Melbourne

December 11, 2017

 

______________________

 

 


 

------------ 

 


 


 

Comprehensive 2 day program

2018 Dates

Quarter 1

Melbourne: Feb 12 & 13

Brisbane: Mar 19 & 20

 


_______________

 

 

 

 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

Contact Lynne to arrange a workshop at your workplace 

 
____________________

 


IDEA WRITE PUBLISH

A 90 day ONLINE program to write & publish your book 

Start when you're ready & enrol anytime

 

____________________

 

 

 

Get the free Mini-Book on Sensemaking

This form does not yet contain any fields.

     

     

     

     

     

     

    Join with me to receive & read my enews tips, templates and advice
    Read the latest
    and
    Subscribe to my newsletter  

    'Each week I delete plenty of enews and emails; this ain't one of 'em!' - Martin, Project Consultant
    'There is always something helpful, interesting, impactful in your enews Lynne. Love your work!' - Tim - Project Manager/PMO

    'Love it! A quick read with brilliant information, advice, support and ideas I can apply right away. Thank you.' - Jane, Team Leader

    Contact Lynne Cazaly

    e: info@lynnecazaly.com

    m: +61 0419 560 677

    PO Box 414, Albert Park   VIC   3206 AUSTRALIA

     

     

    Entries in culture (5)

    Thursday
    Jan282016

    When your meeting culture sucks: 8 ways to refresh

    The meeting culture in many companies sucks. It’s no surprise given how last century some of our meeting behaviours are. We have meetings that are too many, too long, too little achieved, too much talk, too frustrating… it’s all too much!

    The culture of how we meet can be deeply ingrained in an organisation. There are plenty of unwritten and unspoken rules that get followed simply because that’s how it’s been done for years.

    And because we expect (or hope?) that so much will get done in our meetings, we owe it to our schedules, customers, colleagues (and families) to get as productive as we can.

    Here’s how to inject some fresh thinking and behaviour into your workplace meetings for this week, month, year:

     

    1. Have less: Say ‘no’

    This is a classic piece of advice. Start fresh this year. Don’t meet if you don’t need to and if you do need to...

     

    2. Have shorter: Time box it

    Ok yes, you’re going to meet but keep the duration shorter. Use the technique of time-boxing; set a timer on your phone and go for the surprise of a seven, 16 or 23-minute meeting. I like to use a humorous ringtone for the alarm like zombie noises, spaceships or the theme from a well-known sit-com. It always gets a laugh, breaks the tension and inspires people to refocus for the next topic.

     

    3. Go visual: Show me

    Help people cut through all the blah-blah. When people can see what you mean, they’ll understand quicker and you’ll make faster progress. Everyday I work with leaders and teams and use sensemaking or mapping techniques with them. You don’t need to be able to draw. Pick up a marker and capture the key points, those ‘in-a-nutshell’ comments on a flip chart, whiteboard, tablet or note pad. What shape is their idea? Map that. The meeting will be 25% shorter once people can see what they’re talking about.  

     

    4. Follow a process: This then that

    Too many meetings follow an agenda - if you’re lucky - but no process. A process outlines how you’re going to handle each agenda item.

    The default tends to be ‘let’s all talk about it’. Here the whole group of the meeting talk (or interrupt each other) to put their views forward. But it’s so challenging to move from the talking about your opinion, to the brainstorming solutions part and then try and get to making a decision – all in the one breath. 

    Borrowed from the world of professional facilitators, a process will help you confirm the facts or background, then hear opinions, then generate ideas and finally, agree to actionsHere’s my advice on an Accelerated Meeting Framework that just works and how to do it. 

     

    5. Stay creative: Yes and…

    Aim to include more creative techniques in your meetings, workshops and sessions. I’m not talking about ‘Pass the Orange’ or ‘Bust the Balloon’ party games by the way! I love to borrow from the world of improvisation. The Improv Encyclopedia is a rich trove of creative loot for groups and teams to be more innovative, ingenious and collaborative when they get together.

     

    6. Get inspiration: good better best

    It’s practical to aspire towards ‘better practice’ if you can’t quite get to best practice yet. Do this by learning from other fields and businesses that nail their meeting productivity and culture 

    There is a lot to learn about productive collaboration from the Scrum methodology used by many software and tech companies, and increasingly other industries and businesses. This is thanks Jeff Sutherland – one of the inventors of Scrum and his practical book ‘Scrum’. 

     

    7. Stand up sometimes: No chairs required

    A popular scrum approach is to have a daily standup meeting. Simply start by removing the chairs and tables from your meeting; you’ll have shorter, more focused and productive meetings right away. You don’t even need a meeting room for this! Stand up in your workspace. I saw a Zara retail team having their morning standup huddle between the shorts and the shoes!

     

    8. Change your environment: Love thy neighbour

    Break your habits and patterns of same/same; the same rooms for the same meetings. In workplaces where it’s challenging to find a meeting room, why not go outside? Try walking meetings, go to a cafe or other unusual and inspiring venue like sports courts, community colleges, bowling alleys, community theatres, swimming pools, the beach or lake, local park or other recreation facility. Take a deep breath while you’re there!

    A client recently hunted out some meeting room locations in the businesses that were next door or nearby. Now they have some inspiring collaborative ventures up and running that started just by finding out who was in the neighborhood and whether they might have some meeting space available.

     

    9. Bonus tip: Stay open

    If someone else in the team brings along some creative and cultural shifts to the way you meet, collaborate or communicate this year, take it… stay open. Say ‘yes’. Experiment, test and try.

     

    Try hitting ‘refresh’ on your meetings, workplace, collaboration and communication habits. Test and experiment with things to find what works and keep at it. Avoid falling back into lazy meeting habits or you’ll have the same things, creating the same outcomes and getting the same results. That’s so last century!

    Tuesday
    Nov102015

    How inspiring are you as a leader?

    Straight up then: how inspiring are you as a leader?

    Do you even know?

    Television’s Dr Phil McGraw often asks guests getting some pop-psych on his Oprah offshoot program ‘Dr Phil’, 'How much fun are you to live with?'

    It's a brilliant question that will put you in the shoes of your partner. But the same can apply to workplaces, organizations, teams, leaders and groups.

    So how much fun are you to work for? Work with? Collaborate with? Communicate with? Do you even know? Do you need to have a chat to someone?

    Think of it like a bellows that fuels a fire with air. At the historic re-enactment tourism village in regional Victoria, Australia, about 90 minutes from Melbourne, there’s a place called Sovereign Hill.

    Here you can buy boiled sweets, watch people wear clothes of the pioneer days or get your name printed on a bushranger ‘WANTED’ poster. On a school-day visit in years gone by, I remember seeing the impact of the bellows at the town blacksmith. The Smithy would be operating the bellows using a foot-pump to stoke, feed and ‘air’ the fire and then he’d be tapping, belting and chinking out horseshoes and other historic items of metal blacksmithing in between whooshes of air.

    When you look at bellows, you see they have two actions:

    • first they draw air IN ...
    • before they can blow it OUT.

     

    Do you give or take?

    Are you the sucking-air-in kind of person… squeezing the life out of; the one who brightens a room just by leaving it? Do you leave people deflated and flat, beaten and feeling hopeless? Do you even know? Oh how depressing! No no!

    Rather… be the one who gives with (good) air and energy and possibility and hope. Make the environment, space, team, project and business feel fired up with air and energy because of you. Whooosh – blow fresh air and energy into the environment. Be inspiring! 

    Be filled with possibility

    When you’re leading change in a team or organisation, you have to fill the air and the environment with possibility and hope and ‘yes we can do this.’ This is not ‘yee-ha’ but rather a great feeling of capability, high likelihood and a sense of ‘we’re gonna do this because….’ and ‘we can do this because…’

    If I followed you around for a week (not in a creepy way), what would I see? How inspiring are you as a leader? 

    Friday
    Jul312015

    Think. Build. Ship. Tweak. 

    Forget the days of heading to the CD shop to buy a CD – just stream what you want to listen to via an online service like Spotify.

    So how does a business like Spotify get their sh*t together and take on a market, and an industry and revel in the opportunity to disrupt?
     
    Henrik Kniberg shined a light on some of the leadership and management insights of Spotify at a conference recently - he's been working as a lean and agile coach.  

    Go anti-silo and have squads and tribes
    Henrik reckons a minimum viable bureaurcracy is the way to go…to group people into tribes; to have squads of people who collaborate with each other to find the best solution. These groups cut across the organisation. It’s somewhat of an anti silo strategy.

    Healthy culture heals broken processes
    Don’t try and scale your product or service – rather, descale the organisation. A healthy culture is what will heal broken processes. We’ve all felt the pain of a broken process when we’ve interacted with a business or organisation and things just didn't go well :-(
     
    It seems that control is dying but not yet buried. In fact it’s trust that flourishes; it’s more powerful than control. Having autonomy across the organisation means you can move fast. Be agile.

    What agility looks like
    In Henrik's words, agility looks like this:

    • Think it
    • Build it
    • Ship it
    • Tweak it

    Don’t you love it?
     
    And it's alignment that enables the autonomy. Without people being aligned to the vision, plan and purpose, you’ll create fear, silos, yawn culture, and a host of flow on problems.

    Fail fast ... and recover from it
    You’ve got to let people make mistakes. To fail fast. But then recover from the failure.

    I think too many leaders think they're encouraging failure yet secretly fear failure because it takes so damn long to recover from it – “hmmm, best to not go there at all,” they think.
     
    Rather, go there. Fail it fast. But Henrik says limit your ‘blast radiance’ – limit the effect of the fail and how far it impacts around the organisation.

    Are we learning anything people?

    Leverage the learning from the fail. And further, you’ve got to then share the learning from the fail. Trust and support people.

    Contemporary leaders of today have to let go and let their teams make sense of what needs to be done and how to do it. Community is what matters.
     
    Move fast, fail fast, limit the blast.
    Think. Build. Ship. Tweak.

    Tuesday
    Dec162014

    Getting Back to Joy

    How do you Build a Workplace People Love?



    It's a time of year when 'joy to the world' and 'peace and goodwill to others' is seen on baubles and banners and heard in songs, hymns and cards. 

    Many teams wind up 2014, with an eye on 2015 and breathe a sigh of relief at the year's end.

    We often see more human interaction at this time of year; more support, more engagement, more concern - particularly amid tragic events or fearful challenges.

    We are, above all, human. This message was loud and clear at the Above All Human innovation conference in Melbourne last week. No matter the work we do, whatever the field or sector, it still involves people, is for people and has to do with people. Can we bring more of this engagement, support, concern.... joy.... to the workplace?

    Richard Sheridan of Menlo Innovations, thinks we can. We can build workplaces people love... if we just add joy. Richard says we do important work. So joy matters. And the company he's a part of welcomes dogs, babies, conversations, (no cubicles or pods by the way), but there's plenty of book sharing (without having to 'sign out' which book you've taken) and so many other sweet tools that make work human and joyous. 

    If you can get back to the joy you felt when you were a little kid, you would be:
    • doing the work you love, with people you like, the way you want (a key element of Thought Leaders)
    • experimenting
    • trusting the team
    • flexible
    • embracing learning.
    To build a workplace people love, keep out of chaos. That's the land of not getting anything done!

    Bureaucracy isn't much fun either. Too much red tape.

    Between chaos and bureaucracy is ... structure. This structure is based on human relationships. 
    It's about building an open and collaborative culture and then you can create the environment that will fit that culture.

    Allow support, empathy, and encourage creativity; let in some joy and you and your team will do great work... and love the people and the place and the fact we are all... human.
    Saturday
    May312014

    Can you really change the culture of an organisation?

    School Principal Jihad Dib spoke at TEDxSydney recently - and shared his story of how a school can go from barbed wire … to belonging. 


    Imagine a school community where people had given up.

    But this education and community leader said 'where there's a heartbeat, there's life'. He believes the trajectory and culture of any organisation can be changed. 

    You can see Jihad Dib's TEDxSydney 2014 talkhere...

    and my visual notes below: