Campaign: Sessions

Indicators for Companies Culture and How to Change

I think there is much talk about companies strategie and vision all the time in many companies. But there is little talk about companies culture. Why is this? Because culture is much more difficult to state and to change than strategy. I think, the stoosian ideas are much about changing company cultures and thus I propose, to discuss the following questions in a session: 1. How can a companies culture be described (and ...more »

Submitted by

Voting

28 votes
Active

Campaign: Sessions

Management is dead! Grasping the new model & methods for change

Management, the organization technology, is based on fundamental principles that we inherited from the industrial age. Those principles were good enough for that time and indeed led to fantastic increases in efficiency in the past. Today, however, these principles prove toxic and stand in the way of motivation, effectiveness, innovation, success, and indeed work. In ths session, the aim is to understand and reflect upon ...more »

Submitted by

Voting

28 votes
Active

Campaign: Sessions

Organize for Complexity. How to make work work again

In this session, we will discuss the urgency and the vision for organizations to become truly robust for complexity, as well as fit for human beings, in order to make work work again for the individual, and for organizations as a whole. We will also discuss how that can be done, from the point of view of internal and external change agents. INTRODUCTION. The notion of dividing an organization into functions, and ...more »

Submitted by

Voting

26 votes
Active

Campaign: Sessions

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 »

Submitted by

Voting

14 votes
Active

Campaign: Sessions

Being the change you want to see in the world

So here we are, changing the way organizations are being managed. Whether or not we are "managers" ourselves, we are part of "managing" our organization. One way or another. That's why I like Mohandas Karamchand Gandhi's saying "be the change you want to see in the world." It reminds us that all change starts within ourselves, as a light for people to follow. So...how can we be lights that initiate change? I hope this ...more »

Submitted by

Voting

12 votes
Active

Campaign: Sessions

Learning for complexity. New approaches for knowledge-building

It’s a fact, we are living in the ever increase complexity times, as “change agents”, we still want organizations and their leaders to change their mindset so they can better perform within such circumstances. Now, think about it, if change and learning walk hand in hand, in order to enable organizations to achieve that goal, shouldn’t we radically change the way we’re educating and advising those organizations and their ...more »

Submitted by

Voting

12 votes
Active

Campaign: Sessions

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.

Submitted by

Voting

10 votes
Active

Campaign: Sessions

Leading change good practices

As an external change agent one of the things you have to come up with is some kind of adoption plan. It is debatable if change can be planned and managed but as a consultant you cannot just tell your potential client that you'll just inspect & adapt... well you can but you will probably not get hired if you do! I would like have a working session where people can discuss and exchange their favorite practices/techniques/workshops ...more »

Submitted by

Voting

10 votes
Active

Campaign: Sessions

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 »

Submitted by

Voting

7 votes
Active

Campaign: Sessions

Dealing with Generation Bottleneck

As change agents, we've all faced this issue: "yeah, those ideas are great, I'm eager to try them, but my boss won't let me". Many times it's just plain cognitive dissonance, a way to step out from the difficult task of changing the system by finding some fictitious reason that justifys your surrender, but on many other cases it's a real problem: a generation of Command-and-Control-ish managers that have been trained ...more »

Submitted by

Voting

5 votes
Active