Tag Archives: evolution

How will Roles/Edges shift in post-Hierarchy orgs? Discuss re: the #FutureofWork with #orgdna MON 2/19 9pmET

Our conversation on the Future of Work continues, navigating with a Coggle mind map we starting building last Fall.  For February, we’re picking up with our January discussion on actors and roles (see transcript), infusing a new dynamic, the shifting of boundaries and edges.

To get you thinking, here’s a meta question:

In a post-hiearchy organization, where a flat or networked model drives new kinds of interactions, what will be different?  Must our mindset change on how we work to solve problems?

Let’s discuss via Twitter Monday, 2/19 from 9-11pm, using this outline:

  • Q1. In terms of roles, how should actors (catalysts, creatives, connectors) behave without hierarchy?
  • Q2. How might edges or boundaries appear in practice, post-hierarchy?
  • Q3. Are ‘boundaries’ necessary? Are ‘edges’ a better frame?
  • Q4. How should we think about teams in this brave new world?

Share your thoughts. Just drop us comments on this post, or better still, join us live using hashtag #orgdna; additional details are below.

Our conversations are 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, with 20-25 active contributors.

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. We’re now running 2-hours to accommodate time zones; just join for any part that you’re able.

ABOUT THE TOPIC. Much is being said on “the future of work” and its unfolding dimensions. See Deloitte’s Tom Friedman interview, Use #futureofwork in 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 the deepest dive to date, 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