Changing the Way the Work Works

Following on from my previous post, exploring how culture change is free when we change the way the works works, two pivotal questions emerge:

1. Why is the way the work works set up as it is?
2. How to effect meaningful changes in the way the work works?

To delve into these questions, we might choose to examine the intricate relationship between the way the work works and the collective assumptions and beliefs that govern it.

The Underlying Blueprint: Collective Assumptions and Beliefs

The way the work works isn’t established in isolation; it’s a manifestation of the organisation’s collective assumptions and beliefs. Whether intentional or not, these foundational elements influence everything from task allocation to decision-making processes. If you’re puzzled about why the way the work works is set up as it is, your answer lies in your organisation’s collective assumptions and beliefs.

Reciprocity: The Cycle of Influence

The connection between the way the work works and collective assumptions and beliefs is not one-sided. These assumptions and beliefs give shape to the way the work works, which, in turn, reinforces and perpetuates these assumptions and beliefs. For instance, if your work process places a premium on stringent oversight, it likely originates from a collective belief in the need for strong control.

Normative Learning: Unveiling the ‘Why’

Normative learning remains critical for breaking this cycle, as discussed earlier. It serves as a lens through which to surface and reflect on latent assumptions and beliefs, allowing for their questioning and potential alteration. In doing so, you unveil the ‘why’ behind the way your work is structured, thereby paving the way for meaningful change.

Summary

To understand why the way the work works is set up as it is, one must decode the collective assumptions and beliefs that have shaped it. Through normative learning and organisational therapy both, organisations can surface these hidden drivers, laying the groundwork for authentic, sustainable, and cost-free change. Acknowledging and tackling this intertwingledness equips you for implementing changes that are both effective and in sync with your evolving organisational beliefs.