Start small and Inspire – great things will follow
I loved this photo when I saw it. The elegant adult swan leading the way for his young ones. It got me thinking about the way I like to change things. Start small but do things in such a manner that inspires people to follow. Take small steps, but make them count.
Photo by Anne Kruit Fotografie
We’d like to welcome all those curious about LEGO SERIOUS PLAY to an introduction evening into this methodology. During this evening you will be able to experience the power of LEGO SERIOUS PLAY for yourself. No prior knowledge or training required, just come over and be inspired!
Yesterday evening we made a real start with Holacracy, a method for running your organization. Holacracy is a method of both getting work done and governing how to get that work done. It is a giant leap from a traditional hierarchical control model. With my group of partners we decided to adopt Holacracy because we are equals. Nobody among us is the CEO, manager or whatnot. We all work as contractors in a private practice and have to keep food on the table individually. We do work together though. We forward each other leads and get commissions, share knowledge and have a great team of administrative talents working for us. Each of us is working as an Agile consultant, so we are all eager for working with new methods. After reading the book on Holacracy by Brian Robertson, I got enthusiastic and convinced the rest to check it out. After some introductions and trips past other companies, we have now officially launched! This blog post talks about the very fulfilling experience we had yesterday.
The first rule of authoritative conduct was a relative easy discovery for me. The situation was clear and the rule flowed from it naturally. This time I attempted a harder situation, curious to hear what you think about the rule I draw from it. I am taking my inspiration from how a good teacher handles authority in his/her class.
Before I go into the situation I’d like to describe what I personally hope to be able to use these rules for. I’m trying to define rules very specifically about authority to know when I should use authority. I’m doing that, so that I can act in a less threatening way in all other situations. There are 3 things I hope these rules will solve. First off, I won’t have to feel bad about throwing around my weight in the cases where authority is warranted. I am 2.05m (6ft 7in) tall and weigh in at 104 kilograms. That’s quite a lot of weight to throw around, so I want to use it sparingly. 😅 I also want to feel comfortable about it afterwards, knowing I did the right thing. Secondly, I won’t need to hesitate too long. I can use authority directly where being friendly and open is really counter productive. Thirdly, having these rules with a bunch of tips around them, also helps in having a discussion about it afterwards.
LEGO SERIOUS PLAY is a great tool to help people gain new insights. It has a great fit with Agile coaching and consultancy therefore. Are you an Agile coach, Scrummaster, Product Owner or working with Agile in another capacity? Are you also curious about LEGO SERIOUS PLAY and how to use it in an Agile context? Look no further and attend this introductory workshop!
||10 March 2016
||LEGO SERIOUS PLAY & Agile
||LEGO® SERIOUS PLAY® & Agile
||Click here to register.
Happy new year! It’s been a while since my last post and it has been a great holiday! 😉 The first working week has also flown by, time to wrap that up with this final post in my authority trilogy. In the last post I flirted with anarchy, as authority itself seems to have some damning consequences. I also stated I don’t see a life without authority, it is necessary sometimes. The last few weeks I’ve been musing about when to command and obey. During this period I bought the book “Reinventing Organizations” by Frederic Laloux and I think his theory applies to my investigation. Combining Laloux’ theory with my own thoughts, let me try to define what I think we should use authority for.
Last week I wrote about the issues I have with authority. This week I have been doing research into the topic. My research led me into anarchism as a potential solution. I never considered it, but it seems quite attractive!
I began the week by investigating how to learn about authority. I asked two of the psychologists I know. I got a few very good pointers and then combined that with my own googling. The first pointer was to investigate the Milgram experiments. It turned out to be a golden tip.
In the first post in this challenge series, I came up with 3 frustrations. I will start with the issues I have with authority. Giving somebody authority leads to obedience. It will lead to team members bowing down against their own judgement. I have personally experienced this on both sides of authority and am frustrated with authority and obedience. Time to turn frustration into positive energy and do something about it!
I will write 3 posts about authority. This first post will be an explanation of why I think there is an issue to begin with. The second post will contain general research about authority. The third post will hopefully provide inspiration and maybe even an answer about the issue I will describe below here.
My challenge is about transforming myself from Agile Team Coach to Coach of whole Organizations. I have been working with and leading teams during Agile transformations. At this point I have become quite frustrated with the leadership models in the last few organizations I’ve worked with and in. As a result, I am starting a journey to find a solution. My frustrations:
Managers somehow always provide either too much or too little pressure on accomplishment, resulting in either bored or burned out employees. This pressure should not come from management, but from individuals themselves. Give people a great goal, the means to achieve and help them organize themselves!
There is way too much debate about decisions that a team or individual can very easily make themselves. This leads to frustration of creative individuals being overruled by their “betters”. Halted creativity and initiatives will start to fester and kill the atmosphere and productivity.
Leadership is assigned by managers to individuals that they decide are their “favorite” sub-leaders. This authoritative method of delegation brings a team to a “Hero” model as described by Belbin, which will mostly not work. It’s not about that one individual, let leadership flow!
As mentioned I feel a strong need to bring change on these points surrounding leadership. I am taking my first steps to do something about them by taking time off, no day job for me in December. I’ll use this time for 3 subjects:
- Studying up on leadership and alternative leadership models such as Sociocracy and Holacracy.
- This site, I will write blog posts at least weekly and will fill the site to become my personal card.
- Networking, I’d like to find a cool position where I can apply what I learn starting from Januari.
If you’d care to keep updated on what I am doing, follow me here, on LinkedIn and on Twitter.