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Browse Ideas with tag 'organizational culture change':

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  Should we give up on the big organizations?

  Everybody who has tried to change organizations know how hard this can be. Changing people’s beliefs and values is a pretty difficult thing to do on its own. The larger the number of people you want to change the more effort is needed to pull it off. If we want to convert traditional organisations to Stoosian organisations we need to introduce a lot of new memes and replace some old ones. (meme - an idea, behavior or ...more »

  Everybody who has tried to change organizations know how hard this can be. Changing people’s beliefs and values is a pretty difficult thing to do on its own. The larger the number of people you want to change the more effort is needed to pull it off.

  If we want to convert traditional organisations to Stoosian organisations we need to introduce a lot of new memes and replace some old ones. (meme - an idea, behavior or style that spreads from person to person within a culture). Our problem is that larger organizations have an arsenal of defense systems in place to ensure cultural change is minimized. Most organizations aren’t aware of these. They come in the form of: new hire workshops, management development programs, trainee programs and quality and control departments with their endless streams of procedures and guidelines. These defenses freeze the current dominant memes and hunt new ‘threatening’ ideas with a ferocity which reminds us of the Spanish Inquisition.

  What I want to do in this session is to explore and discover ways to bypass or destroy those defense systems. I have some ideas, but definitely not the answer (else this session was called: “Do X to save big organizations”). I hope some creative and caring people want to join this open session and find some answers. Because I really don’t like the idea that larger organizations are beyond rescue.

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  Submitted by Community Member 10 months ago

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  Management and corporate culture hacking

  This week, at the the first Stoos satellite Berlin meetup, Simon came up with the term 'hack' as something he would like to take home from the Stoos stampede. I'd like to build on this idea and propose a session about hacking the corporate and management culture. “Cultural Hacking can be understood as infiltration into systems and the changing of their coding. It is a critical, often even subversive game with cultural ...more »

  This week, at the the first Stoos satellite Berlin meetup, Simon came up with the term 'hack' as something he would like to take home from the Stoos stampede. I'd like to build on this idea and propose a session about hacking the corporate and management culture. “Cultural Hacking can be understood as infiltration into systems and the changing of their coding. It is a critical, often even subversive game with cultural codes, messages and values.” (Johannes M. Hedinger, http://culturalhacking.wordpress.com/cultural-hacking/).

  Using the concept as a metaphor I would like to collect or design hacks, that could potentially change (management) culture within organizations. The intended outcome of the session is a list of actionable Stoos hacks. A hack would have a brief description like a how-to, the context, the issue it tackles and a way to find out if it is working.

  For inspiration:

  Here's a 5:24 clip with Seb Paquet explaining the concept of a culture hacker: http://www.slideshare.net/sebpaquet/how-to-become-a-culture-hacker-seb-paquet-ignite-2010

  Here's an art work by Francis Alÿs: http://www.haaslab.net/2012/06/when-faith-moves-mountains.html as a great example of a cultural hack - the hardest part (as always) is finding out how to measure success.

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  4 comments for Idea: Management and corporate culture hacking

  Submitted by stefan.haas 11 months ago

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  Using Complexity to Accelerate Higher Consciousness

  In the context of VUCA (volatility, uncertainty, complexity and ambiguity) it is incredibly tempting to tackle handling these conditions as an organizational task; on the to-do list. Yet there is an opportunity to use these conditions to expand perspective and shift mindsets to a higher level of consciousness. At this level the invisible becomes leverage for creating shared value. The side effect is higher levels of ...more »

  In the context of VUCA (volatility, uncertainty, complexity and ambiguity) it is incredibly tempting to tackle handling these conditions as an organizational task; on the to-do list. Yet there is an opportunity to use these conditions to expand perspective and shift mindsets to a higher level of consciousness. At this level the invisible becomes leverage for creating shared value. The side effect is higher levels of engagement and greater personal and organizational well being & meaning. Companies that follow nature's principles outperform their peers in good and tough times. They see the value. What if VUCA conditions exist to accelerate the evolution of the role of business & higher performance?

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  2 comments for Idea: Using Complexity to Accelerate Higher Consciousness

  Submitted by Dawna Jones 11 months ago

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  10 votes

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  Using Personal-Professional Growth to Adapt Business Cultures

  Biologically the same principles that govern our growth and evolution as a person govern the beliefs and mindset underpinning business cultures. What if we applied that knowledge to accelerating adaptability and ability to see and work with what we can't see... The forces that create results, both intentional and unintentional.

  2 comments for Idea: Using Personal-Professional Growth to Adapt Business Cultures

  Submitted by Dawna Jones 1 year ago

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