ish:

The Problem with our Pursuit for Perfection and the Life-Changing Practice of Good Enough’

 

- my new book -

 

 

 

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Conference Keynotes 

Half, Full and Multi-day Learning Experiences 

Facilitated Programs

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 I'm speaking at 

 

AGILE USA 

August 2019

Keynote

 

 

 

 

SIRF RT

August 2019 

Keynote

 

 

CPA Congress 2019 

 October 2019 

Perth

Brisbane

Melbourne

 Canberra

Sydney

Adelaide

 

Keynote & Workshop

 

 

 

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New Keynote and Workshop


 

 

_______________________
 

 

 

Comprehensive 2 day program runs next:

 

MELBOURNE

October 3 & 4, 2019

__________________

 


 

 

 

 It's not 'drawing'...

It's 
VISUAL

SENSEMAKING

with Lynne Cazaly
using The Visual Mojo Method
 
1 day practical workshop for your team
Build this powerful, influential skill to help make sense of change, communicate clearly and engage people in the most challenging situations
  

Tickets via Eventbrite

SYDNEY - June 27

MELBOURNE - September 11

PERTH - October 7


or... contact Lynne to arrange a workshop at your workplace 

 
____________________

 


 

 

 

 

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    Friday
    May172019

    Managing information overload in a world of too much %$#&* information

    The Institute for the Future said cognitive load coping was a 'got to have it' skill for 2020. I've been keynoting at conferences on Day 1 giving delegates these much needed 'cognitive load coping' skills.

    Are we ever 'taught' or 'shown' what to do in a situation of information overload? Many people zone out, reach for the comfort of their mobile device, feign understanding (head nodding) or daydream.

    Info overload at conferences happens:

    🐌 g-r-a-d-u-a-l-l-y (end of Day 1 you feel zombie-ish)

    or

    🚀 rapidly (presentation is so fast, laden with charts and stats you lose the threads ... gone).

    Part of the 'it's all too much' zone is when we foolishly choose to REWORK information. We store it (take photos of slides at conferences, save PDFs, type notes, screenshot stuff) fully intending to 'look at it later'.

    But it's one of the most ineffective and inefficient ways to handle information overload. Rather, get up out of the 'it's all too much zone'. It's worth building the confidence and capability to handle all that information, live ... in the moment so you are indeed 'all over it'.

    Friday
    May172019

    Know where your thinking is at

    With all the information flooding in to our mind - posts, meetings, documents, reports, media ... plus the things we make up in our own mind - knowing where your thinking is at is a powerful form of self-leadership.

    Where are you?

    ⬅️ Are you at HINDSIGHT - the past? This is about stories, sharing what happened and it helps us make sense of now or the future via what has already taken place.

    ⬇️ Are you at INSIGHT - the now, present? This is where information is coming in ("incoming!!") and we need to interpret it, connect it and integrate it.

    ➡️ Are you at FORESIGHT - the future, thinking about the next? This is about predictions, projections of what might happen (based on what happened in the past or what's happening now).

    None of them, or any of the locations are wrong or right. It's the knowing where you're "at", this is the powerful thing about thinking and sensemaking.

    Sensemaking is understanding the deeper meaning of things and how we connect the dots. Are you aware of how you make sense?

    Friday
    May172019

    We are more than pale, male stale

    Quote diversity.

    For your blog, presentation, proposal or slide deck … when you want to quote someone, quote with diversity. There’s a bias here and we need to act on it to counter it.

    Not all your quotations need to come from Steve Jobs, Albert Einstein or Henry Ford. It’s worth finding greater diversity. You don’t need to choose from the first 4 quotes that come up when you Google ‘innovation quotations’ or ‘leadership quotes’. It’s lazy … and biased.

    Source unique quotes from podcasts, interviews, books, blogs, articles, videos. When you do Google ‘leadership quotes’, go further than the first 4 or 24. Go deeper and wider to get diversity.

    If a woman, a person of colour, a person with a disability, a person of a different cultural background, an LGBTQIA person is reading your proposal or reading your blog where you quote the same old quotes that are 'pale male stale’ ... good luck with that.

    And ... if they are your target market, audience or decision maker, oops .. good luck with that.

    Go for greater relevance and connection to more people; not that are quick or convenient to 'copy and paste'. It’s actually not that hard ... once you notice it, and then work to remove the bias. 

    Tuesday
    May142019

    Beware the thieves of clarity

    Are you tuned in to what steals clarity in your team, unit or organisation?

    Is it meetings?

    Lengthy reports?

    Status updates?

    Decks and presentations with complicated models, too much text, too many chevrons, arrows and ‘pillars’ or icebergs? 😜

    The race is on for meaning and understanding. The sooner we understand, the sooner we can make decisions, get into action and get feedback and insights on that action.

    But how much might we hiding behind work, tasks and activities that actually steal clarity, create ambiguity and generate more confusion? Do we busy ourselves working on stuff that doesn’t really support clarity … but rather steals it?

    In this complex world, it’s better to be known for being able to cut through and get to clarity; not overly simplified, not dumbed down … just c-l-e-a-r. Today, be on the look out for the thieves of clarity. Don’t let them get away with it. Bring it back, hold onto it, keep it together because other people in the room, in the team, across the organisation need you to … stand up for clarity.

    What do you see that steals clarity and understanding in your world of work?

    Monday
    May132019

    Respect the old please

    'Push the new. Drive the change. Create urgency. Move on.'

    These phrases are part of transformation at work - everyone’s on 'a journey' and many a leader wants us to ‘move on’. Those labelled 'laggards', are derailing change efforts, resisting the new.

    But maybe it’s those who are 'pushing the new' who cause problems by resisting the old, not acknowledging the past. 'We’ve got to move on’ is so dismissive; I never use it in workshops or sessions.

    During change, it's vital to spend some time acknowledging and respecting the way things were. For longer-term employees, dismissing the past, asking them to move on could feel like their efforts are dismissed, their purpose, previous roles, the work they did and their commitment ... dismissed.

    Could we respect the old before moving on with the new, please?

    In Stockholm last week - speaking at the software architect's conference - I visited the ‘old town’; part of the city that’s been preserved, recognised and curated so that in the present day we can understand, learn and respect it.

    We learn where things come from, what it used to be like and it builds empathy and respect.

    What happens when we 'move on' too swiftly? 

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