Tag Archives: adapting

Actors, Roles and the #FutureofWork. Join #orgdna for a deeper dive MON 1/15 9pmET

A hearty Happy New Year to you, and thanks for stopping in.  Your timing is good, as we are just now organizing our 2018 agenda.  We’ll continue to use our Coggle diagram as a guide. It’s a topic map we’ve built from prior #orgdna chats, with an infusion of complexity thinking.

For 2018, we’re drilling deeper into the details, for a more pracitical, actionable discussion .. focusing on how the real work gets done.

Let’s use our MON 1/15/18 chat, 9-10:30pm ET, to dive into Stakeholder Factors.  Here’s the preliminary outline, in the form of our chat questions:

  • Q1. Why call them “Actors”? Is it, perhaps, where the action takes place, moving from theory into practice?
  • Q2. Focus on Key Roles: Skills, interests and task demands will vary, but what roles are always essential?
  • Q3. How do Catalysts function? Is this becoming the Leaders primary role?
  • Q4. Why Titles can hurt: Do they sustain calcification?
  • Q5. Long-term Change is hard. Can adapting in real-time be easier?

The conversation may move beyond this outline. This just gets us started.  In fact, the Coggle model we’ve created is evolving with the conversation too, as we learn more.

As a reference during the chat, I’ll insert our latest Coggle map; we’ll be discussing the upper left branch, in yellow.

ORGDNA_FutureOfWork-v1-OCT2017

For more in depth viewing, try the ORGDNA-FutureOfWork PDF .

We’d love your input on all this. Just drop us comments on this post, or to individual members tweeting at #orgdna. Better still, it may be easiest to simply join us live; details are below.

Our conversations are always lively.  I hope you’ll join us.

–  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 group continues to evolve, but the number of active contributors hovers around 20-25.

ABOUT THE TWITTER CHAT. On any given month, 5-10 of us come together on Twitter for conversation, which is open to all. For the chat itself, we recommend a tweet streaming app like TweetDeck. Just add #orgdna to your tweets, and we’ll start to exchange ideas 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. Add #futureofwork to your tweets for additional cross-over engagement.

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


It’s Your Move: Finding Balance in the Collaborative Flow (Ch.17)

In the game of chess, every move brings important decisions. Is it best to advance, and stake a claim to new ground? Or to retreat, consolidating gains? Taking the lead, or letting the person across the game board set the pace?

Collaboration is fraught with decisions like these, where we must decide how to engage, and then revisit those decisions again and again, making adjustments.

Much depends, of course on our intentions and the context of the situation at hand. Are we there to share and inform, or to learn? Ultimately, isn’t it some of both?

In the context of effective team dynamics, I believe we need a balanced strategy, finding the optimal place between extremes, sharing and learning in useful ways. It’s about letting the circumstance of your knowledge, the topic, and the chemistry of the group tap new, “emergent” possibilities.

As we continue to explore the dynamics of effective collaboration in The DNA of Collaboration, “Balanced Objectives” (Ch.17) asks us to consider the importance of a balanced approach, and to understand how to get there.

In our chat SAT Nov 17 11aET (click here to join), let’s unpack it like this:

  • Q1. Explore the shifting dynamic of teacher v. learner in a collaborative context.
  • Q2. As in chess, collaborators balance opportunities to advance v. consolidating gains. Can we switch often and be productive?
  • Q3. To achieve collaborative balance, must our roles keep shifting between leading and following?
  • Q4. Is there an optimal balance between structured process and a more open, creative flow?

Hope this helps bring the balancing act of collaboration a bit more into focus. It’s critical thinking at the micro level, making decisions in the moment. When it comes to solving problems in teams, paying attention to dynamics like these pays huge rewards.

Challenge me with your thoughts and ideas .. we’re all here to learn!  I’ll see you online!

– Chris Jones, author, aka @sourcepov