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The Iceberg that sinks organizational change.

 

 The iceberg that sinks organizational change

The troubles of ineffective project leadership. A visual description how to recognize it and the disastrous effects it can have.

The Troubles of Ineffective Project Management [Infographic]

In today’s world we live a life in where we embrace change as not only something positive but more importantly a necessity of survival.

And where the future belongs to those who are able to take better advantage of social tools, extending their capabilities in ways that violate old models not because they know more useful things than we, the older generation do, but because they know fewer useless things than we do.

Our social tools are dramatically improving our ability to share, cooperate, and act together.

The power of organizing without organizations.

The power of getting things done by collaborating collectively without a hierarchical flow of decision makings. Malcom Gladwell in “What the Dog Saw” said; “If everyone had to think outside the box, maybe it was the box that needed fixing.” Seen in that light, social tools don’t create collective action – they merely remove the obstacles to it. Those obstacles have been so significant and pervasive, however, that as they are being removed, the world is becoming a different place.

Many of the changes we see are not based on the fanciest, newest bits of technology but on simple, easy-to-use tools like smartphones, apps, blogs and websites, because those are tools most people have access to and, critically, are comfortable using in their daily lives. Revolution doesn’t happen when society adopts new technologies – it happens when society adopts new behaviors.

So as more people adopt simple social tools, and as those tools allow increasingly rapid communication, the speed of group action also increases, and just as more is different, faster is different.

Holacracy  is a new way of running an organization. It removes power from a traditional management hierarchy and distributes it across clear roles without a micromanaging boss. The work is actually more structured than in a conventional company, just differently so. With Holacracy there is a clear set of rules and processes for how a team breaks up its work, and defines its roles with clear responsibilities and expectations.

It’s possible because of the rapid communication, the speed of which the group can act, taking advantage of social tools, adapting new behaviors faster than can be done in a traditional hierarchical environment and way of working.

The power of organizing without organizations are here to stay.

Here comes everybody, interconnected with social tools most people have access to, and not only to a few selected with their names in square boxes, interconnected with lines on a piece of paper.

 

I feed off inspiration ALL the time. Everything I do is born out of inspiration. Is that bad?

It’s probably the reason why I am not always MOTIVATED… Inspiration is defined as the process of being mentally stimulated to do something, especially something creative. BUT it’s an EXTERNAL force…MOTIVATION is an INTERNAL drive…

SO I need to learn to ACT on everyday inspiration – MOTIVATION does that. It comes from within and propels me to ACT on the inspiration I can find anywhere – IF I choose and am willing to look for it…

I need to let the inspiration turn into motivation to act and allow it to be the accelerant to produce more of my “monster” ideas and plots when I write my stories; or when I help others excel and become more thoughtful, mindful and solution-focused; as a way of living, behaving, and working with others.

And YOU can do the same! Choose to let your inspiration feed your motivation to ACT!

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Team-Building/Cross-Cultural Trainer

Team-Building/Cross-Cultural Trainer

Lars Bolin, Team-Building/Cross-Cultural Trainer & Project Management Lite Consultant

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