Carlos Ponce, Kim Lantis and Matt Perez interviewed me for their weekly podcast, DojoLIVE!
My interview with Virgin.com contributor Katya Margolin, @dialectication and global content provider at katyacreates.com, about the challenges and opportunities of adopting organizational self-management before it became popular.
Like the Utah sunrise in the photo, it’s finally dawning on organizational leaders: culture matters. As the Deloitte Human Capital Trends 2016 report stated: “Top executives increasingly recognize the need for a conscious strategy to shape their corporate culture, rather than having it defined for them through Glassdoor or Facebook.”
To help organizations thrive by unleashing the talent, passion and potential of people at work, the Center for Innovative Cultures recently held its US Summer Conference 2016 in beautiful Park City, Utah.
Under the leadership of Michael Pacanowsky, the Center’s stellar and tireless team of conference logisticians (including Judy Fang, Susan Arsht, Summer Shumway and Michael Zavell) kept things rolling nonstop.
For my Dutch friends: Willem-Jan Vos @ministryvision was kind enough to translate my book, Beyond Empowerment: The Age of the Self-Managed Organization, into Dutch and render it into a cool infographic. Many thanks! Click on the image to the right and enlarge to view.
We live in the marketing age of all things natural, organic, and sustainable. Some astute observers are turning to the natural world for examples of practices that allow human beings to work together effectively in the age of the self-managed organization.
Ken Thompson’s book Bioteams: High Performance Teams Based on Natures Most Successful Designs describes how to create high performance teams based on examples found in the natural world. As he notes in the first chapter, “after [nature’s] 3.8 billion years of research and development, failures are fossils, and what surrounds us is the secret to survival. Like the viceroy butterfly imitating the monarch, we humans are imitating the best and brightest organisms in our habitat.”
The idea of biomimetics really began, Thompson observes, in the 1940’s when a Swiss inventor noticed how certain plant seeds clung to his clothing. Closer examination led to the discovery of a unique hook-and-loop mechanism, which led to the invention of Velcro. From that point, it was only a matter of time before theorists began to think more deeply about how to adapt nature’s designs for human use. Thompson observes that bioteaming is simply the application of biomimetics to group effectiveness in human organizations.
Had a great time talking with Ben Olmos, host of the Satisfactionist Podcast. We discussed Beyond Empowerment: The Age of the Self-Managed Organization, and myriad other topics.
Listen at the link below:
My new HR Studio podcast with Kyle O’Connor of A.J. O’Connor & Associates:
All around us, we are witnessing a rapid disruption of traditional business models. The shift is from fierce individual competitors to those that feature multiple partners playing nicely together in a shared value network for the benefit of customers with fickle loyalties and ready to move to something new, exciting and better. Rapidly disappearing are those companies trying to hang on to control of all the moving parts.
In the new value networks, collaboration among partners is the essence and win-win-win is the payoff. Each player brings optimal capability in its domain of capability and together they develop new operational work streams that can scale fast and earn trust in the marketplace which is essential for the sustainability of their business innovation. Obvious (and oft-cited) examples are Uber and AirBnb, which people may be tired of hearing about but which demonstrate a clear pattern. Such foundational disruptions in any industry will bring both adopters and resistance.
Regulatory and legal challenges threaten to stop them, especially when there are lost or diverted resources involved, but at best these annoyances just slow them down. Like ever-creeping glaciers, resistance ultimately proves futile. There is, of course, collateral damage when these or any economic game changers are introduced. The serious decline of supply and the price escalation of rental housing in many cities because of Airbnb, as well as the taxi revolts and municipal constraints imposed on Uber, are examples. In a short time, however, they get sorted out (even though some will not come out winners).
Every organization optimizes on something. W.L. Gore & Associates is known as the most innovative company in America. To enjoy extraordinary customer service, customers can call Zappos and chat with a cheerful representative for hours about shoes. Tomato giant Morning Star optimizes on simple core principles.
A principle is a fundamental, primary or general law or truth from which others are derived. Human principles are not unlike physical principles (for example, gravity). Principles exist, and they’re always working. People can choose to align their behavior with fundamental principles or not, but choosing to ignore principles (like gravity) can have serious consequences. Similarly, choosing to ignore human principles (like respect for the voluntary nature of human interaction and keeping commitments) can cause enormous damage. Notorious examples abound, like Charles Ponzi fraudulently promising investors unrealistic arbitrage returns.
While ignoring basic human principles carries serious costs, aligning actions with principles conveys significant benefits.
Self-Management is Fractal Management
The world is becoming more complex. Some reports indicate that human knowledge is doubling every 13 months. Atul Gawande, author of The Checklist Manifesto, writes that with over 13,000 ways for the human body to fail, medicine today is the art of mastering complexity, if it can be mastered at all. Complexity is a constant of modern organizational life.