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> you can't just do away with managers in a structured organization and expect it to work, the culture is not there.

Totally agree. That's probably another big mistake of the google experience.You can't just change completely the organizazion and expect everything to work fine the next day. Change should be done gradually, ideally I would gradually assign responsibilities to the team, while leaving a manager there to supervise and slowly fade out.

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How would you address the problem of all "good" managers (defined here as those who can easily get another job elsewhere) just leaving immediately instead of remaining in a job that now has zero growth potential? It seems that very rapidly you would have only the worst managers left and (because by definition they would have trouble getting another job elsewhere) they would have every incentive to halt or slow the phasing out of managers in the company.

Maybe it's not exactly necessary to have the old managers in the transition. Instead I would enhance HR by hiring counselors dedicated to assisting teams self-resolve internal issues.

So, a manager?

Without decisional power.

Facilitator?

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