organizations are individuals who are continuously occupied with urgent tasks and dependencies. Their absence can lead to project delays, production issues, and an overall disruption of operations.

The Role of Management:

The presence of Red Queens is symptomatic of management apathy and complacency. It reveals a lack of established processes, tools, and redundancies that empower everyone within the organization to contribute and grow. Management should take responsibility for creating an environment where dependencies on specific individuals are minimized, enabling a more resilient and agile workforce.

Limiting Growth and Efficiency:

While Red Queens may initially feel valuable due to their constant involvement in critical matters, their long-term growth and potential can be hindered. They often find themselves trapped in repetitive tasks and distracted by constant crises, preventing them from focusing on meaningful projects or expanding their knowledge in other areas. Additionally, the perception of being indispensable can lead to toxic behavior within the organization.

Addressing the Red Queen Problem:

If your organization has identified Red Queens, it is crucial to take proactive measures to address the issue and foster a more sustainable and efficient working environment. Here are some steps to consider:

  1. Establish Clear Processes and Escalation Chains: Work with your team to define and document clear processes, runbooks, and escalation chains to handle crises. This ensures that knowledge and decision-making are distributed, reducing the dependency on specific individuals.
  2. Facilitate Knowledge Sharing and Cross-Training: Encourage knowledge sharing and cross-training across the organization. By facilitating the exchange of skills and expertise, you create a more adaptable workforce that can handle diverse challenges and tasks.
  3. Promote Tours of Duty or Rotation: Implement tours of duty or rotation programs where employees have the opportunity to gain experience across various functions and departments. This not only expands their skill set but also reduces reliance on a single individual by promoting a broader understanding of the organization’s operations.
  4. Move Red Queens out of the Critical Path: Proactively identify ways to minimize the dependency on Red Queens by redistributing responsibilities and empowering the team to work without their constant involvement. This approach promotes a culture of self-sufficiency and collaborative problem-solving.


When you start noticing Red Queens within your organization, it’s a clear sign that processes need improvement, knowledge sharing is lacking, and dependencies on specific individuals should be reduced. By addressing this Red Queen challenge head-on and implementing measures to empower your employees and foster efficiency, you’ll unlock the potential for sustainable growth, risk mitigation, and a culture of collaboration and resilience.

It’s time for management to roll up their sleeves and actively work towards a more productive and efficient future for the organization. Remember, the key is to create an environment where no one is considered irreplaceable, and everyone has the opportunity to contribute, learn, and thrive.








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