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Where the stuff on this blog is something i created it is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License.
Tuesday, 27 January 2015
Monday, 26 January 2015
Sunday, 25 January 2015
Global #Risk Report #2015 - overview from #wef & exceprt 1-4
Overview
Excerpt 1
Excerpt 2
Excerpt 3
Excerpt 4
Saturday, 24 January 2015
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Friday, 23 January 2015
how to become a #soulful organisation #RSAsoulful lecture & Q&A with @fred_laloux @thersaorg
Yesterday lunchtime I watched this RSA lecture live via youtube. My thanks to the excellent RSA for organising and live video streaming the event
In the lecture Frederic Laloux shared insights from his book - Reinventing Organizations - on how extraordinary pioneering organisations have taken a next step into an approach to management and organisation which is soulful and purposeful and which senses and responds rather than predicting and controlling
The RSA are normally pretty good at posting audio and video of these lunchtime sessions up - but in the meantime here is a summary of the insights I heard from Frederic using some of my notes and others tweets of the event
Frederic talked about a examples from a company called Buurtzorg and the background of the founders experience before - in a nursing business where they had their schedules printed out before the day - so many minutes to give an injection - so many minutes to get to the next patient, scanning barcodes at patientss houses so system/management knew where the nurses were - all to serve efficiency - but underpinned by an understanding of the organisation as a machine with the nurses as cogs in that machine
And how the nurse set up a new organisation where the nurses spent time - had a coffee and a chat - with patients - because one of the aims was to help patients live fulfilling lives.
Over time it grew from 4 nurses to 9000 and is actually more £ efficient than the previous organisation - as patients become autonomous quicker
He then highlighted 3 themes of this different approach
1) Self Management - no organisation pyramid or managers
2) Wholeness - show up for work with all of ourselves - not just the narrow ego driven part
3) Evolutionary purpose - instead of a predict & control approach a sense and response one
Questions & Answers
Thoughts from the answers to Qs on implementing such a change
on self management maybe the control senior managers need to let go of is illusionary anyway
can your CEO let go of their ego?
scale of change
In one of his answers Frederic said that some companies had only managed to change on the self management issue - not on the other 2 (wholeness & evolutionary purpose)
change management
management hierarchy
meetings
The example given was where in all meetings somebody is chosen to hold some small bells - and to ring them if they feel someone was talking from their ego - eventually only needed to reach for the bells and ....
Thoughts from the answers to Qs on advice/consultation/conflict
One story told was of the boss of the nursing firm - see above almost at the top of this post - and how they sought advice .....
- they blogged about an issue and in the blog wrote something like here's what I think and what the solution might be - what do you think?. Within 24 hrs the blog post had several responses from frontline workforce - sometime yes that solution sounds sensible - in which case the change is made
- sometimes are you mad that would never work !!!! - in which case the boss replies "oooopps" via the blog - who can help me to design a better solution?
this approach was much faster than a hierarchical one at sorting things by getting some experts on the subject - plus those impacted by its proposals - to comment
In the lecture Frederic Laloux shared insights from his book - Reinventing Organizations - on how extraordinary pioneering organisations have taken a next step into an approach to management and organisation which is soulful and purposeful and which senses and responds rather than predicting and controlling
The RSA are normally pretty good at posting audio and video of these lunchtime sessions up - but in the meantime here is a summary of the insights I heard from Frederic using some of my notes and others tweets of the event
Frederic talked about a examples from a company called Buurtzorg and the background of the founders experience before - in a nursing business where they had their schedules printed out before the day - so many minutes to give an injection - so many minutes to get to the next patient, scanning barcodes at patientss houses so system/management knew where the nurses were - all to serve efficiency - but underpinned by an understanding of the organisation as a machine with the nurses as cogs in that machine
And how the nurse set up a new organisation where the nurses spent time - had a coffee and a chat - with patients - because one of the aims was to help patients live fulfilling lives.
Over time it grew from 4 nurses to 9000 and is actually more £ efficient than the previous organisation - as patients become autonomous quicker
He then highlighted 3 themes of this different approach
1) Self Management - no organisation pyramid or managers
 |
| pic from tweet by @felicityamorris |
2) Wholeness - show up for work with all of ourselves - not just the narrow ego driven part
3) Evolutionary purpose - instead of a predict & control approach a sense and response one
Questions & Answers
Thoughts from the answers to Qs on implementing such a change
on self management maybe the control senior managers need to let go of is illusionary anyway
can your CEO let go of their ego?
scale of change
In one of his answers Frederic said that some companies had only managed to change on the self management issue - not on the other 2 (wholeness & evolutionary purpose)
change management
management hierarchy
meetings
The example given was where in all meetings somebody is chosen to hold some small bells - and to ring them if they feel someone was talking from their ego - eventually only needed to reach for the bells and ....
Thoughts from the answers to Qs on advice/consultation/conflict
One story told was of the boss of the nursing firm - see above almost at the top of this post - and how they sought advice .....
- they blogged about an issue and in the blog wrote something like here's what I think and what the solution might be - what do you think?. Within 24 hrs the blog post had several responses from frontline workforce - sometime yes that solution sounds sensible - in which case the change is made
- sometimes are you mad that would never work !!!! - in which case the boss replies "oooopps" via the blog - who can help me to design a better solution?
this approach was much faster than a hierarchical one at sorting things by getting some experts on the subject - plus those impacted by its proposals - to comment
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