Change is all around us. It is our 21st century zeitgeist, our greatest challenge, and our daily focus. What are we doing about it?
We had 5 #orgdna chats August-December 2016 with a focus on culture change, with a progressive level of input and engagement. To me, that says we’ve tapped a topic that resonates, and gathered a group with much to say about it.
As we close 2016, we are looking forward to resuming book reviews in early 2017.
As we transition, we used our final December chat on 12/19/16 we put some stakes in the ground on the org culture topics we’ve covered this year. What have we learned so far? What are the key takeaways? Here our five 2016 Org Culture transcripts, providing much of the insight on that.
Here are the major themes that provided the frame for our takeaways chat:
- Q1. Culture w/ Scale: silos vs. networks; can we predict how much structure is needed?
- Q2. Culture, in Time: do we act: early? often? what are the signals?
- Q3. Change Skills for Culture: how do we build empathy that ensures deep listening?
- Q4. Leadership Skills for Change: how do we align w/ change in markets, workforce demands, in the zeitgeist?
- Q5. Adaptation w/ Complexity: can we instll flexibility at the edges?
As we start planning for 2017, I hope you’ll continue to join us 3rd MONDAYs at 9pm ET. The community is still growing. We’d love to add your voice and your insights.
In terms of mechanics, just access the conversation via your Twiter account. We’ve found success using a streaming app like TweetDeck. Just be sure to embed #orgdna in your tweets .. and we’ll see you online !!
Chris aka @sourcepov
1 Comment | tags: adaptation, change, collaboration, empathy, leadership, silos, structure, trust | posted in culture
Collaboration starts with the ability to listen. That’s also where it often stops.
Amid a deluge of information and a proliferation of ways to get it, it’s no wonder that we tune out to so much of what is happening around us. But it spells trouble when we try to solve problems together.
I’ve addressed active listening as a core, foundational element in The DNA of Collaboration because so often it’s where we run off the rails. For years we’re programmed to speak up, take a stand, and broadcast our ideas. So what do we do in meetings? We wait for our turn to broadcast. If there’s spare time in between soliloquies? We use it to polish up the next one.
Collaboration doesn’t work that way. True communication requires give and take, focus, and our full awareness of others around the table (virtual or otherwise). It’s amazing how many f2f meetings and virtual chats I attend regularly where people don’t listen in the slightest. They might as well be wearing headphones. Some of them actually are. And there’s that whole fiddling with email on the smartphone routine.
For true engagement that leads to valuable collaborative outcomes, we need to change our approach.
Let’s look at some key CDNA discussion points our next Virtual Book Tour conversation, SAT 9/8 11aET:
- Q1. Bias for Respect. Do you value the input of others? How do you show it?
- Q2. Bias for Trust, aka ‘benefit of the doubt’ means leaning into new interactions. Do you do this? Have you been burned, and if so, did you bounce back?
- Q3. Active Listening. What steps can you take to be present, in the moment?
- Q4. Empathy. Is this a natural trait, or a skill that can be learned?
- Q5. Positive Outlook. Do we come poised to win the debate, or to learn? What are the signs? How can we influence mindset?
- Q6. Goal Orientation. We’ve said our intent is key. Why does it impact our ability to listen in the moment?
To me, collaborators must be willing to listen. It seems so intuitive. But how often do we try to do it? How often are we successful? Join us, as we discuss this important thread. To join the conversation, click here.
– Chris Jones, author, @sourcepov
Leave a comment | tags: active listening, attention, collaboration, empathy, focus, goals, intention, listening, respect, trust | posted in active listening, booktour, intention