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Rightshifting

A World Where the Greater Good Predominates Over Profits

March 16, 2024
Alien tech, Antimatter principle, Article, Business, Collaboration, Community, Compassion, Culture change, Dignity, Economics, Fellowship, History, Joy, Needs, Nonviolence, Organisational effectiveness, Quintessence, Rightshifting, Systems thinking, WhatIf
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A World Where the Greater Good Predominates Over Profits

The Visionary Notion

What if the primary driving force behind commercial and economic endeavors wasn’t the pursuit of profits, but rather benefiting society, the species, Gaia, and the planet? A visionary notion, to be sure, that seems to defy conventional capitalist wisdom. Nevertheless, if we allow our imaginations to roam freely and look back at periods in history where ethical business practices held sway, we can depict a world truly transformed by this paradigm shift.

Profit Motives vs. Ethics and Humanity

Throughout most of human history, the profit motive has reigned supreme in the business realm. However, there have been notable exceptions driven by religious teachings, philosophical movements, and social ideals that prioritised ethical conduct over mere grubby accumulation of more and more wealth. The Quakers, for instance, were renowned for their commitment to honest dealings and consideration of employee welfare, exemplified by the socially-conscious British chocolate makers like Cadbury. The 19th century cooperative movement aimed to create enterprises that equitably shared profits with worker-owners and the local community.

The Beauty of Ethical Business

Would we call businesses truly putting the greater good before profits “beautiful”? At first, such a description may seem like an odd coupling of aesthetics with commerce. But perhaps there is an inherent beauty to enterprises that create sustainable value for society while exhibiting ethical conduct.

Just as we find natural wonders, artistic works, or selfless acts emotionally moving due to their harmony with higher ideals of truth, goodness, and transcendence of ego, so could businesses centered on benefiting all stakeholders embody a different kind of beauty. One not necessarily based on physical appearance, but on being skillfully crafted exemplars of how our economic activities can align with ethical, aesthetic, environmental and humanitarian principles.

This beauty manifests through their products, services, and operations, harmonising with the world rather than undermining it through greed, despoilment, or exploitation. Beautiful businesses are sustainable and circular by design, creating goods to be celebrated and cherished rather than cynically designed for disposability.They invest in creating opportunity and dignity for workers and communities rather than grinding them underfoot for profit margins.

Where today’s shareholder-driven corporations often exemplify grotesque machineries of extraction, ethical enterprises putting people and planet over money could be sublime new exemplars of applied aesthetics – aspiring toward perfection not through profit metrics, but through positively impacting all they engage with. Their beauty would shine through in becoming tightly interwoven threads in an interdependent tapestry, creating joyful, resilient and regenerative systems that elevate our shared potential.

While the traditional business vernacular focuses on the uglyness of lucrative processes, revenue growth, and reputational brand value, a world where ethical enterprises reign would celebrate hallmarks of perfected form: generative models that produce societal good, environmental integrity, attending to folks’ needs, and uplifting the human spirit. Perhaps then, we could appreciate the highest “good companies” not just pragmatically, but aesthetically – as living artworks of conscious, ethical organisation.

A World Oriented Toward the Greater Good

In such a world oriented toward the greater good, companies measure success not just by financial returns, but by positive impacts. Ethical practices like those espoused by certain faith traditions and thinkers are the norm across these industries. Sustainability is prized over short-term gain, with environmental stewardship prioritised over resource exploitation. We’ve seen glimpses of this in recent decades through the rise of corporate social responsibility (CSR), socially conscious investing, and the emergence of benefit corporations legally bound to creating public benefit, not just profits. But such examples have remained the exception rather than the rule in a profit-driven system.

The Global Ethos of the Greater Good

Imagine if this ethos becomes the core operating principle globally. Rather than lobbying for narrow interests, these businesses advocate for the common good. Tax avoidance schemes would be abandoned in a system where contributing one’s fair share is the ethical baseline. Worker rights and equity are vigorously protected, not eroded in pursuit of higher margins. On an individual level, cutthroat workplace could gives way to healthier cooperation, and integration with our personal and community values and family lives. Ethical conduct is rewarded over pure profit-generation at any cost. Kudos is not derived from endless growth metrics, but to positive impacts created for all the Folks That Matter™.

A Sustainable Economic Model

Of course, enterprises still need to generate income to remain viable and reinvest in their social missions. But growth is pursued by creating genuine value for society rather than extracting it. Sustainable, circular economic models replace those premised on endless consumption and planned obsolescence.

A Radical Yet Possible Vision

Such a world may seem naively idealistic to modern sensibilities, conditioned to accept profit as the prime directive. But is it any more far-fetched than an entrenched global system that relentlessly exploits people and finite resources in pursuit of perpetual economic expansion on a finite planet? By orienting business toward the greater good, as past ethical movements have done, we might create an economy that better serves humanity. This may read as a utopian ideal today, but it has been a reality at various points throughout our history. A world where businesses prioritise society over self-interest may not be inevitable, but it is possible if we dare to imagine and build it together.

Do you have even the briefest five minutes to contemplate how things might be different?

Further Reading

Ackoff, R. L. (2011). The aesthetics of work. In Skip Walter’s blog post retrieved from https://skipwalter.net/2011/12/25/russ-ackoff-the-aesthetics-of-work/

The Spread of Collaborative Knowledge Work

March 12, 2024
Article, Business, Careers, Collaboration, Culture change, Rightshifting
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The Spread of Collaborative Knowledge Work

The Power of Collective Intelligence

In more and more scenarios, solving complex challenges often requires much more than just an individual’s expertise. It demands the ability to synthesise diverse perspectives and pool intellectual resources through seamless coordination and collaboration. This emerging paradigm is known as collaborative knowledge work (CKW).

CKW brings together professionals from varied backgrounds to tackle intricate problems that defy siloed approaches. By harnessing the collective brainpower of multidisciplinary teams, organisations can innovate and achieve breakthroughs that may have once seemed unattainable. This collaborative mindset is reshaping various industries and giving rise to new types of roles and career paths.

Professions Embracing the Collaborative Paradigm

Here are some of the professions where collaborative knowledge work is taking centre stage:

Software and Digital Products

From agile squads to distributed open-source collaborations, software creation has become a team sport where developers, designers, and product experts collectively craft digital solutions.

Management Consulting

Rather than individual consultants, firms are assembling cross-functional teams to provide holistic advisory services that span multiple practice areas for their clients.

Product Design and Innovation

User-centred design demands close collaboration between designers, engineers, researchers, and other stakeholders throughout the product development lifecycle.

Scientific Research

Tackling complex scientific inquiries requires coordinated efforts between researchers across institutions, merging expertise from diverse domains.

Healthcare

Providing effective patient care requires seamless cooperation among physicians, nurses, therapists, pharmacists, and other healthcare professionals.

Legal Services

Navigating intricate legal matters, especially those spanning jurisdictions, necessitates integrated teams of lawyers and paralegals from complementary practice areas.

Education and Training

Developing robust educational programmes involves interdisciplinary instructional designers, subject matter experts, and educational technologists working in concert.

Construction and Engineering

Delivering large-scale construction projects relies on integrated teams that bring together architects, engineers, builders and other specialised roles.

Finance and Investments

Managing investment portfolios and analysing risk profiles is increasingly a shared responsibility between quantitative analysts, economists, and other financial experts.

The New Collaborative Mindset

As the complexities of our world continue to grow, the demand for professionals adept at collaborative knowledge work will only intensify. Thriving in these roles requires a unique blend of specialised expertise and the ability to synthesise diverse perspectives through effective communication and coordination. This emerging paradigm presents exciting opportunities for those seeking to make a lasting impact by pushing the boundaries of what is possible through the power of collaboration. I wonder how many of the above truly understand and embrace CKW, and how many remain mired in the category error of treating CWK like traditional forms of work?

The Power of Beliefs

March 3, 2024
Article, Business, Collective psyche, Culture change, Organisational effectiveness, Organisational Therapy, Paradigm shifts, Quintessence, Rightshifting
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The Power of Beliefs

The Impact of Ideologies

If you doubt the power of beliefs, just consider the world’s religions and political movements for a moment or two. These ideologies have shaped the course of history, influencing the lives of billions and driving both incredible acts of compassion and unspeakable atrocities. The fervent conviction of their adherents demonstrates the immense impact that belief systems can have on human behaviour and societies as a whole.

Beliefs in the Workplace

And then ask yourself, why would that apply to people’s lives in general, but not to their lives at work?

The truth is, the power of belief permeates every aspect of our existence, including our workplaces. Our assumptions and beliefs about ourselves, our abilities, our colleagues, and our work environment have a profound effect on our performance, motivation, and overall job satisfaction.

The Self-Fulfilling Prophecy

Consider the self-fulfilling prophecy: if we believe we are capable of achieving great things, we are more likely to put in the effort and take the risks necessary to make those beliefs a reality. Conversely, if we doubt our abilities or assume that our efforts will be in vain, we may subconsciously sabotage our own success or fail to seize opportunities for growth and advancement.

The Impact of Beliefs on Collaboration

Moreover, our beliefs about our workplace and colleagues can significantly impact our interactions and collaboration. If we assume that our team members are competent, trustworthy, and committed to a shared goal, we are more likely to foster a positive, supportive work environment that encourages innovation and success. On the other hand, if we harbour negative assumptions about our colleagues or the company itself, we may engage in counterproductive behaviours that undermine morale and hinder progress.

Company Culture: A Shared Set of Beliefs

The power of belief in the workplace extends beyond the individual level. Company culture is essentially a shared set of beliefs, values, and assumptions that guide the behaviour and decision-making of an organisation. A strong, positive company culture can inspire employees to go above and beyond, driving innovation, customer satisfaction, and long-term success. Conversely, a toxic or misaligned culture can lead to high turnover, poor performance, and ultimately, business failure.

Deprogramming: Individual Psychotherapy

To harness the power of belief in our professional lives, we must first become aware of our own assumptions and biases. By consciously examining and challenging our beliefs, we can identify areas for personal growth and development. This process of deprogramming can be likened to individual psychotherapy, where one works to unlearn counterproductive beliefs and replace them with healthier, more empowering ones.

Organisational Psychotherapy: Fostering a Positive Culture

At the organisational level, companies can choose to recognise the importance of fostering a strong, positive culture that aligns with the values and goals of the business. This involves communicating a clear vision, leading by example, and encouraging open dialogue and feedback. By actively shaping and nurturing a culture of belief, leaders can create an environment that inspires people to bring their best selves to work every day. In essence, this process of organisational psychotherapy involves identifying and addressing the collective beliefs and assumptions that may be holding the company back, and working to instil a more positive, growth-oriented mindset throughout the organisation*.

Conclusion

In conclusion, the power of belief is not limited to the realm of religion or politics; it is a fundamental driver of human behaviour and success in all areas of life, including our professional endeavours. By recognising and harnessing the power of our assumptions and beliefs, and engaging in both individual deprogramming and organisational psychotherapy, we can unlock our full potential, build stronger teams, and create thriving organisations that make a positive impact on the world.

*Actually, the emergent mindset may be postive, or negative; growth-oriented, degrowth orients, or other. What emerges is realisation of the role of beliefs. The organisation itself gets to own the direction it takes. The involvement of an organisational psychotherapist does not automatically imply culture change “for the better”.  But it does assist organisations in realising more clarity in surfacing and reflecting upon their beliefs. As Gandhi famously said: “I came to the conclusion long ago that all religions were true and that also that all had some error in them, and while I hold by my own religion, I choose to hold other religions as dear as Hinduism. So we can only pray, if we are Hindus, not that a Christian should become a Hindu; but our innermost prayer should be that a Hindu should become a better Hindu, a Muslim a better Muslim, and a Christian a better Christian.”

The Why of FlowChain: Deliberate Continuous Improvement

February 19, 2024
Actionable Insights, Article, Business, Capability development, Culture change, Deming, Doctrine, Flow, Flow•gnosis, Flowchain, Improvement, Learning, Memeology, Metaflow, Organisational effectiveness, Prod•gnosis, Product development, Quintessence, Rightshifting, Software Delivery, Software development, Systems thinking, Value streams
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The Why of FlowChain: Deliberate Continuous Improvement

In my career, working with hundreds of companies, I’ve almost never seen organisations* take a truly deliberate approach to continuous improvement. It’s nearly always treated as an afterthought or add-on to business-as-usual (BAU). But real transformation requires making continuous improvement an integral and core part of daily work. This is the “why” behind FlowChain – enabling deliberate, in-band continuous improvement.

In other words, applying the same disciplines from product development, delivery, etc. to the business (sic) of delivering continuous improvements  – continuously improving the way the work works.

What Is FlowChain?

So what is FlowChain? At its core, it is a system for managing flow – both the flow of outputs and the flow of improvements to the way the work works, concurrently and by the same means. And by “flow”, I mean the steady progress of work from request to completion through all steps in a process. Flow is optimised when the right work is happening at the right time by the right people. Roadblocks, delays, and waste are minimised or eliminated.

Flow

Optimising flow delivers the following benefits:

  • Increased productivity – less time wasted, more work completed
  • Improved quality – fewer defects, rework minimised
  • Better customer service – faster response times, reliability
  • Higher employee engagement – less frustration, more joy

But achieving flow requires continuous improvement. Problems must be made visible. Waste must be reduced iteratively. Roadblocks must be cleared continuously.

This is why FlowChain incorporates improvement into its regular rhythm. Each cycle follows a deliberate sequence:

  • Plan – Select and sequence the upcoming work.
  • Execute – Complete the work while tackling issues.
  • Review – Analyse completed work and identify improvements.
  • Adjust – Make changes to improve flow.

Unlike most continuous improvement efforts – that are separate from BAU – FlowChain makes improvement an integral in-band activity. The rapid cycles provide frequent opportunities to reflect, gain insights, and act.

Compounding Benefits

Over time, the compounding benefits are immense. Teams develop a “flow habit”, where improving flow becomes second nature. Powerful capabilities like root cause analysis, A3 problem-solving, improvement katas, and change management are honed.

In my experience, this deliberate approach is transformative. Teams gain tremendous agency to systematically improve their own flow. The organisation as a whole cultivates a culture of continuous improvement. And customers experience ever-better service and responsiveness.

The “why” of FlowChain is simple – create focus, visibility, accountability, and agency to drive continuous improvement. The results – ever better flow, reduced waste, and sustainable transformation. Deliberate, in-band continuous improvement stops being an aspiration and becomes a reality.

*Ask me about the exception.

What is Rigour?

February 7, 2024
Actionable Insights, Article, Capability development, Caring, Culture change, Engineering, Fellowship, Organisational effectiveness, Product development, Quintessence, Rightshifting, Self-organisation, Software development, Standard work, Teambuilding
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What is Rigour?

Rigour refers to the strict precision and accuracy with which work is executed in fields like software engineering and collaborative knowledge work (CKW). It entails adherence to standards and best practices for needed outcomes.

The Importance of Getting it Right

Attentive rigour matters because carelessness breeds mistakes. Flaws in logic or bugs in code stem from a lack of rigour. This introduces unwanted surprises, and failures down the line. Rigour is an attitude of mind that zeroes in on getting things right the first time Cf. Crosby, ZeeDee.

The Perils of Getting it Wrong

However, the quest for rigour can go awry when imposed hastily or mindlessly. Establishing rigorous frameworks like requirements analysis, peer review etc. does carry overhead. Teams can get so bogged down chasing perfection that creativity, productivity and morale suffer. Or so much time is spent eliminating small defects that bigger picture progress slows. Like most things, balance is warranted.

The Laissez-Faire Extreme

At the other end of the spectrum from rigour lies the laissez-faire attitude. This French phrase meaning “let it be” encapsulates a laid-back approach where participants have broad freedom to work in whatever manner they choose.

In software and knowledge work contexts, laissez-faire environments feature very few enforced policies, protocols, or mechanisms for ensuring quality. Creativity and unhindered workflow takes priority over rigour. Peer reviews, quality assurance, and documentation are optional. Teams self-organise organically without work standards.

This spontaneity can spark innovation but has pitfalls. Lack of rigour tacitly permits cut corners, gaps in logic, unfinished ideas and sloppy execution. With an easy-going approach, easily preventable flaws accumulate and undermine end results.

In applied contexts like commercial software development, laissez-faire practices practically guarantee shoddy work products riddled with defects. User needs demand rigour not as an obstacle, but as an enabler of excellence. Finding the right balance is key.

The absence of rigour embodied in laissez-faire philosophies may promote freedom. But the ensuing chaos leaves the fruits of hard work easily compromised. Some structure and rigour ultimately serves applied collaborative knowledge work better in the long run.

While cutting corners is not an option, forced rigour without context can mean marginal gains at disproportionate cost. Rigour must enable, not encumber, the pursuit of excellence. Teams that foster a culture where rigour flows from all participants, intrinsically and voluntarily, tend to find the sweet spot. Getting there requires clarity of purpose, patience, and care. Do that and rigour lifts the quality of collaborative knowledge work substantially over time.

What does rigour mean to you and your team?

Why Isn’t Management Working?

October 29, 2023
Antimatter principle, Article, Business, Culture change, Fellowship, Management, Organisational Therapy, Quintessence, Rightshifting
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Why Isn’t Management Working?

Management, often viewed as the backbone of an organisation, faces its own set of challenges. Despite the numerous management models that promise streamlined operations and workplace efficiency, something isn’t quite right. Surprisingly, the dissatisfaction emanates not just from the employees but significantly from the managers themselves.

What’s Causing the Discontent?

Various factors contribute to the malfunction of traditional management approaches. One significant factor is the constant need for control, which limits everyone’s creativity and self-expression. Then there’s the stress and burnout stemming from never-ending deadlines and performance evaluations. It’s not just the team that’s under pressure; the manager feels the heat just as much, maybe even more so.

Are Traditional Approaches Outdated?

Traditional management methods rely on hierarchical models that do not align with today’s rapidly evolving business landscape. These models leave little room for flexibility and adaptation. While they might have worked in a different era, they fail to cater to contemporary workplace dynamics that value collaboration, knowledge work, and open communication.

How Does the Management Paradigm Affect Mental Health?

Mental health concerns are no longer a peripheral issue. When management methods focus solely on performance, they fail to consider the psychological well-being of the individuals involved, including the managers themselves. Anxiety, stress, and a lack of work-life balance become the unintended byproducts of such methods.

Is There a Solution?

Rather than adhering to management, ever more ineffective, organisations might choose to explore alternative ways of directing, coordinating and resourcing the work. These could include flat organisational structures, self-organising teams, fellowship, and even organisational psychotherapy – to tackle inherent workplace issues at their core. These approaches place people over metrics, and folks’ needs over numbers, thereby leading to a more humane working environment.

Is Change Really Possible?

Change often mets with resistance, especially when it threatens conventions and long-standing practices. However, the increasing awareness of the limitations of conventional management is a signal that change isn’t just needed; it’s inevitable. As more organisations shift their focus from stability, conformance and costs, to overall well-being, we may finally see that management isn’t working, and this has been so for a long time now.

Summary

In sum, for organisations to rightshift towards be true effectiveness, it invites a profound reevaluation of the role of management. The shift will be towards more flexible, people-oriented approaches that don’t sacrifice human well-being for the sake of efficiency, stability and conformance. Only then can we hope for a work environment where both the employees and the (ex)managers both thrive together.

We’re Doing Continuous Improvement All Wrong

September 22, 2023
Article, Business, Culture change, Deming, Organisational Therapy, Rightshifting
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We’re Doing Continuous Improvement All Wrong

Why Is Continuous Improvement Still Rare?

Continuous improvement is seldom seen, despite its promised value. Could it be that the rarity of effective continuous improvement is due to flaws in the commonly employed PDSA model?

Does PDSA Trap Us in a Loop?

The PDSA cycle often ends up reinforcing rather than challenging the status quo. A major part of the problem lies in the unchanging collective assumptions and beliefs that underpin the PDSA process.

How Can Organisational Psychotherapy Help?

Organisational psychotherapy can play a crucial role in transforming PDSA from a loop of reinforcement to a cycle of genuine improvement. By focusing on continually shifting collective assumptions and beliefs, by degrees, organisational psychotherapy provides means to redefine the context of the PDSA cycle.

  1. Spot the Blind Spots: Psychotherapeutic techniques can help identify the invisible beliefs and assumptions that guide the organisation’s decision-making process. These revelations are critical in modifying PDSA to truly serve continuous improvement, especially improvement to the organisational memeplex. What counts as “improvement”, here? Improvement means shifitng collective assumptions and beliefs into more productive alignment with the goals, purpose and aspirations of the organisation.
  2. Change from Within: Organisational psychotherapy facilitates a deep, fundamental shift in collective beliefs. This sets the stage for a more meaningful and effective PDSA cycle.

Can Psychotherapy and PDSA Coexist?

The beauty of incorporating organisational psychotherapy into PDSA is that the two work in tandem, feeding into each other for a more dynamic and effective CI process.

  1. Continuous Self-Assessment: Just as in individual therapy, the organisation can choose to engage in continual self-examination to ensure that the assumptions driving the PDSA cycles are current and accurate.
  2. Diverse Perspectives and Open Dialogue: Psychotherapy encourages open communication, which can be valuable in diversifying the inputs in the PDSA cycle. The more perspectives you have, the less likely you are to perpetuate false assumptions.
  3. Mindfulness: While data is important, Cf. Statistical Process Control, organisational psychotherapy adds another layer by focusing on the far more significant emotional and psychological aspects of decision-making.
  4. Iterative Reassessments: Both PDSA and organisational psychotherapy are iterative by nature. Use regular checkpoints to measure the shift in collective assumptions and beliefs and adjust the PDSA cycle accordingly. Cf. Hearts Over DIamonds.

What’s the Way Forward?

By marrying the principles of organisational psychotherapy with the PDSA model, businesses can finally unlock the true potential of continuous improvement and the Deming Cycle. This dual approach not only revitalises PDSA but also equips it to genuinely drive Rightshifting change, rather than perpetuate the status quo.

Radical Curiosity: The Rebel’s Fuel

September 3, 2023
Article, Business, Culture change, Innovation, Management, Quintessence, Rightshifting
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Radical Curiosity: The Rebel’s Fuel

The Underbelly of Conventionality

Let’s flip the script: you’ve heard the old yarns about risk management, balancing ledgers, and synergies in the boardroom. But where do these established narratives lead? More often than not, they funnel us down the same well-trodden paths, offering the comfort of predictability at the cost of innovation. The real elixir that can jolt a business into unfamiliar yet rewarding territory is the element of assiduous curiosity, particularly in the context of countercultural business management.

What Does Assiduous Curiosity Look Like?

Curiosity on its own is a start, but it’s not enough. We’ve all met the ‘bright sparks’, the idea generators, who fizzle out when it comes to follow-through. Assiduous curiosity is different—it’s about marrying the insatiable appetite for knowledge with the rigor of disciplined investigation. This is curiosity that digs, questions, and keeps the midnight oil burning.

For instance, Toyota Kata, a practice developed within Toyota, exemplifies this form of disciplined curiosity. It’s not just about finding problems but systematically solving them through iterative coaching cycles, thereby making the approach to solutions as important as the solutions themselves.

Cultivating Curiosity in a Countercultural Context

Being countercultural in business isn’t about being quirky for the sake of it. It’s about challenging the status quo and saying, “I reckon there’s a better way.” Combining this with assiduous curiosity allows for the exploration of alternative management strategies, financial models, or employee engagement techniques that mainstream wisdom might discourage. You’re not just asking ‘what if?’ but diving deep into the trenches to find out.

Start With the Margins

Scan the landscape for those already defying the norms—whether in social enterprises, disruptive startups, or alternative management theories. Delve into their world through readings, interviews, or hands-on experiences

The Tough Questions

Breaking from tradition means asking unsettling questions, be they about unequal pay or ineffective processes. Here, practices like Radical Candour are invaluable. They encourage us not only to question systems but to foster honest interpersonal relationships as well.

Research, but Not as You Know It

Invest in R&D not just for products or services but also for business practices. Assiduous curiosity is about a sustained commitment to finding out ‘what works’ in an unconventional setup.

R&D isn’t solely for product development. It’s equally crucial for evolving business practices. Companies like Toyota commit to long-term R&D through mechanisms like Toyota Kata, which align beautifully with a countercultural strategy rooted in assiduous curiosity..

Risks and Rewards: What’s at Stake?

Challenges Ahead

Being assiduously curious in a countercultural setting isn’t a walk in the park. You’ll likely face resistance, skepticism, and, let’s be honest, occasional failures.

Radical Candour itself can be challenging to implement. Just like assiduous curiosity, it can lead to uncomfortable conversations and initial resistance. However, these are often the catalysts for transformative change.

The Bounties of the Path Less Travelled

But the rewards are potentially immense. You might stumble upon a business model that’s not just profitable but also equitable and sustainable. You may find a management style that not only improves effectiveness but also enhances employee well-being.

The Toyota Kata method shows us that even in a large, well-established company, nurturing a culture of disciplined curiosity can yield innovative solutions. It’s evidence that the rewards of following an unconventional path can be both profitable and transformative.

The Odyssey, Not the Destination

Assiduous curiosity isn’t a short-lived initiative or an annual retreat; it’s an ongoing culture change. In this vein, both Toyota Kata and Radical Candour teach us that the objective isn’t merely to reach a destination, but to cultivate a culture where relentless inquiry and direct communication are celebrated, even demanded.

So, let’s throw the conventional playbook to the wind and make room for a richer narrative—one where assiduous curiosity becomes the lead actor on the stage of countercultural business management. This isn’t about merely switching out tactics or adopting new lingo. Instead, it’s an invitation to rewrite the very rules that govern how we think about business, management, and leadership. Through the lenses of mechanisms like Toyota Kata and practices like Radical Candour, we can reimagine the fabric of our work environment. We’re not just nudged to question the norm; we’re propelled to dig deeper, speak openly, and strive for continual improvement. In so doing, we not only challenge the existing paradigms but also build new ones that are more equitable, sustainable, and inherently dynamic. How about we embark on this intellectual odyssey, creating a realm where relentless inquiry and unabashed directness are not only tolerated but vigorously celebrated. It’s high time we moved beyond traditional norms to lead and innovate in ways that are as deeply considered as they are boldly unorthodox.

 

The Fall of Agile Consulting and the Rise of Systems Thinking

June 22, 2023
Agile, Alien tech, Article, Careers, Coaching, Culture change, Improvement, Organisational effectiveness, Quintessence, Reinvention, Rightshifting, Software development, Systems thinking
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The Fall of Agile Consulting and the Rise of Systems Thinking

In the shifting tides of the business landscape, staying afloat requires more than just clinging to the past. Twenty years ago, Agile consulting was the golden ticket, but now, that ship has sailed. Welcome to the era of Systems Thinking, where a holistic approach to business reigns supreme. Brace yourself for a journey into the next business revolution that’s taking the world by storm.

A Golden Era Passes

Two decades ago, in the early 2000s, the business world was going through a significant transformation of their approach to software development. Organisations were moving away from traditional waterfall (and ad-hoc) approaches and adopting Agile, shifting from a linear, sequential approach to a more iterative, collaborative one. Agile coaches, project managers, and consultants found themselves in high demand, guiding teams and organisations through the transition and reaping significant rewards. For these individuals, it was a golden era, as companies in all sectors scrambled to understand these new ways of working and better respond to change.

Terminus

However, as the saying goes, nothing lasts forever, and so it was for the Agile consulting boom. Fast forward to the present, twenty years later, and the Agile market has senesced. Most organisations are now familiar with at least the term. The consulting gold rush has tapered off; that particular gravy train has reached its terminus.

Paradigm Shifts

Today, the buzz is all about whole systems approaches and systems thinking. In this approach, businesses are considered as complex systems, an interconnected network of components rather than isolated departments or teams. This perspective encourages organisations to break down silos and consider the wider impact of decisions and changes, leading to more sustainable and holistic solutions.

With the rise of this new perspective, the focus has shifted from software and individual project management methods to an overarching, systemic focus. The challenge is now about understanding and managing complexity, facilitating interconnections, identifying feedback loops, and shifting paradigms.

Reinvention

Can the Agile consultants, coaches, Scrum masters, etc., of yesteryear evolve and learn to navigate this new landscape so as to remain relevant?

Inspect and Adapt?

In conclusion, trends come and go, and those who can adapt thrive. “Inspect and adapt”, anyone? Twenty years ago, Agile was the buzzword; today, it’s systems thinking. Who knows what the next twenty years will bring? It’s a constant reminder that the only thing consistent in business (and life) is change.

Note: If this post has given you cause for concern, I’m always happy to talk things through, one-to-one.

More About the Agile Trap

June 21, 2023
Agile, Alien tech, Article, Culture change, Marshall Model, Memeology, Organisational Therapy, Paradigm shifts, Quintessence, Rightshifting
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More About the Agile Trap

Have you ever wondered why the so-called Agile approach to software development, despite its charismatic promises, so often seems to miss the mark? You’re not alone in this predicament. Many are left puzzled as their Agile transformations fall short of expectations, leading to a mixture of confusion, disappointment, and ennui. The resolution to this problem doesn’t lie specifically within the Agile philosophy itself but within a broader, widely neglected perspective.

Not Designed for Adoption

From the get-go, Agile was never designed for easy adoption by traditional organisations. It demands a departure from conventional beliefs about work and collaboration, and this makes its implementation a real challenge, with its promises of flexibility, adaptability, and rapid delivery. However, Agile often fails to live up to its impish promises. The question remains, why?

The answer doesn’t lie within the intricacies of the approach, but rather with a comprehensive understanding of the organisation as a whole.

The Local Optimisation Trap

Accordingly, Agile transformations almost always degrade into local optimisations – offering immediate and visible local improvements but overlooking the bigger picture, such as flow efficiency across the entire organisation.

The Holistic Viewpoint

This is where alternative approaches such as the Theory of Constraints (ToC) come into the picture. They compel us to go beyond individual departments and silos, taking a holistic view of the organisation, identifying bottlenecks, and developing solutions that consider the broader operational flow.

Paradigm Shift

The shift from local to organisation-wide optimisation isn’t insignificant; it’s a PARADIGM shift. It necessitates a move from focusing on isolated components to recognising the wider interdependencies throughout the organisation.Truly a fundamental culture change.

Regrettably, this holistic view is rarely appreciated in organisations. It’s hard to grasp, challenging to execute, contradicts the prevalent silo-structures, and requires a readiness to collaborate – or even better, to integrate – multiple silos.

It’s a daunting journey, but it’s essential for building a resilient, adaptable, and more efficient organisation.

When we ask, “why does Agile often stumble?”, the answer isn’t found in Agile’s principles or methods. Rather, it’s embedded within the broader organisational mindset (a.k.a. the Analytic mindset), one that often misses the organisation-wide perspective. The journey from Agile’s local optimisation to a broader, organisation-wide approach is not an easy one. Here, Organisational Psychotherapy can help show the path towards significant improvement

Aspire to More

Let’s not limit our aspirations to enhance only the software development sector. Let’s aim to build a balanced, steady, and high-performing workflow across the organisation. This discourse is about reevaluating our understanding, going beyond our existing practices, and embracing the journey towards a more synergistic mindset, and a more holistic approach.

Agile and Beyond

June 18, 2023
Agile, Article, Improvement, Organisational effectiveness, Product development, Productivity, Rightshifting, Software development
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Agile and Beyond

Has the thought ever crossed your mind that you could be wrong, just plain wrong, about the whole Agile thing?

Ever found yourself musing on a quiet afternoon, over a comforting cuppa, if there’s a smidgeon of possibility you could be mistaken about Agile? That perhaps, despite all the hubbub, Agile wasn’t as marvellous an idea as you’ve pegged it to be?

As an observer now on the outside of your community, I can’t help but wonder at the sheer dedication with which you all have embraced Agile. However, every coin has two sides, and it’s not in anyone’s interest to overlook the flip side, is it?

There’s no shame in contemplating that members of the Agile community might’ve got it all arse about face. After all, progress lies not in being unerringly correct, but in learning from our miscalculations and adapting accordingly?

Feel free to comment your thoughts below or reach out privately if this little question has ever tickled your curiosity.

Here’s to open dialogue and continued learning!

Considering an Agile Transformation?

June 9, 2023
Agile, Alien tech, Article, Culture change, Improvement, Innovation, Interactive books, Management, Organisational effectiveness, Paradigm shifts, Quintessence, Rightshifting
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Considering an Agile Transformation?

Are you pondering an Agile transformation for your organisation? Here’s the rub: at best, you’re merely going to catch up with practices from two decades ago. Agile transformation, in essence, is the process of transitioning an entire organisation from its existing approach to work, to an Agile approach. This could mean adopting Scrum, Kanban, or a hybrid of multiple Agile frameworks.

So, you’ve successfully transitioned to Agile. Congratulations, but what have you actually gained? It’s now the norm, not the exception. (And Lame Agile is the prevailing norm). Agile is the minimum, not the cutting edge. It’s high time organisations moved past Agile, seeking innovative, post-Agile approaches, such as “Quintessence“.

There’s no real benefit to running a marathon, only to realise you’re still miles and decades behind the frontrunners.

Get in touch if you’re curious…

The Hidden Biases That Keep Us Hooked on Management

April 6, 2023
Article, Business, Culture change, Doctrine, Management, Organisational effectiveness, Paradigm shifts, Productivity, Quintessence, Rightshifting
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The Hidden Biases That Keep Us Hooked on Management

💡 Are you tired of relying on the idea of “management” as the default solution to organisational problems?

➡ The strong inclination towards management as a solution for organisational problems can be influenced by bias in a variety of ways. These include:

  • Cultural bias: Western cultures tend to place a high value on individual achievement and personal success, which can lead to a focus on hierarchical management structures as a means of exerting control and achieving results.
  • Confirmation bias: Organisations and individuals may be predisposed to seeing management as the solution to problems, leading them to selectively seek out and interpret information that supports this view.
  • Limited perspectives: Management can be seen as the default solution for organisational problems due to a lack of consideration or awareness of alternative approaches or perspectives.
  • Financial incentives: Financial incentives can create a bias towards management as a solution, particularly among those who stand to benefit financially from its implementation.
  • Management industry: The management industry has a vested interest in promoting management as the solution to organisational problems, which can create a bias towards this approach.

Upton Sinclair’s dictum,

“It is difficult to get a man to understand something, when his salary depends on his not understanding it,”

is particularly relevant in this context. Financial incentives and the influence of the management industry can create a powerful bias towards management as a solution for organisational problems, particularly when individuals stand to benefit financially from its implementation.

To address bias towards management as a solution, it is important to maintain an open mind, seek out diverse perspectives, and evaluate potential solutions based on their effectiveness rather than defaulting to a particular approach. This may involve exploring alternative management styles, such as servant leadership, or considering other approaches to addressing organisational challenges, such as self-organising teams, #Fellowship, and #NoManagement.

By remaining open to new ideas and approaches, organisations can avoid the limitations imposed by bias and better address their challenges and opportunities.

Some Reasons Why You Might Choose To Pay Attention To My Works

March 26, 2023
Alien tech, Antimatter principle, Article, Business, Capability development, Conversations, Culture change, Customers, Flow•gnosis, Management, Marshall Model, Organisational effectiveness, Prod•gnosis, Product development, Rightshifting, Software development
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Some Reasons Why You Might Choose To Pay Attention To My Works

Hey there! I’m Bob Marshall, the Organisational Psychotherapist, with a passion for helping organisations transform their culture and improve collaboration. If you’re wondering why you might choose to pay attention to my insights, just let me say that my unique approach can bring profound benefits to all kinds of organisations, especially those involving collaborative knowledge work.

My blog at https://lnkd.in/dytkA2A is packed with insights and stories from my five decades of experience. I draw on this experience, including founding Europe’s first 100% Agile software house and heading Falling Blossoms, the world’s first Organisational Psychotherapy provider. My posts highlight the importance of nurturing productive relationships and fostering a people-oriented culture.

One post that stands out is about the Antimatter Principle, which emphasises attending to folks’ needs to create a thriving, collaborative work environment.

Another post discusses Flow•gnosis, an innovative approach to developing software-intensive products and services.

When you read my posts, you’ll also learn from my decades in both technology and business, including roles at Sun Microsystems, and many other organisations, large and small. This deep understanding of the tech landscape allows me to provide invaluable counsel and therapy to ambitious, progressive technology and digital business organisations.

Moreover, those who have worked with me have nothing but praise for my approach and the results it has brought to their organisations. Time and again, I’ve helped clients create a more humane, people-oriented, and productive work environment that has led to outstanding success.

As the author of “Hearts over Diamonds”, “Memeology”, and “Quintessence”, and the originator of Rightshifting and the Marshall Model, my posts regularly and freely share the foundational knowledge that has contribute to the success of so many of my clients. So, if you want to see a real difference in your organisation, don’t miss out on the wisdom and insights shared on my blog, books, white papers, etc.

Join me on this transformative journey towards elevating your organisation’s performance, and also creating a meaningful, fulfilling work environment that nurtures innovation, everyone’s personal growth, and long-lasting success. Get down with the opportunity to be part of a paradigm shift that’s redefining the way businesses thrive!

🔔🔔🔔🔔

Don’t miss out on the latest insights and strategies for transforming your organisation and its culture! If you find this post valuable, make sure to follow me on LinkedIn, and don’t forget to ring the bell 🔔 to receive notifications whenever I share new content. Ready to unlock your organisation’s full potential? Take action now and reach out for a chat, or visit my blog more transformative ideas. Together, let’s embark on this journey towards unprecedented success! 🔔

And Now For Something Completely Different…

March 22, 2023
Article, Culture change, Innovation, Organisational effectiveness, Product development, Quintessence, Rightshifting, Software development
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And Now For Something Completely Different…

Have you thought about what lies beyond the Agile horizon? Well, it’s something completely different. Companies are now shifting focus towards systems thinking and addressing whole-organization issues. With the changing demographics of the workforce, it’s essential that companies adapt accordingly. It’s no longer about processes, but about embracing culture changes to truly thrive in this dynamic landscape. Companies need to foster a more joyful, inclusive, and collaborative environment that promotes engagement, innovation and adaptability. Exciting times ahead, right?

 

Cracking the Code: Tackling the UK’s Productivity Puzzle

February 24, 2023
Article, Business, Culture change, Macro economics, Marshall Model, Organisational effectiveness, Organisational Therapy, Productivity, Quintessence, Rightshifting
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Cracking the Code: Tackling the UK’s Productivity Puzzle

Productivity is one of the key factors in determining the economic growth of a country, and the United Kingdom is no exception. Over the past few years, the UK’s productivity growth has been slower than other advanced economies such as the US, Germany, and France. This has raised concerns about the country’s long-term economic prospects and the standard of living for its citizens.

The UK’s productivity puzzle has been a subject of much debate and analysis. A range of factors has been identified as contributing to the country’s low productivity, including poor management practices, low investment in infrastructure, low-skilled workforce, and a lack of innovation.

The issue of poor management practices has been particularly significant in the UK, with studies showing that the country has some of the worst managers in the developed world, with a lack of leadership skills, inadequate communication, and poor people management being some of the most significant issues. This has resulted in a workforce that is less engaged, less productive, and less innovative, which ultimately impacts the overall competitiveness of UK businesses.

The practise of management, good and bad, and its root causes has long been a key focus for me and my work (Rightshifting, the Marshall Model, Organisational Psychotherapy, etc. – more details on my blog).

I’ve long felt frustrated at the seemingly intractable issues of management generally, and UK management in particular. Especially as I have evolved a solution that, if adopted, could largely remedy the situation.

The Problem

UK management is mired is what the literature calls “the Analytic Mindset”. This term refers to a certain collection of assumptions and beliefs about work, harking back to at least the late nineteenth century.

These assumptions and beliefs result, in practice, in relatively ineffective ways of relating to the workforce. Ways which inevitably lead to a workforce that is less engaged, less productive, and less innovative than what we know to be possible today.

The challenge? How to enable companies to swap out these existing, ineffective assumptions and beliefs with a relatively more effective set known as “the Synergistic Mindset”.

The Solution

And the solution? Organisational Psychotherapy.

Much like therapy for individuals, OP provides a supportive and non-judgmental space for organisations to explore their assumptions and beliefs, and their resulting policies and practices. With these beliefs surfaced and reflected-upon, fundamental changes are possible. We might call this “culture change”.

In conclusion, the UK’s productivity problem is a consequence of its organisations’ collective assumptions and beliefs about work, and how work should work.

With the right investment in shifting the collective beliefs of UK organisations, the UK can dramatically improve its productivity levels and secure its long-term economic growth.

 

Unleashing the Power of Culture: Navigating the Four Distinct Cultures of Business

February 9, 2023
Article, Capability development, Culture change, Marshall Model, Rightshifting
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Unleashing the Power of Culture: Navigating the Four Distinct Cultures of Business

The Marshall Model of Organisational Evolution provides a framework for understanding the four distinctly different cultures of business and how they impact the overall effectiveness of an organisation.

According to the model, there are four basic mindsets or cultures that exist in organisations: Ad-hoc, Analytic, Synergistic, and Chaordic. Each of these cultures is defined by specific characteristics and beliefs – beliefs that shape the way work is done and the results that are achieved.

Ad-hoc organisations are defined by a lack of attention to the process of work. There is little recognition of the importance of defining how work should be done and little effort is made to improve work processes over time. The focus is almost entirely on getting the work done, regardless of the process.

Analytic organisations, on the other hand, have a command-and-control style of management and a focus on costs and efficiencies. Middle-managers that characterise this culture are seen as the owners of the way the work works, responsible for allocating work and reporting on progress.

Synergistic organisations embody the principles of the Lean movement and have a focus on shared purpose, learning, flow of value, and effectiveness. This culture typically has a Theory-Y orientation and values people over processes.

The final culture, Chaordic, represents a shift from a focus on shared purpose to a focus on embracing and exploiting supreme performance only possible on the border between order and chaos. This culture is characterised by an emphasis on “positive opportunism” – being ready to identify and exploit every new opportunity the moment it emerges.

In conclusion, the Marshall Model provides a valuable tool for understanding the different cultures of businesses and how they impact the overall effectiveness of an organisation. Organisations can continually improve their effectiveness by recognising where they are in the model and choosing appropriate strategies to move forward (Rightshift). By embracing a culture that values people and shared purpose, and focuses on awareness, learning and innovation, organisations can perform way beyond expectations and industry norms.

Power To Effect Change

June 25, 2022
Article, Community, Culture change, Organisational Therapy, Rightshifting
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Power To Effect Change

We are all powerless to effect change, excepting together.

Deming emphasised that organisational tranformation and change must start with individuals changing their own personal assumptions and beliefs.

Yes, change starts with ourselves, but we may see little impact outside of ourselves until we get together to support one another and build a movement to action, to changing our group or community’s collective assumptions and beliefs.

Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.

~ Margaret Mead

OTOH folks not needing to see change can carry on in isolation, ploughing their own furrrows, with no need for cooperation, community, or messy human interactions.

– Bob

Further Reading

Kahane, A. and Barnum, J. (2017). Collaborating With The Enemy: How To Work With People You Don’t Agree With Or Like Or Trust. Berrett-Koehler Publishers, Inc.

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You Don’t Understand Software Delivery

June 8, 2022
Article, General, Lamentation, Productivity, Rant, Rightshifting, Software Delivery
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You Don’t Understand Software Delivery

And the more senior you are, the less you understand. Even if you were once a developer, given that most developers don’t understand software development / software delivery, a developer background is not going to help you much.

Who does understand software delivery? Folks who have studied it as a discipline. And that’s precious few indeed. Of all the “development” folks I’ve met over the years – and that’s thousands – wayyy less than one percent actually have an effective understanding of the field.

Yes, there’s thousands upon thousands of folks who understand coding (programming). But that’s not much help at all in forming a broader and effective understanding of the wider software delivery discipline.

The upshot? The software industry is stacked to the gills with folks who have no clue what they’re doing, except in the narrowest of specialism. And worse, no ability to recognise the one percent. Result? The blind leading the blind. And the hegemony of the one-eyed man.

– Bob