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


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    Entries in culture (8)


    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.


    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.

    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: 


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