Tag Archives: roles

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.


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.


The Courage to Collaborate [FRI 4/26 CBODN 2013 Conference, Arlington VA]

The Courage to Collaborate

Join the conversation: Friday April 26th 1p at GMU Founder’s Hall, Arlington VA

Organizations in the 21st century have grown increasingly risk averse, causing many people inside them to take a defensive view of the world.

Small wonder that collaboration – the open exchange of ideas in an effort to solve problems – has a grown increasingly difficult.  More and more we hear about collaboration and it’s benefits, via sage advice from outsiders and edicts from above.  But there’s a simple question facing us.  It often goes unasked and stays unanswered.

Do we have the courage to collaborate?

On Friday April 26th, at the Chesapeake Bay OD Network (CBODN) 2013 Annual Conference, from 1-2:15 pm, James Alexandar and I are taking on this topic.  The conference theme is “Courageous Leadership” and it explores how OD practitioners must challenge what we think we know about achieving success in the 21st century organization.

I’m Chris Jones, @sourcepov from Twitter, and I’ll be heading up from Charlotte to join in the conversation.

James and I will explore a variety of the key elements in the equation, but ultimately we’ll focus in on Culture, lack of Trust and Fear.  These elements invariably shape and constrain behaviors in today’s organizations, in spite of efforts in the opposite direction.  Most of the time, the odds seem stacked against us.  The ability to take on the challenges requires an immense amount of courage.  Success requires leaders who are willing and able to release their death grip on control.  The discussion on Friday will explore some core precepts of OD, then tackle the implications of key barriers.  Then we’ll share some very specific insights on how collaboration accelerates in a high-trust, low-fear workplace, giving participants hands on experience with collaboration in an open exchange.  We’ll navigate from a “risk averse” mindset to a “risk-enabled” one, tapping ideas from my book The DNA of Collaboration: Unlocking the Potential of 21st Century Teams.

Continue reading


Who’s Role is it Anyway? Dynamics of Effective Collaboration (Ch.14)

Promo image from "Whose Line is it Anyway?" courtesy ABC

Promo image from “Whose Line is it Anyway?” courtesy ABC

When we come together as a team, whether instinctively or out of habit, we tend to gravitate to natural roles that we find comfortable, whether as contributors or listeners, active participants or passive observers, leaders or supporting cast.  Depending on the group, there can be lots in play at once, but we tend to overlook the dynamics.

Consider an improv comedy troupe performing live, or a band working out tracks in a recording studio.  What’s really happening?  Can we tease out more explicit roles that influence our collaborative results?  I think we can.  Too often we don’t put thought into the kinds of participation we really need.  We discussed this last fall in our KM World W5 work session and explored the dynamics still further here in Charlotte at our QCF “New Thinking” workshop (slides).

Let’s keep the exploration going.

The #CDNA Crew has launched a new series MONDAYs at 8pET on Key Roles in Collaboration.  It’s the focus of Chapter 14 in The DNA of Collaboration (in softcover or Kindle on Amazon) and it’s almost always a conversation that strikes a chord.

In the weeks ahead, we’ll attack these roles, one by one, to see what we might learn:

  • Q1. Catalyst. In what ways can we spark new thinking in our discussions?
  • Q2. Connector. What happens when we connect ideas during a collaborative session or chat? And to make this happen more, what are:  (a.) key initial conditions? (b.) supporting behaviors? (c.) times they add most value? (d.) situations when their role is most important?
  • Q3. Aggregator/Curator. Often this means lots of work. How can we make the capture/takeaways of ideas more interesting?
  • Q4. Moderator/Planner. What skills make these leadership role effective?
  • Q5. Analyst. How do we make time for facts, data, and critical thinking?
  • Q6. Challenger. Can we take issue in constructive ways, without coming across as a naysayer?
  • Q7. Designer. What is the potential for truly creative thinking? Does a meeting afford enough “white space” for this?
  • Q8. Historian/Researcher. How can these important activities happen in real time?
  • Q9. Referee. Is there a place for (simple) rules, and how do we ensure healthy boundaries?
  • Q10. Practitioner. What’s the best way to engage the hands-on folks that practice what’s being discussed?
  • Q11. Expert/SME. These folks often kill collaboration with the weight of their knowledge; how can this be avoided?
  • Q12. Did we leave out any roles? If so, which ones, and why?

I’ll be posting takeaways as comments to this post, but I’d really appreciate it if you’d do the same.  The value is in our diverse perspectives ..

Again, hope to see you guys for the conversation MONDAYs 8pET using hash tag #cdna .. many folks use Tweetchat (link).  See you there.  What role will you play?

Chris aka @sourcepov