In 2018 even the last companies tried to jump onto the Agile transformation train. Agile and Digitalization is dominating new titles and people with Agile in their mind became the new heroes. And Agile transformation programs have gained a tremendous momentum and size. At the end of 2019 none of these companies will want to hear about Agile anymore.
If you want to run a proficient business, you will not come around, that good communication is key to success. But it is by far more than just sharing information. So how does a good communication strategy look like? In the article "The Science of What Makes People Care" five principles from social science are being defined.
A penguin is considered to be a clumsy, stodgy animal when placed on a rock in a zoo. But if it jumps into the water, it becomes one of the most amazing, economic swimmers you can find amongst all animals. There is a tremendous power in diversity and the contribution of people, which can work in an environment, which emphasizes their strengths. So do we really want to continue wasting time on mitigating weaknesses?
I am an engineer and I am working in the software industry for many years now. Nowadays I take care for people - developers, team leaders, but even many more employees involved in running a successful business. I try to be a servant leader, who works with the people. Decisions are taken with the people and not for the people. Thereby, my profession has become coaching and mentoring rather than engineering.
For a long while I was chasing unicorns. Change was a wild creature of an amazing purity and grace. Like the horn of a unicorn, change was meant to be antitoxic, even having capabilities to awaken things from death. But I felt like I would never reach a level of expertise, which was of this purity, necessary to get hold of a unicorn. Since then I have learned to accept that unicorns are legendary animals. Becoming a change maker is much more about reality than about pure, visionary thinking, and subject matter expertise: Change can be everywhere
Not only telling, but real involvement is the objective of my personal Meetup group in Munich. Changing organizations can be seen from a business perspective, but also from a personal point of view. Involvement and development come hand-in-hand and ask for experimentation and surprising changes of perspective. Often it looks like magic.
What are the ingredients for a successful self-management transformation? K2K Emocionado has successfully transformed 70 organizations. In a guest post at Corporate Rebels, Lisa Gill takes a closer look at them and how they do it.
Cite from the book The Fifth Discipline by Peter M. Senge.
Trust is the basis for friendliness and friendship - for getting support and for being loved. Being trusted is giving us a feeling of happiness. But did you ever think in more detail about the origins? It will tell you a lot about yourself. It is to be seen in close relation to success. Growing trust into a business or a relation is seen as a prerequisite to succeed.
A company is a group of individuals, running a business is giving a mutual purpose to them. Purpose is one key factor for motivated employees (other factors are autonomy and mastery). The first person in a company, the entrepreneur, starts a company from a vision. It provides the initial purpose. As people buy-in into the vision, the company grows.
Wise words about leadership by Mike Beedle.
More and more companies plan to make use of hackathon. They want to bring innovation and hidden talents to their organization. Too compelling are the various success stories, which are telling about fabulous results. They are delivered by people, who invest a small amount of their time into an inspiring challenge. The return on invest is a bet, but it seems to pay off - at least for those who are telling these stories.
Knowing is not telling. Major communication issue in our day to day interactions is the things "we" already know. Either it makes us bad listeners or it we simply assume, we have shared our knowledge with others already. Especially the assumption, that we have told others about what we have on our mind, is a reliable source of fierce disputes.
The Cynefin framework is used to help decision makers to understand the domain, they are operating in. It offers four contexts: simple, complicated, complex, chaotic, and disorder. They offer a "sense of place" from which to analyze behavior and decide how to act in similar situations. In general it is important to know what type of system you are dealing with. Playing the Cynefin Lego Game shows you how to decode what is happening in terms of organisational structures and communication in that specific system.
Subject matter experts are silos - subject matter expertise needs to be shared. If experts are leaving a project, the subject stays. By then, if you are not able to close such a gap from within your organization, expertise needs to be bought from the outside. There is only one profound way to come around the problem: don't make people silos by making them subject matter experts.