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Monthly Archives: January 2023

Unfettered Capitalism Equals Plutocracy

January 26, 2023
Article, Business, General, Messes
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Unfettered Capitalism Equals Plutocracy

The question of whether we should burn down capitalism is a complex one that requires a deep understanding of the system and its flaws. Capitalism, as an economic system, is based on the principles of private ownership, competition, and profit. It has been widely adopted around the world and is credited with driving economic growth and prosperity. However, in recent years, there has been a growing movement to question the value of capitalism and to call for its replacement with a more equitable system. One of the main criticisms of unfettered capitalism is that it is inherently unequal, leading to a small percentage of the population controlling a large proportion of the wealth and creating a plutocracy, where a small group of wealthy individuals or corporations hold disproportionate power and influence in a society. This inequality is often seen as a fundamental flaw in capitalism, as it creates a society where a small elite have disproportionate power and influence.

Another criticism of unfettered capitalism is that it is environmentally destructive, resulting from the focus on profit and growth that disregards the natural world.

However, it is important to separate capitalism from plutocracy. Capitalism, as an economic system, might be reformed and regulated to ensure that it operates in a way that is equitable and sustainable. This can be achieved through progressive taxation, regulations that limit the influence of the wealthy in politics, and ensuring that the media is independent and represents the views and interests of the majority of the population. By doing so, we can create a more equitable and democratic society where the voices and interests of the majority are represented.

Navigating the Top Ten Challenges of Fellowship: Building a Strong, Cohesive Team

January 26, 2023
Article, Fellowship, Teambuilding
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Navigating the Top Ten Challenges of Fellowship: Building a Strong, Cohesive Team

In light of the definition of fellowship as a community or group of individuals who share similar interests or goals, and come together to support and encourage each other in their pursuits, here’s a top ten of challenges for fellows in the context of a self-organising and self-managing team or group in the workplace:

  1. Building trust and cohesion among team members.
  2. Clearly defining roles and responsibilities.
  3. Managing and resolving conflicts within the team.
  4. Maintaining clear and effective communication among all members.
  5. Setting and achieving common goals.
  6. Managing changes within the team and adjusting to new members.
  7. Maintaining motivation and engagement among team members.
  8. Balancing individual and team goals.
  9. Managing and addressing underperformance within the team.
  10. Continuously improving the team’s processes and practices.

 

Combatting Bullying in the Tech Industry: A Necessary Step for a Healthy Workplace

January 26, 2023
Article, Culture change, Nonviolence, Organisational effectiveness
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Combatting Bullying in the Tech Industry: A Necessary Step for a Healthy Workplace

This post is close to my heart, having suffered and seen bullying on numerous occasions in various organisations, include Fujitsu Siemens, CPA Global and News International (now News UK).

Violence in organisations is a pandemic in and of itself. It can take many forms, including verbal abuse, physical violence, and cyberbullying. This type of behavior can have a detrimental effect on folks mental and physical well-being, as well as on the overall productivity and morale of the workplace.

One of the most common forms of bullying in the IT and software industries is verbal abuse. This can include name-calling, belittling, harassment, and intimidation. It can lead to feelings of anxiety, depression, and low self-esteem, and can make it difficult for individuals to feel comfortable and confident in their work.

Another, albeit less common, form of bullying is physical violence. This can include pushing, shoving, and other forms of physical aggression.. It can create a hostile and dangerous work environment, which makes it difficult for employees to feel safe and secure.

Cyberbullying is also prevalent in the IT and software industries. This can include sending threatening emails, messages, or posts, or spreading rumors and false information online to harass or bully others.

Cyberbullying can be particularly damaging as it can be done anonymously, and can reach a wide audience.

The effects of bullying in the IT and software industries can be severe and long-lasting. Victims of bullying may experience a range of physical and mental health problems, such as anxiety, depression, and post-traumatic stress disorder (PTSD). They may also suffer from poor sleep and eating habits, and will struggle to concentrate or perform well in their work.

In addition, bullying can lead to high turnover rates and lower productivity, as employees who are being bullied may be less motivated and less engaged in their work.

To address bullying it’s important for employers to take a proactive approach. This can include implementing a zero-tolerance policy for bullying, providing training for employees on how to recognise and report bullying, and taking swift and appropriate action when bullying is reported. It is also important for employers to create a culture of respect and inclusivity, where employees feel valued and supported. Don’t leave it to HR to handle.

In conclusion, bullying and other forms of violence is a serious issue that can have a detrimental effect on the mental and physical well-being of those who are targeted, as well as on the overall productivity and morale of the workplace. Employers have a legal and moral responsibility address this issue, by, for example, implementing a zero-tolerance policy for bullying, providing training for employees, and creating a culture of respect and inclusivity in the workplace.

Hire Your Dream Employee in a Day: A Step-by-Step Guide

January 26, 2023
Article, Recruiting
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Hire Your Dream Employee in a Day: A Step-by-Step Guide

Hiring someone in a day or less can appear a daunting task, but it can be done with the right approach and preparation. Here are some steps to follow to help you hire someone quickly and effectively:

1. Clearly define the position, in terms of your top needs and the needs of others involved: Before you start looking for candidates, you need to have a clear understanding of the position you are looking to fill.

2. Have a recruitment partner or partners ready: Pre-briefed recruiters who know your company and its needs will help you reach a wider pool of candidates quickly. Ideally, engage them in informally building a funnel of possible candidates long before you actually need anyone.

3. Forget about resumes and cover letters. They’re mostly fictions anyway. Pose a few simple questions about their assumptions and beliefs about how work should work – oftentimes the key stumbling block to compatibility.

4. Have one-to-one video chats: Video chats give you an idea of the personality of the candidates, a key aspect of hiring. It also enables a discussion of THEIR needs from the position – another key aspect of hiring. Beware making snap judgments, and of your unconscious biases and prejudices.

5. Make a quick decision: Nobody likes hanging around. Make it reversible.

6. Have the paperwork already pre-prepared: This includes the offer letter, and any other legal requirements. Things like background checks can follow along behind the candidate actually starting (geography-specific caveats may apply).

7. Have their workplace, equipment, access, colleagues, etc. already pre-prepared.

8. Get them started (for a trial period)! You’ll only really know if they’re a good hire once they have a few days or weeks in the job.

By following these steps, you’ll be able to find and hire someone in a day or less. Keep in mind that finding the right candidate quickly is not always easy, but with the right approach and preparation, it’s definitely possible.

 

See also: Make Bad Hires!

Don’t Let a Gift Mask Your Emotions: The Transactional and Trivial Nature of Gift-Giving

January 26, 2023
Antimatter principle, Article, Compassion, Needs
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Don’t Let a Gift Mask Your Emotions: The Transactional and Trivial Nature of Gift-Giving

From my own experiences:

Gift-giving is a common practice in many relationships, whether it be romantic or platonic. However, I believe that showing someone how you feel about them by giving them a gift is a transactional and trivial way of expressing emotions.

First and foremost, a gift is a physical object that can be bought and sold. It is a tangible item that can be exchanged for something else. In contrast, emotions are intangible and cannot be bought or sold.

Expressing emotions through a gift is a transactional way of showing how you feel because it reduces emotions to a physical item that can be exchanged for money. This commodification of emotions trivialises the relationship and reduces it to a transactional exchange.

Furthermore, gifts are often given with the expectation of receiving something in return. This creates a sense of obligation and expectation in the relationship, which can lead to feelings of disappointment if the gift is not reciprocated. This expectation of a return on investment in the relationship can create a sense of distance between the two individuals, rather than fostering intimacy and connection.

Additionally, gifts are often given to fulfill a need or want that the giver perceives the recipient to have. Giving a gift to fulfill a perceived need is not always the best way to attend to emotional needs. The emotional needs of an individual are complex and cannot be fulfilled by a physical item. A gift can only provide temporary satisfaction, whereas emotional needs require time, attention, genuine understanding and empathy.

In conclusion, I believe that showing someone how you feel about them by giving them a gift is a transactional and trivial way of expressing emotions. Instead of giving gifts, it is important to focus on understanding and fulfilling the emotional needs of your loved one. A gift is never the best way to attend to emotional needs. It is important to ask oneself, “Am I attending to this person’s needs?” before giving a gift. Emotions are intangible and cannot be bought or sold, and are much better expressed in a genuine and empathetic manner.

More Terrible Companies Emerge in Today’s Job Market: How to Protect Yourself

January 26, 2023
Article
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More Terrible Companies Emerge in Today’s Job Market: How to Protect Yourself

It is true that nobody wants to work for a terrible company, and unfortunately, there seems to be an increasing number of terrible companies in today’s job market. A terrible company can be defined in many ways, but some common characteristics include poor management, lack of communication, low morale, and a toxic work environment.

One major reason for the rise in terrible companies is the increasing pressure on businesses to prioritise profit over the well-being of their employees. This can lead to cutting corners, exploiting workers, and prioritising the bottom line over the happiness and satisfaction of the workforce. This can lead to a lack of job security, low pay, and poor working conditions, making it a less attractive place to work.

Another issue that contributes to the rise in terrible companies is the lack of regulation and oversight in the job market. The lack of laws and policies that protect workers from abuse and exploitation can make it easier for companies to treat their employees poorly without consequence.

Additionally, the rise of the gig economy and the decrease in unionization has also led to an increase in terrible companies. The gig economy, which is characterized by short-term and temporary jobs, often lacks job security and benefits, making it difficult for workers to earn a stable income and build a career. And the decrease in unionization has led to a decline in worker power, making it harder for employees to negotiate for better wages and working conditions.

In conclusion, the rise in terrible companies is a multifaceted issue that is caused by a combination of factors, including the pressure to prioritise profit over the well-being of employees, the lack of regulation and oversight in the job market, and the rise of the gig economy and decrease in unionization.

Employees can benefit from increased awareness of these issues, taking steps to protect themselves from working for a terrible company, such as researching companies before accepting a job offer, joining a union, and advocating for better worker rights and protections.

Don’t Believe the Hype of Constant Change

January 26, 2023
Article
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Don’t Believe the Hype of Constant Change

It’s a common belief that the world is constantly moving forward, day by day. We often think that things are changing and evolving, but in reality, the world is not moving as much as we think it is. In fact, it is often stuck in patterns and cycles that we cannot see.

One of the reasons why people believe that the world is moving on day by day is because of the constant bombardment of information from the media. We are constantly bombarded with news about what’s happening in the world, and it can be easy to think that things are always changing. But the reality is that the news is often focused on the same stories and issues, and it can be easy to get caught up in the hype and think that things are always changing.

Another reason why people believe that the world is moving on day by day is because of the fast pace of life. We live in a world where everything is fast-paced, and it can be easy to think that things are always changing. But the reality is that life is often a cycle of patterns that we cannot see. We may think that things are always changing, but in reality, they are often the same.

Moreover, the world is not moving as much as we think it is because of the human tendency to take things for granted. We often take the things around us for granted and we don’t realise that they are not moving forward. We may think that things are always changing, but in reality, they are often the same. We often think that the world is moving on day by day, but it really isn’t.

In conclusion, the world is not moving as much as we think it is. We often believe that things are always changing, but the reality is that the world is often stuck in patterns and cycles that we cannot see. We may think that the world is moving on day by day, but it really isn’t.

Breaking the Myopia Mold: How to Expand Your Awareness in Software Development

January 25, 2023
Article, Culture change, Software development
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Breaking the Myopia Mold: How to Expand Your Awareness in Software Development

Myopia, or a narrow focus, is a common issue among software development professionals. This can manifest in a number of ways, such as an over-reliance on a specific technology or methodology, a lack of consideration for the bigger picture or long-term implications of a project, or a failure to keep up with industry developments and advancements.

One example of myopia in software development is the over-reliance on a specific programming language or framework. This can lead to developers becoming experts in one particular technology, but not having the skills or knowledge to work with other technologies. This can be detrimental to a company, as it limits the pool of potential hires and can make it difficult to adapt to changes in the industry.

Another example of myopia is a lack of consideration for the bigger picture or long-term implications of the work at hand. This can manifest in a variety of ways, such as not thinking about how a results will integrate with other systems, not considering scalability or maintainability, or not thinking about the end user. This can lead to software that is difficult to maintain, not scalable and not user-friendly.

A third example is failure to keep up with industry developments and advancements. This can happen when software developers become too focused on their current ways of working, and do not take the time to keep up with new technologies, methodologies, or best practices. This can make them less competitive in the job market, and can also make it difficult for them to adapt to changes in the industry.

In order to combat myopia in software development, it is important for professionals to continually educate themselves and stay up-to-date with industry developments. This can be done through attending conferences, reading industry publications, participating in online communities, or taking courses. Additionally, companies can encourage a culture of learning and development, by providing training and development opportunities for employees.

It’s important to always keep an open mind, and be willing to consider new technologies, methodologies, or ways of working. A good software developer should be able to adapt to changes, and be able to work with different technologies. They should also be able to think about the bigger picture and long-term implications of their work.

In conclusion, myopia is a common issue among software development professionals, and can manifest in a number of ways. It’s important to stay updated and flexible in the field, and to keep in mind the bigger picture and long-term implications of the projects you work on.

PS Not just relevant to software development professionals, of course.

Data-Driven Decisions: How Using Evidence Transforms the Way We Do Business

January 25, 2023
Article, Culture change
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Data-Driven Decisions: How Using Evidence Transforms the Way We Do Business

“In God we trust. All others must bring data.” This quote, made by W. Edwards Deming, highlights the importance of evidence-based decision making in any field or industry. It emphasises the need for data and facts to support any claims or actions, rather than relying solely on trust or personal beliefs.

As someone who often repeats the phrase “I’m not interested in what you think. Where’s your evidence?”, this quote resonates deeply with me. In today’s world, where information is easily accessible and misinformation is prevalent, it is crucial to ensure that decisions are made based on solid evidence and data. This is especially true in professional settings, where the stakes are high and the consequences of poor decision making can be severe.

Toyota Kata, a methodology for continuous improvement, is one example of how this quote can be applied in practice. The focus on data collection and analysis, along with the use of scientific methods, is key to the success of Toyota Kata. This approach allows organisations to identify and solve problems in a systematic and efficient manner, resulting in improved performance and increased efficiency.

Note, however, that data and evidence alone are insufficient. In the quote, the word “trust” is also used. It’s important to recognize that data and evidence can be misinterpreted or manipulated, and that trust is an essential component of any relationship. In fact, “I AM interested in how you’re feeling” is a powerful reminder that human emotions and feelings must also be taken into account when making decisions.

In conclusion, the quote “In God we trust. All others must bring data” is a powerful reminder of the importance of evidence-based decision making. It highlights the need for data and facts to support claims and actions, and emphasises the importance of scientific methods and analysis.

However, it’s also important to recognise that trust and human emotions are also key components of any decision-making process. By embracing this quote and applying it to our daily lives, we can make better decisions, improve performance, and achieve greater success in all aspects of life.

My Journey to Promote a Culture of Well-being in the Software Industry

January 25, 2023
Article, Culture change
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My Journey to Promote a Culture of Well-being in the Software Industry

My motivations for posting on social media and writing books stem from my deep concern for the wellbeing of people working in the software industry and business more generally. As someone who has spent many years working in this field, I have seen firsthand the impact that a toxic culture can have on people, and how it can lead to burnout, low morale, and dismal job satisfaction.

One of my main goals is to help organisations consider the importance of culture in creating effective and successful organisations. I believe that culture is key to a healthy work environment, and that it is crucial for organisations to create a culture that supports the wellbeing of everyone involved, not just the Core Group. This includes creating a sense of joy at work, fostering a sense of belonging, and co-creating a shared purpose.

Additionally, I believe that improving the culture within organisations will have a knock-on effect on society as a whole. When people are happy and fulfilled in their work, they are more likely to be engaged in their community and to contribute positively to society. This is also something that I care deeply about, and it is what drives me to continue to write and speak about the importance of joy in the workplace.

Moreover, my work is not so much driven by increasing profitability or revenue for organisations, but on enhancing the well-being of all members within the company. I firmly believe that a culture that prioritises well-being is vital for long-term success and profitability both, and it is important to establish an environment where employees feel valued and respected.

In conclusion, my motivations for e.g. posting on social media, writing books, and public speaking stem from my deep concern for the wellbeing of people working in the software industry and in business more generally. By effecting more effective cultures within organisations, we can have a knock-on effect on society as a whole, and I am dedicated to promoting this message in my work.

Unleashing Business Potential: How to Shake Off Cultural Shackles and Soar to Success

January 25, 2023
Article, Culture change
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Unleashing Business Potential: How to Shake Off Cultural Shackles and Soar to Success

Our present culture – the collective assumptions and beliefs of our people – can have a significant impact on our ability to achieve success. These beliefs and assumptions can become so ingrained in our thinking that they can become obstacles to progress and innovation.

One of the ways in which these beliefs and assumptions can hold us back is by limiting our ability to think creatively and to explore new and innovative ways of doing things. For example, many people assume that the only way to run a business is through a traditional hierarchical structure, with a CEO at the top and employees below. This assumption can prevent us from considering alternative and more effective organisational structures.

Another way in which these beliefs and assumptions can hold us back is by creating biases and stereotypes that limit opportunities for certain groups of people. For example, many people believe that women and minorities are not as capable as white men when it comes to running a business. This belief can prevent these groups from achieving their full potential and from being given the same opportunities as others.

Additionally, some beliefs and assumptions can hold us back by focusing too much on short-term gains at the expense of long-term sustainability. For example, the belief that success is only about making money can lead to a disregard for the impact of business practices on the environment and society.

In order to overcome these obstacles and achieve success in business, let’s recognise the ways in which our beliefs and assumptions may be holding us back and to actively work to change them.

This can involve surfacing and reflecting on our collective assumptions, seeking out diverse perspectives, and challenging our biases and stereotypes.

In conclusion, culture, which is defined by the collective beliefs and assumptions of a group of people, can have a significant impact on our ability to achieve success in business. These beliefs and assumptions can limit our ability to think creatively and to explore new and innovative ways of doing things. To overcome these obstacles, it is important to recognise the ways in which our beliefs and assumptions may be holding us back and to actively work to change them. By understanding and challenging the cultural barriers that hold us back, we can unlock our full potential and achieve success.

Culture Change: A Key Tool for Companies to Achieve More with Fewer People

January 25, 2023
Article, Culture change, Improvement, Organisational effectiveness, Organisational Therapy, Productivity, Purpose, Quintessence
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Culture Change: A Key Tool for Companies to Achieve More with Fewer People

Culture change can be a powerful tool for companies looking to do more with fewer people. By shifting their collective assumptions and beliefs, organisations can create a more efficient and productive workforce. However, it is important to approach this process in a way that does not whip employees into fear-driven catalepsy.

One of the key ways to accomplish this is by fostering a culture of trust and collaboration. When employees feel that they can trust their colleagues and management, they are more likely to work together and share ideas. This can lead to greater innovation and problem-solving, which in turn can help companies to do more with fewer people.

Another important aspect of culture change is the role of collective assumptions and beliefs. These assumptions and beliefs shape the way that people think and act, and have a significant impact on the overall culture of an organisation. By identifying and challenging these assumptions and beliefs, companies can create a more open and adaptable culture that is better able to adapt to change.

One way to do this is by encouraging people to question the status quo and surface and reflect n shared assumptions. By creating a culture of continuous improvement and learning, companies can inspire people to come up with new and innovative solutions to problems. This can lead to more effective approaches and a more productive workforce.

Another way to encourage culture change is by fostering a sense of shared purpose. When employees feel that they are part of something bigger and that their work is meaningful, they are more likely to be engaged and motivated. By aligning people around a shared purpose, companies can create a culture of teamwork and collaboration that can help to achieve more with fewer people.

Finally, companies can also foster culture change by creating a sense of ownership and empowerment. When people feel that they have a stake in the success of the organisation, they are more likely to take initiative and be proactive in their work. This can lead to more effective approaches and a more productive workforce.

In conclusion, culture change can be a powerful tool for companies looking to do more with fewer people. By fostering a culture of trust and collaboration, challenging collective assumptions and beliefs, aligning employees around a shared vision, and creating a sense of ownership and empowerment, companies can create a more efficient and productive workforce. However, it is important to approach this process in a way that does not whip employees into fear-driven catalepsy.

Revolutionise Your Development: The Benefits of Ditching Version Control

January 25, 2023
Article, Improvement, Innovation, NoVersionControl, Product development, Quintessence, Software development
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Revolutionise Your Development: The Benefits of Ditching Version Control

Avoiding the use of version control in software development may seem like a daunting task, but there are several advantages to doing so.

First, it can save time and resources. Without version control, developers do not need to spend time committing changes, merging branches, or resolving conflicts. This can lead to faster development and fewer delays in the project.

Secondly, avoiding version control can also simplify the development process. With fewer tools and processes to worry about, developers can better focus on the needs of the Folks That Matter™, and on meeting those needs. This can lead to improved customer satisfaction, fewer bugs and a more streamlined development approach.

Thirdly, avoiding version control can also lead to greater flexibility in the development process. Without the constraints of version control, developers can work on code in any way they see fit. This can lead to more creative solutions and a more efficient development approach.

Lastly, avoiding version control can also lead to greater collaboration among team members. Without the need to constantly merge branches, developers can work on different parts of the codebase at the same time, leading to faster development and a more efficient workflow.

In conclusion, while version control is a powerful tool in software development, there are advantages to avoiding its use as well. By doing so, developers can save time and resources, simplify the development process, increase flexibility, and improve collaboration among team members.

Workforce Mental Health Issues: A Silent Killer of Productivity and Profit

January 24, 2023
Article, Compassion, Culture change, Organisational effectiveness, Psychology, Therapy
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Workforce Mental Health Issues: A Silent Killer of Productivity and Profit

Workforce mental health issues can have a significant impact on the bottom line. The cost of absenteeism, presenteeism, and turnover can be staggering, with estimates suggesting that the cost of mental health issues to UK employers is £34.9 billion per year. This can include direct costs such as medical expenses, workers’ compensation, and disability claims, as well as indirect costs such as lost productivity and increased turnover.

Absenteeism is the most obvious impact of workforce mental health issues. According to the Mental Health Foundation, employees with mental health issues take an average of 23.8 days off per year, compared to 6.6 days for employees without mental health issues. This can lead to increased labor costs, as organisations are forced to find temporary replacements or pay overtime to other employees, which can amount to around £1,300 per employee per year. Additionally, absenteeism can lead to decreased productivity and morale, as other employees are forced to pick up the slack.

Presenteeism is another. Employees who are struggling with mental health issues may come to work, but may not be able to perform at their best, leading to an estimated £15.1 billion per year in lost productivity. Additionally, presenteeism can lead to decreased morale, as other employees may feel resentful that they are carrying the load for their struggling colleagues.

Staff turnover can also increase. Employees who are struggling with mental health issues may be more likely to leave their jobs, which can lead to increased hiring and training costs, as well as decreased productivity and morale. According to a report by Deloitte, the cost of replacing a single employee can be as much as £30,614. Additionally, turnover can lead to a loss of institutional knowledge and valuable skills, which can be difficult to replace.

To address the impact of these issues on the bottom line, organisations can take a number of steps. One of the most important is to create a culture of openness and support. Employees should feel comfortable talking about their mental health issues and seeking help, without fear of discrimination or retaliation.

Additionally, resources and support for employees who are struggling can help. This might include employee assistance programs, counseling services, and mental health days.

Finally, all organisations can be more proactive in identifying and addressing potential mental health issues in the workforce. This might include conducting regular employee surveys, monitoring absenteeism and turnover, and providing regular mental health screenings. By taking these steps, organisations can reduce the impact of workforce mental health issues on the bottom line and create a more positive and productive work environment for everyone.

One-on-One Meetings: Focus on Needs to Move From Mediocre to Masterful

January 24, 2023
Article, Culture change, Dialogue, Needs, Nonviolence, Nonviolent Communication
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One-on-One Meetings: Focus on Needs to Move From Mediocre to Masterful

One-on-one meetings are crucial for building effective and productive relationships within any organisation. To ensure that these meetings are successful, understand the social style of the person you are meeting with and adapt your communication and behaviour accordingly. One valuable technique for this the Wilson Learning Social Styles Model. This model identifies four different social styles, each with their own unique strengths and communication preferences. By understanding the social style of the person you are meeting with, you can adapt your communication and behaviour to better suit their needs and build a more effective and productive relationship. The model suggests that there are four social styles: the Analytical, Driving, Amiable, and Expressive. Each of these has its own characteristics, communication preferences, strengths, and potential development areas. By understanding the social style of the person you are meeting with, you can adapt your communication and behaviour to better suit their needs and build a more effective and productive relationship.

Additionally, the principle of nonviolence and the practice of Nonviolent Communication (NVC) can also play a key role in making one-on-one meetings more effective and productive. NVC emphasises the importance of understanding and expressing our own needs and feelings, as well as listening deeply to the needs and feelings of others. By using NVC techniques, we can communicate in a way that is more compassionate and understanding and avoid the use of blame, criticism, or judgement. This helps to create a more positive and open environment for communication. Additionally, by approaching conflicts and disagreements with a non-violent mindset, we can avoid escalating tensions and find more constructive solutions.

Another valuable technique for one-on-one meetings is Nancy Kline’s Time to Think (and More Time to Think). This approach emphasises the importance of giving people enough time to think and reflect before responding, rather than expecting immediate answers or solutions. By creating a safe and quiet space for people to think and actively listening without interruption, we can help them to access their own wisdom and insights. Additionally, by encouraging people to share their thoughts and ideas, we can tap into the collective wisdom and potential of the group. This can foster a more collaborative and productive working relationship.

In summary, the key to great one-on-one meetings is a combination of understanding the social style of the person you are meeting with, incorporating principles of nonviolence and NVC, and using techniques like Time to Think. By implementing these approaches, you can create a more conducive environment for effective communication and problem-solving in one-on-one meetings, resulting in better outcomes for all parties involved.

Scenario Planning: The Key to Anticipating and Preparing for Business Surprises

January 24, 2023
Article, Capability development, Culture change, NoPlanning, Quintessence
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Scenario Planning: The Key to Anticipating and Preparing for Business Surprises

Scenario planning is a strategic planning method that helps organisations anticipate and prepare for a range of possible futures. It involves creating a set of plausible scenarios, or stories, that describe different possible outcomes, and then using these scenarios to identify potential risks and opportunities. This approach allows organisations to be proactive in addressing potential challenges and to take advantage of opportunities as they arise.

Adam Kahane, a consultant and author, is credited with popularising the use of scenario planning in the business world. He has worked with organisations such as Royal Dutch Shell and the World Bank to help them use scenario planning to better anticipate and respond to changes in the global economy, political landscape, and other factors that can impact their operations.

Arie de Geus, a former Shell executive, also played a key role in the development of scenario planning at Royal Dutch Shell. He is credited with creating the company’s “planning for uncertainty” approach, which uses scenario planning to help the company prepare for a wide range of potential futures. This approach has been credited with helping the company navigate a number of major disruptions, including the oil price shocks of the 1970s and the collapse of the Soviet Union.
One of the key benefits of scenario planning is that it helps organisations to minimise business surprises. By anticipating and preparing for a wide range of potential futures, organisations can be more resilient and responsive to changes in their environment. This can help them to avoid costly mistakes and to take advantage of opportunities as they arise.

Scenario planning also helps organisations to be more strategic in their decision-making. By identifying potential risks and opportunities, organisations can make more informed decisions about how to allocate resources and how to position themselves for future success.

In addition, scenario planning can also help organisations to be more adaptive and flexible. By regularly reviewing and updating their scenarios, organisations can be more ready for changes in their environment and can more easily adapt to new challenges and opportunities.

Overall, scenario planning is a powerful tool that can help organisations to be more resilient, strategic, and adaptive in the face of uncertainty. By anticipating and preparing for a wide range of potential futures, organisations can minimise business surprises and position themselves for success.

Addressing and Overcoming Cultural Dysfunction in the Business World

January 24, 2023
Article, Culture change, Organisational effectiveness, Organisational Therapy
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Addressing and Overcoming Cultural Dysfunction in the Business World

“Cultural dysfunction” in business refers to a negative or harmful set of attitudes, assumptions, behaviors, and practices that exist within an organisation’s culture. This can include things like poor communication, lack of trust or accountability, resistance to change, and an overall lack of cohesion and alignment among employees. Cultural dysfunction negatively impacts employee morale, productivity, and ultimately the bottom line of the business.

Cultural dysfunction in a business can manifest in a variety of ways, but some common indicators include:

  • Poor communication: Employees may feel that their ideas and concerns are not being heard or taken into account.
  • Lack of trust and accountability: In a culture where trust and accountability are lacking, employees may be reluctant to take risks or share ideas, and may be more likely to shirk responsibility for their actions.
  • Resistance to change: A culture that is resistant to change can make it difficult for a business to adapt to new market conditions, technologies, or business models.
  • Lack of cohesion and alignment: When employees are not aligned around a common set of values and goals, they may struggle to work together effectively.

Cultural dysfunction can have a number of negative consequences for a business, including:

  • Low employee morale: If employees feel that they are not being heard or valued, they may become disengaged and demotivated. This can lead to high turnover rates and make it difficult to attract and retain top talent.
  • Low productivity: When employees are disengaged and demotivated, they may lack the energy and drive to work effectively.
  • Damage to the company’s reputation: If employees are not happy, they may be more likely to speak negatively about the company to others.
  • Financial losses: If a company is struggling with cultural dysfunction, it may not be able to perform at its best, which can lead to lost revenue and profits.

To address cultural dysfunction in a business, leaders may need to take a number of steps, such as:

  • Communicating openly and honestly with employees and actively seeking their input and feedback
  • Building trust and accountability
  • Creating a sense of shared purpose by aligning employees around a common set of assumptions and beliefs.
  • Encouraging innovation and experimentation
  • Providing opportunities for employees to collaborate and build relationships with one another.

It’s important to note that addressing cultural dysfunction doesn’t happen overnight, it’s a gradual process that happens over time. It can take time, expertise and consistent efforts to change the culture of an organisation. It’s an ongoing process that requires the active involvement and commitment of everyone in the organisation.

 

Tech Solutions vs. Cultural Issues: Can Tech Fix Culture?

January 24, 2023
Article, Culture change, Technical
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Tech Solutions vs. Cultural Issues: Can Tech Fix Culture?

Cultural issues refer to the social and behavioral norms, assumptions, and beliefs that shape a society or group of people. These issues can range from discrimination and prejudice to cultural appropriation and misunderstanding. Technical solutions, on the other hand, refer to the use of technology and data-driven approaches to solve problems and improve efficiency.

The question of whether we can fix cultural issues with technical solutions is a complex one. On one hand, technology and data-driven approaches can be incredibly powerful tools for identifying and addressing cultural issues. For example, data analysis can be used to identify patterns of discrimination and bias in the workplace, while social media and other digital platforms can be used to promote awareness and education about cultural issues. Additionally, virtual reality and other immersive technologies can be used to simulate experiences and foster empathy, which can be a powerful tool for addressing cultural issues.

On the other hand, it is important to recognise that cultural issues are deeply rooted in societal norms, assumptions, and beliefs. They are often the result of centuries of history and are deeply ingrained in our social and cultural fabric. Therefore, simply implementing a technical solution is generally insufficient to address these issues. Instead, a more holistic approach is needed that addresses the underlying social and cultural factors that contribute to cultural issues.

Furthermore, it is essential to note that technology can be both a tool and a hindrance in addressing cultural issues. While technology can be used to promote awareness and education, it can also be used to perpetuate stereotypes and discrimination. For example, algorithms used in social media and search engines can perpetuate biases and perpetuate harmful stereotypes. Therefore, it is essential to be aware of the potential downsides of using technology to address cultural issues and take steps to mitigate these risks.

In conclusion, while technology and data-driven approaches can be powerful tools for addressing cultural issues, it is important to recognise that these issues are deeply rooted in societal norms, assumptions, and beliefs. Therefore, a more holistic approach is needed that addresses the underlying social and cultural factors that contribute to these issues. Additionally, care should be taken to ensure that technology is not used to perpetuate stereotypes and discrimination. Ultimately, addressing cultural issues requires a multifaceted approach that leverages both technical solutions and social and cultural understanding.

You Won’t Believe What This CEO Did to Turn a Failing Company into a Billion-dollar Success Story!

January 24, 2023
Article, Culture change
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You Won’t Believe What This CEO Did to Turn a Failing Company into a Billion-dollar Success Story!

Lou Gerstner, who served as CEO of IBM from 1993 to 2002, is known for his statement that “culture isn’t just one aspect of the game, it is the game.” Gerstner made this statement in reference to the role that culture played in the success of IBM during his tenure as CEO.

When Gerstner took over as CEO of IBM, the company was in a state of decline. It was facing financial difficulties and had lost its position as a leader in the technology industry. Gerstner recognised that in order to turn the company around, he would need to address the underlying cultural issues that were causing these problems.

One of the key cultural issues that Gerstner identified was the lack of a sense of urgency within the company. IBM had become complacent and was not reacting quickly enough to changes in the technology industry. Gerstner recognised that in order to be successful, IBM would need to move faster and be more adaptable.

To address this issue, Gerstner implemented a number of changes to IBM’s culture. One of the most significant changes was the elimination of the company’s bureaucratic structure. Gerstner streamlined the organisation and made it more decentralised, giving individual business units more autonomy and flexibility. This change allowed IBM to respond more quickly to changes in the market and to be more innovative.

Another key change that Gerstner made was to focus on customer service. IBM had a reputation for being difficult to do business with, and Gerstner recognised that this was a major obstacle to the company’s success. He implemented a number of changes to improve customer service, such as creating a dedicated customer service team and putting customer service representatives in key business units. This change helped to improve IBM’s reputation and made it easier for customers to do business with the company.

Gerstner also focused on building a more collaborative culture at IBM. He encouraged employees to work together across different business units and to share ideas and knowledge. This helped to foster a sense of teamwork and helped to improve communication and collaboration within the company.

Overall, Gerstner’s efforts to transform IBM’s culture were a key factor in the company’s success during his tenure as CEO. By addressing the underlying cultural issues, Gerstner was able to turn IBM around and restore it to a position of leadership in the technology industry. Gerstner’s statement that “culture isn’t just one aspect of the game, it IS the game” highlights the importance of culture in the success of any organisation.

 

Breaking the Chains of Ignorance: Empowering Ourselves to Make a Positive Impact on the World

January 24, 2023
Article, Learning
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Breaking the Chains of Ignorance: Empowering Ourselves to Make a Positive Impact on the World

Ignorance is a state of being uninformed or unaware of certain facts, ideas, or circumstances. In today’s world, where information is readily available at our fingertips, it may seem hard to believe that people can still be ignorant. However, it is important to remember that ignorance is not just a lack of knowledge, but also a lack of understanding and critical thinking, as well as a shortfall in curiosity, a lack of engagement, a low level of commitment to e.g. society, and an absence of motivation.

When it comes to social consequences, ignorance can lead to prejudice, discrimination, and marginalisation of certain groups of people. For example, if someone is ignorant of the struggles and experiences of marginalised communities, they may hold harmful stereotypes and biases against them. This can lead to discrimination and exclusion in society, which can have a detrimental impact on those communities.

In terms of environmental consequences, ignorance can lead to a lack of understanding and care for the natural world. People may not be aware of the impacts of their actions on the environment, such as the effects of pollution or deforestation. This can lead to further degradation of the planet, which can have a negative impact on all life.

Furthermore, ignorance can also have consequences on a personal level. People may not be aware of the risks and dangers associated with certain activities or behaviors, which can lead to harm or injury. For example, if someone is ignorant of the dangers of alcohol, they may not understand the risks associated with the habit and may continue to drink, leading to health and social problems.

However, if people were aware of their ignorance, they might do something about it. They might seek out new information and perspectives, critically evaluate their beliefs, and take steps to educate themselves. They may also be more open to learning from others, and be more willing to listen and understand different perspectives.

As Socrates famously said, “The only true wisdom is in knowing you know nothing.” This quote highlights the importance of recognising our own limitations and being open to learning and growth. By acknowledging our ignorance, we can take steps to educate ourselves and make the world a better place for ourselves and everyone else.

In conclusion, ignorance can have far-reaching consequences on society, the environment, and even on a personal level. However, by recognising our own ignorance and taking steps to educate ourselves, we can make positive changes in the world.