Author Archives: Chris Jones

About Chris Jones

Thinker. Author. Instigator. Dad. Passionate about learning and coffee. Founder of #smchat and #orgdna. Now writing with #coop52

Our Coggle Debut: Join the conversation, as #orgdna maps the Future of Work

First, props to Jamie Billingham for introducing us to Coggle, a mind mapping tool that’s allowed us to capture our preliminary thoughts on the Future of Work.

Now, what’s all the buzz about?

Inspired by Deloitte’s Tom Friedman interview back in July, we’ve started to reflect: What will the future of work look like? How can we shape it? What’s already happening to drive these changes?

Here’s the first “snapshot” release – what we have so far – for reflection and discussion.

ORGDNA_FutureOfWork-v1-OCT2017

For more in depth viewing, here’s a link to the ORGDNA-FutureOfWork v1 PDF version.

Let’s use our MON 10/16/17 chat, 9-10:30pm ET, to dive into this. We can discuss what we’ve captured so far using Q’s 1-4. Are we good with:

  • Q1. To the left, initial conditions: Stakeholders, Trust & Culture?
  • Q2. To the right, outcomes: Platform & Learning?
  • Q3. At the top, unsolved problems; Silos & Transparency?
  • Q4. At the bottom, enablers: Technology?

And then to chart our course for 2018

  • Q5. What can we learn from this model?
  • Q6. What’s next?

We’d love your input. Just drop us comments on this post, or to individual members tweeting at #orgdna. In fact, it’s probably easiest to simply join the conversation (details below).

Lot’s to talk about .. looking forward to where we might take this.

–  Chris Jones @sourcepov in Charlotte NC

 

ABOUT THE GROUP. Over the last 5 years, a self-selecting band of OD thinkers has been discussing the future of the organization, using hashtag #orgdna. The number of active contributors seems to hover around 20-25.

ABOUT THE TWITTER CHAT. On any given month, 5-10 of us come together on Twitter, as available,  for conversation. Please join us. The chat is open to all. For the chat itself, we recommend a tweet streaming app like TweetDeck. Just add #orgdna (and optionally, now, #futureofwork) to your tweets, and we’ll see you at the appointed hour.

ABOUT THE TOPIC. Much is being said on “the future of work” and its unfolding dimensions. Don’t miss Deloitte’s recent Tom Friedman interview, hosted by Deloitte CEO Cathy Engelbert and their senior strategist John Hagel.

ABOUT THE AUTHOR. A thinker, instigator, and explorer of edges, Chris Jones has been unpacking the forces inside organizations for 30 years. Look for more here on the #orgdna blog, on Medium – or for his deepest dive to date, over on Amazon.


Social Complexity: Inside the #futureofwork w/ #orgdna MON 9/18 9pET

Our August #orgdna chat was a deep dive on the #futureofwork, with the transcript posted here.

One area we touched on was social compexity, a modern, relatively robust way of looking at the forces at play inside the 21st century enterprise. To get us thinking about this exciting area, let’s contrast it with older models.

Consider two extremes:

  • Old hierarchical models. Not unlike a factory, control is administered via top down decision-making, seeking to drive efficiencies and compliance through standard practices. Variance is minimized in order to deliver according to a master plan. Assumptions are routinely made about cause and effect. Emphasis on structure. Works well when manufacturing widgets. Less effective at mobilizing a workforce.
  • New social complexity models. Diverse actors across an organization work together in countless interactions to produce change or ’emergent’ results. Actions can’t be directly controlled, but the conditions can be influenced. Cause and effect are not the focus. Emphasis is on flow. Provides the broad possibility of new thinking, on an accelerated basis.

To me, this is breakthrough-level material. Among OD practitioners, these ideas come up for discussion often. But how can we bring social complexity into real time? What factors make it work?

Let’s discuss:

  • Q1. How do independent, diverse Stakeholders change org dynamics?
  • Q2. Why do System & Design Thinking shift our thought processes toward complexity?
  • Q3. How do Patterns and Simple Rules (e.g., culture) work in a social system?
  • Q4. How do Initial Conditions impact our success?
  • Q5. Why do the quantity and quality of Connections play a major role?
  • Q6. Why does Adaptability – for both learning and change – become a differentiator?

To capture our ideas, there’s a mind map coming together, using Coggle, courtesy Jamie Billingham. I am hoping our chat on social complexity will help inform broader discussions on the future of work.

Trouble keeping track? We produce and tweet links to a transcript, courtesy John W. Lewis at Holosoft.

So, please join us Monday 9/18 from 9-10:30pm ET. We’re putting a dent in these exciting topics. And it’s always a lively conversation.

Best,

Chris (aka @sourcepov) Charlotte NC

 

ABOUT THE GROUP. Over the last 5 years, a self-selecting band of OD thinkers has been discussing the future of the organization, using hashtag #orgdna. The number of active contributors seems to hover around 20-25. On any given month, you’ll find 5-10 of us actually come together for conversation. Please join us. The chat is open to all. For the chat itself, we recommend a tweet streaming app like TweetDeck. Just add #orgdna (and optionally, now, #futureofwork) to your tweets, and we’ll see you at the appointed hour.

ABOUT THE TOPIC. Much is being said on “the future of work” and its unfolding dimensions. Don’t miss Deloitte’s recent Tom Friedman interview, hosted by Deloitte CEO Cathy Engelbert and their senior strategist John Hagel.

ABOUT THE AUTHOR. A thinker, instigator, and explorer of edges, Chris Jones has been unpacking the forces inside organizations for 30 years. Look for more here on the #orgdna blog, on Medium – or for his deepest dive to date, over on Amazon.


The Workplace is Changing. What Lies Ahead? Join #orgdna in our new #futureofwork series launch

As our conversations continue to explore changes in the workplace, the #futureofwork hashtag has materialized seemingly out of nowhere.

It’s rapidly catching on. You might say it’s caught up with us.

Our last 3 chats on org futures tapping Laloux’s ideas have helped lay the groundwork. You may see some of his thinking in our topic outline, below. Echoes of our conversations on Wheatley are there too. But even more catalyzing, to me, is Deloitte’s recent Tom Friedman interview, hosted by CEO Cathy Englebert and senior strategist John Hagel. Have a look, prior to the chat.

Then let’s use our chat space to distill a few of the key elements for our upcoming #futureofwork conversation, with inputs from Christy Pettit, Allison Honery and me.

Some early ideas for themes to explore include:

  • Purpose at Work | Work-Job Disconnects
  • Job Design
  • Gig Economy
  • Management Models | Anti-Silo Design
  • Roles not Titles
  • Engagement | Collaborative Models | “Radically Open”
  • Virtual Pros/Cons | Work-Life in the Balance
  • Learning at Work
  • Change | Embracing Ambiguity
  • Structure vs. Flow | Push vs. Pull
  • AI in the Workplace
  • Trusting Cultures
  • The New Leader

As always, lots to talk about, with some new ideas on how we frame and unpack changes in the workplace.

Join us MON 9/21 from 9-10:30pm ET to lay out and prioritize series topics. There’s enough content for a solid 6 months of monthly chats. I think it’s worth devoting a chat to a roadmap. Think of it as our chat agenda.

Stop in for the conversation. It’s always lively.

Chris (aka @sourcepov) Charlotte NC

ABOUT THE GROUP. Over the last 5 years, a small group of OD thinkers has been discussing the future of the organization, using hashtag #orgdna. Small, of course, is relative. Our number of active contributors has hovered around 20-25, but any given month, there are 5-10 of us engaged in a dialog on the future of work. Please join us. The chat is open to all. For the chat itself, we recommend a tweet streaming app like TweetDeck. Just add #orgdna (and optionally, now, #futureofwork) to your tweets, and we’ll see you at the appointed hour.

ABOUT THE AUTHOR. A thinker, instigator, and explorer of edges, Chris Jones has been unpacking the forces at play inside organizations for 30 years. Find his thinking here on the #orgdna blog, on Medium – or for his deepest dive, over on Amazon.


Laloux Part 3: Evolution, Purpose and Complexity MON 7/17 9pET #orgdna

 

Interest in Frederic Laloux’s 2-book series on “Reinventing Organizations” continues at #orgdna. His traditional 2014 business book favors the long form analysis with case studies, end notes, etc. The 2016 illustrated workbook introduces the concepts in a lighter-weight mode, ideal for visual learners .. and twitter chats.

Try to find Laloux’s RO-illustrated (2016) .. we’ll be referring to it.

Meantime, by request of the group, I’ve expanded the frame below to include more detail, to facilitate chat without the book(s) in hand. Let’s look at 6 key ideas in Laloux’s Part 3, his closing analysis:

  • RETHINKING VISION & STRATEGY. Laloux says our century-old predict-and-control mindset, rooted in ego, is the main force blocking better organizations. Obsessing on competition out of fear for survival, he believes, keeps us distracted. But he provides an alternative — Q1. How does a “sense and respond” change problem solving in an organization?
  • EVOLUTIONARY PURPOSE. Citing Brian Robertson of Holacracy fame, Laloux references the analogy of a bicycle ride to describe the discovery and response aspects of adaptive leadership, new processes essential to a teal organization, so let’s ask — Q2. Can the modern company allow the destination, strategy & purpose to evolve? Will Wall Street entertain so much ambiguity?
  • INITIAL CONDITIONS. For Laloux, two conditions are necessary for an organization to evolve: buy-in to teal principles from (a.) leaders and (b.) owners. Are both of these key groups prepared for risk taking, less structure and fundamentally new thinking? Laloux says it’s what’s needed to launch successfully, prompting — Q3. Is buy-in at the top enough, or is more required, such as an enabling culture?
  • HOLDING SPACE. A new skill for teal leaders is bringing and sustaining focus, at least for awhile, amid the chaos that decentralized decision-making can bring, taking us to — Q4. How and when does a leader know to focus, and for how long must it be held?
  • KEY ROLES. While teal CEOs make fewer strategic decisions, the need for leadership is stronger than ever, so — Q5. What current skills can be leveraged as today’s business leaders search for a path to new roles?
  • A SIMPLER WAY. Laloux cites Wheatley, as many of us do, for providing breakthrough thinking on how orgs need to function, using the metaphor of an org as organism over the prevailing metaphor of org as machine. In the organic view, evolution and adaptation are integral to how things work, so let’s ask — Q6. Can new mindsets or metaphors influenced/sparked by complexity thinking help us re-imagine the organization?

Much of this material we’ve covered in past conversations. But Laloux’s framework builds on the ideas in interesting ways, perhaps even actionable ones. I’m excited to find what we’ll learn from this, and where our dialog may take us.

Please plan to join us MON 7/17 at 9pm EDT. We recommend a streaming app like Tweet Deck. Just add #orgdna to your tweets, and we’ll talk then.

Best,

Chris Jones @sourcepov, Charlotte NC US


Frederic Laloux: On Reinventing Organizations, an Evolutionary Model

Many of us talk about change in our organizations, but few have been able to articulate a future state as clearly as Frederic Laloux. In Reinventing Organizations, he outlines a vision, examined both in historical context, and in contrast with other proto-evolutionary stages. For me, his comparitive approach is a useful mechanism to discuss a family of organizational cultures that are as familiar as they are dysfunctional.

I was introduced to the work of Laloux by #orgdna chat member/leader Christy Pettit (aka @odguru). I quickly found his content consistent with the theme’s we’ve been discussing. Thanks Christy!

Perhaps his most divergent, if not revolutionary, idea? Evolution driven by a next stage human of consciousness, further fueled by explicit linkages to complex adaptive systems. Echoes of Senge and Scharmer here of course. Definitely linkages to Wheatley. But there is some useful new thinking as well.

Here are 5 questions to frame our conversation. As always, we may diverge a bit ourselves, as the dialog evolves:

  • Q1. Evolutionary Purpose. A core theme for Laloux. Are his ideas actionable?
  • Q2. Teal, Amber, Red, et al. Do the colors used for Laloux’s organizational models resonate?
  • Q3. Linkages to Human Consciousness. This is a big step. Does it advance our thinking? Or distance it? [Note: The shift Laloux describes is fundamentally a change from Fear/Scarcity to Trust/Abundance. For me, in this more specific context, the abstract leap isn’t quite as hard to navigate as the ‘consciousness’ reference implies.]
  • Q4. Linkages to Complex Adaptive Systems. The implications for orgs and social change keep us wanting to learn more. How has Laloux advanced this?
  • Q5. Forward. What happens next? Are leaders and their organizations ready?

Lots to reflect on, for certain. And lots worth discussing.

Please join us Monday, 5/15/17, at 9:30pm ET, as we discuss Laloux and his ideas. Just add #orgdna to your tweets at the appointed time. To allow conversation, we suggest a streaming app like Tweetdeck, to make sure you see the tweets as they come in.

What is #orgdna !? It’s not just a hashtag. It’s a lively bunch of OD-minded change makers, congregating monthly to compare notes. I hope you will join us!

Chris (aka @sourcepov)

 

Sources and further reading:

  • Laloux, Frederic. Reinventing Organizations (2014). Nelson Parker.
  • Jones, Chris. The DNA of Collaboration (2012). Amberwood Media Group. [Note: I like to think of my first book as a research guantlet, laying down foundations for what’s to come in OD. I pause to list it among these titles, but it contributes to the OD discussion, and it was the early genesis for this chat, started way back in 2012. More on the site you are on, if interested.]
  • Mitchell, Melanie. Complexity, A Guided Tour (2009). Oxford University Press.
  • Wheatley, Margaret and Myron Kellner-Rogers. A Simpler Way (1996, 1999). Berrett-Koehler.

 


Edgar Schein: On the Evolution of OD, Leadership and Group Dynamics

Anyone who has spent time in the study or practice of Organizational Development knows something about Edgar Schein. He has been a central voice in this space for more than 5 decades, with books and papers that have advanced the field. He has helped to unpack what we mean by research and experimentation in the social sciences, and he has guided application of OD concepts through all aspects of teaching, mentoring and consulting.

What might we gain in looking back at his contributions?

The short answer: plenty.

Let’s use our April 17, 2017 #orgdna chat to unpack some of Edgar Schein’s most important and influential views:

  • Q1. Leadership: best defined as a role, not a position. Has Schein’s perspective received traction by CEO’s? Wall Street?
  • Q2. Culture: includes artifacts, values and assumptions; it’s encountered in layers. Which aspects are most fully realized in the practice of modern OD?
  • Q3. “The job of a leader is to create culture” -E.Schein. Agree/disagree?
  • Q4. Group vs. Individual Dynamics. Does a Western culture emphasizing individual achievement fight with a need for group/team learning?
  • Q5. OD Research vs. Practice. Fragmentation may be the enemy. Few B-schools have picked up the torch. Why?
  • Q6. What does Schein see ahead for OD?

The #orgdna chat community is continuing to unpack key trends in the 21st century practice of OD, from leadership to learning. In 2017 we are looking at ideas of key thought leaders. This year we have looked at Peter Block and Chris Argyris. In the past, we’ve looked at Margaret Wheatley, Peter Senge, and Donella Meadows.

The conversation continues. Let us know where else to direct our focus.

Meantime, join us MON 4/17 9pm EDT for our next #orgdna. We suggest a streaming app like TweetDeck. Just include #orgdna in your tweets, and we’ll see you online.

Chris (aka @sourcepov)

More on Edgar Schein? Try these resources:


Chris Agryris: “On Organizational Learning” .. up next at #orgdna

Examining ideas of OD thought leaders is a vital thread for the #orgdna community. Some of our best discussions resolve around ideas of the masters like Peter Senge and Margaret Wheatley. Most recently, we checked in with the thinking of Peter Block.

One takeaway: it’s usually not the theory that eludes us, but the application.

It’s time to check-in on the ideas of Chris Argyris, a powerful force of the 1980’s and 1990’s, whose timeless ideas about organizational learning still offer insight today. His seminal On Organizational Learning first appeared in 1992.

We’ll use the following discussion outline for our chat.

  • Q1. Argyris was among first to cast light on dysfunctional orgs. What did we learn?
  • Q2. For Argyris, Double Loop Learning is to adjust our learning approach when we see gaps. Has this theory worked in practice? 
  • Q3. How might adaptive, Double Loop Learning be applied in today’s org?
  • Q4. What did Argyris teach us about the viability of learning culture? What gaps must we tackle?
  • Q5. What did Chris Argyris achieve that others had not?

I already feel this discussion will be valuable. As OD students and practitioners, if we can figure out how to move the needle on the status quo, our chat may prove a good example of double loop learning in practice.

I hope you’ll join us Monday 3/20 at 9pm EDT. It’s always lively. Just join the conversation on Twitter with hashtag #orgdna. We recommend a streaming app like TweetDeck.

The rest is up to you. See you online.

Chris (aka @sourcepov)