- 07/01/2017Accidental hero's. Who are these characters in your organisation?An Accidental Hero - Spectrum Training Serviceswww.spectrain.co.uk An Accidental Hero a story of leadership a scarecrow, a tin Man, a lion characters who underestimated...
- 06/01/2017Learning Design and The Art of Seduction....How do we seduce learners?Learning Design and The Art of Seductionwww.spectrain.co.uk Learning Design and The Art of Seduction seductive detail is text graphics,narratives,voice, animation,with the purpose of arousing a learner’s...
- Producer08/12/2016The Rise of Organizational MediocrityThroughout my career, I've made it a point to stand in the line of excellence, it was much shorter than the one next to me, mediocrity. Over time I watched my line shrink and the other grow at an exponential rate. The people standing in my line...
Comments24/01/2017 #4 Zacharias Voulgaris 🐝Agreed! Mediocrity is more like a disease, which unfortunately is hard to treat and, most importantly, easy to tolerate nowadays. If everyone had an attitude of excellence (which doesn't mean that you have to be excellent but at least make an effort for that), the world would be such a great place...08/12/2016 #3 Preston Vander VenGreat Article. I wanted to share what I heard in an audio I was listening to. The speaker said that mediocrity was the result of the comfort or slight discomfort zone and excellence was result of someone taking action due to two reasons. The first reason of this action is a vision, like a positive goal, and the second is not a set destination yet only to leave where they are, their "pain".
He ended comparing mediocrity with a joke about dog laying on a porch making moaning sounds. The friend of the owner of the dog says, "What is wrong with your dog?" The dog's owner replies, "He is laying on a nail. It just doesn't hurt enough to move."08/12/2016 #1 Renée 🐝 CormierThere are many things that get accepted by people in organizations that should never be tolerated. Any sales manager could tell you that. The truth is, life itself is full of things we accept that should not be tolerated. We live in the circumstances we are in (good or bad) purely out of choice. Human nature is to choose the path of least resistance. We continually seek out comfort unless being uncomfortable in the short-term will give us greater comfort in the long- term (but not always). Very few people are willing to look deep enough into the future to predict the long-term consequences of any given set of behaviours.
- Producer17/11/2016Cold-Hand Syndrome. Workers who only use one hand in front of a computerINTROSomeone entrusts you the task of building a brick wall, basically:1. You hold a brick in one hand and the other holds a pointed trowel to apply mortar2. Once you place the first brick, the idle hand can now grab a second brick while the other...
- Producer16/11/2016Creating the Conditions for Business and Personal Vitality PART 1Atlassian Foodbank THE STATUS QUO The status quo on reviewing the health of a business often looks like a medical diagnostic looking for the visible and measurable. We may look at numbers of clients, money in the bank, costs, turnover,...
Comments29/11/2016 #22 Deb🐝 LangeThanks for doing that extra research @CityVP 🐝 Manjit#21 there are many experiments and studies that are not valued at the time. I was lucky enough to work with a Manager and his Unit for a year in one of my consultancy projects.we did transform the culture from control and alienation to high trust and collaboration, etc We did not realise how good work was until the end of the year when the Unit self organised to review the year, and plan the next one. the barriers we dissolved and the emergence of good will and creativity were significant.28/11/2016 #21 CityVP 🐝 ManjitThe final part of my inquiry and fascination with what you introduced in this buzz with the Peckham Experiment was finished this morning as I investigated actualities about the closure of the center. Mythologies tend to be built up over time and it is always both prescient and insightful to get a deeper understanding of why a center that was so progressive in this thinking was shut down. That evidence is available and it balances out what led to the closure of the center.
‘Smashed by the National Health’? A Closer Look at the Demise of the Pioneer Health Centre, Peckham by Philip Conford
This piece completes the picture of the Peckham Experiment for me and in addition adds something fundamental to my knowledge, which was Scott Williamson's attempts to create a practice that opposed pathological thinking i.e. an alternative to pathology, which he called "ethology". It turns out that ethology is credited to others rather than anything to the Peckham Experiment and here one paper does discuss "Human Ethology and the Pioneer Health Centre". This document also introduces the role of Michael Chance and his encounter with the Peckham Experiment.
Between the Clinic and the Laboratory: Ethology and Pharmacology in the Work of Michael Robin Alexander Chance
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2766138/28/11/2016 #20 CityVP 🐝 Manjit#19 I know about this experiment because you introduced me to it and then I was captivated all Sunday afternoon to learn more about it. What I instinctively know that projects like Peckham are only kept in the public consciousness by people who have a much more extensive time relationship i.e. they can think over much longer-terms and therefore have a larger perspective.
This is where one individual in that project caught my attention and that was Eileen Conn MBE. I noted her work in Whitehall, and her work on Living Systems and Complexity. In 2010 she was involved in a discussion at a gathering of the 1st International Workshop on Complexity and Real World Applications in Southampton.
1st International Workshop on Complexity - Discussion : Are Conversations Emergent?
What I find in the discussion is the usual organizational references such as Chris Argyris, but also mention of Ralph Stacey, who is still alive and whose work I find most compelling as a thinker. It was through Stacey I saw a richer view of uncertainty.
Ralph Stacey - Complexity and Paradoxes 2015 Video
Along with Eileen Conn, Dr Lisa Curtiss is another keeping the Peckham Experiment in the community consciousness and her interview with Henrietta Trotter (who was involved in the original Peckham Experiment) is interesting also
Interview: Lisa Curtiss with Henrietta Trotter
https://www.iriss.org.uk/resources/irissfm/peckham-experiment-henrietta-trotter-conversation-lisa-curtice27/11/2016 #19 Deb🐝 Lange#18 Dear @CityVP 🐝 Manjit wow, you certainly know about this experiment. One of my formal studies is in Social Ecology - I gained a Masters Degree through my own research on my own practice as a Management Consultant working with organisations many years ago. My Professor, Richard Bawden for my thesis was the Professor of Systems Thinking. Western Sydney University is renowned for systems thinking. The Peckham Experiment was brought to my attention by the Head of the Social Ecology Faculty. Emeritus Professor Stuart Hill, who is now retired from university life. Peckham is profoundly important. I have been lucky in my career to work with some Managers who have been willing to experiment and shift controlling cultures to cultures where people have the freedom to self-organise. This has contributed wonderful results. But this experiment for 14 years has the evidence that I need to provide. Unfortunately, I do not have statistics for most of my work, it is all anecdotal, even over a year, as we did not know we would create such success. We were experimenting. Today more than ever people want evidence before experimenting and Peckham is a rich source of evidence.27/11/2016 #18 CityVP 🐝 ManjitThe bit I did not read before a.k.a. "The Peckham Experiment" simply captured my imagination as I realized what it was I reading. When Williamson died in 1953 and Pearse died in 1978, I am sure that neither would have thought that their legacy (The Peckham Experiment) would be carried forward by The Pioneer Health Foundation into the 21st Century despite the NHS ending their work in 1950. I loved the Biblical quote they used to describe how the work of the two pioneers lives on http://bible.oremus.org/?passage=John+12:24 It is quite remarkable that something that could have been easily forgotten is kept in the memory by only a handful of people. The quote is in the June 2016 blog post by Lisa Curtice "The Roots of Democratic Culture". What else is in there is a reference to Eileen Conn - so who would have thought that the London Borough of Peckham would have a thinker who has contributed to living systems and complexity thinking http://www.peckhamvision.org/wiki/images/b/b2/2014_Eileen_Conn_biog_for_Peckham.pdf - I must say, what an incredible link and related linkages. Deb, how did you come to know about The Peckham Experiment, when this would only be knowledge to a handful of people in a select part of the healthcare profession? I was quite absorbed by this today.24/11/2016 #15 Deb🐝 LangeI was lucky enough to attend a workshop with Margaret Wheatley over 20 years ago just after she published Leadership & the New Science her work provided a great source of nourishment to me. I had another experience later in with her and Otto Scharmer before he had published his work on Presence so I feel lucky I have been in the flow of seeking out great practitioners throughout my life. Thank you for pointing me in another direction with your references which I will follow up. #1224/11/2016 #12 CityVP 🐝 ManjitAs I read this buzz it provided me the same visceral experience I had when I opened up a book by an author I had not previously had heard of before, and that author was a woman called Margaret Wheatley. http://margaretwheatley.com/
The second immediate experience is one that is far more topical and involves @Aurorasa Sima and her work with Mike Bosworth Leadership and Story Seekers. As I began appreciating Mike's worldview, I now have a lens of story that I immediately see in this buzz. Whereas in my old lens, I would lead with my distaste for many human resource practices whose assumptions are just blindly and blithely accepted as industry norms, in this new lens what I read here discards the need to point at a particular profession.
Instead the language of vitality speaks for itself and it speaks to greater depths than to engage in a what is wrong with HR lens. Which is fascinating in itself because if there is one thing I should have learned from the insights of Margaret Wheatley, it is that she focuses on "what works" rather than what does not work. In terms of story telling this buzz is a great example of the way I have now seen in the Bosworth approach.
All of this flows well into showing what is packed into the trust and autonomy diagnostic. I am not particularly a fan of 2x2 grids but they do help people to see things with the caveat that it is not the tool that is the magic but the thinking. I love the thinking here and for sure it is a deep reminder what I found so great in my first encounter with the thinking of Margaret Wheatley.23/11/2016 #9 Sara Jacobovici#7 Sorry @Deb🐝 Lange. Looks like my message got cut off. What I was saying was the following: "The conditions for human vitality in business are not dependent on what business we are in. Every group of people that co-exist and work together will thrive and generate vitality if allowed to co-create the conditions for vitality to emerge." AND "What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective." From my perspective, I see these as two thirds of a whole environment for growth and success. Looking forward to part 2.22/11/2016 #6 Sara JacoboviciBravo @Deb🐝 Lange! Looking forward to part 2. Hard to isolate concepts from part 1 as they are all connected. I will highlight the following two:
"The conditions for human vitality in business are not dependent on what business we are in. Every group of people that co-exist and work together will thrive and generate vitality if allowed to co-create the conditions for vitality to emerge." AND "What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective." Two thirds of21/11/2016 #3 Deb 🐝 HelfrichI could have sworn I wrote a comment on this incredible buzz a few days ago.....maybe it got too long and I copied it over to check the length and then forgot to hit submit.
"What was critical in the Peckham experiment was the ability to allow confusion and chaos to reign as people learnt how to self-organise and co-create high trust and autonomy to achieve well being for themselves and the collective. "
This goes against so much of the formulaic, listicle type advice we are swimming in these days and yet we see the results all around us that the best outcomes are coming from outside of the corporate cultures. At a certain point, a modus operandus becomes stagnant and sterile, but the organization is too large to change.
Whereas people are quite flexible and adaptable and willing to work for the combined personal and group good. But to allow these capabilities to flourish, one has to stop planning quarterly deliverables to be met, and introduce some chaos in order for the new to be created.
The further fact is that trust and autonomy foster wellbeing and better health fosters better cognition and performance and the feedback cycle of a living, dynamic human always learning and growing will ultimately pay enormous dividends for any group they belong to.
We see it on beBee. The Ambassador program took some heat from some unenlightened corners because it was rather vague. But in not specifying exactly what is to be done, Javier and Juan have opened up to the unimaginable becoming real as each person goes about promoting beBee in the ways that they believe are most authentically meaningful. We can all see this is a better approach than telling 50 people to all do the exact same thing. It would be easier to measure, but the ultimate results would likely pale in comparison to trusting folks to take on the task in their own inimitable ways.
- Producer14/11/20164 Must-Know Scenarios That Require Valuable SolutionsRunning a property is a big responsibility.It can be fun, but it can also be challenging in many ways.You deal with all sorts of things. From unhappy guests to disgruntled employees to vandalism, and even felonies.Although you never know what you’re...
- 13/11/2016Games based Learning-What/Why/How ?www.linkedin.com In my earlier blog , I had explained how the games based learning/communication worked well in a specific context on change management for me. Over the last few weeks, I have been trying to read up...
- 11/08/2016"Without continual growth and progress, such words as improvement, achievement, and success have no meaning." - Benjamin Franklin.
C1 Consulting stresses the importance of professional development and offers monthly training for our team across all of our offices!
- Producer04/08/2016Empathy: Try It"Could a greater miracle take place than for us to look through each other's eyes for an instant?" – Henry David Thoreau A good friend of mine lost his father many years ago to cancer. After the death, I remember watching my friend hurt and...
- Producer15/06/2016How Do You Spend Your Networking Money?It is widely recognized that in networking you give first and receive later. Essentially that would make all givers to begin with and make for a lot of givers out there in general and especially since it’s not just about giving once, but giving...
Comments04/07/2016 #7 Charlene BurkeYour idea is more fleshed out than the network I am currently a part of. I host a weekly, virtual networking meeting for professionals and have found it to be valuable in terms of: exposure for my business, meeting varied professionals from around the world, learning something new (usually a presenter is at the start of the meeting for up to 30 minutes, followed by Q&A of those present), and have connected with everyone on various social media platforms. Continued exposure combined with actively sharing things I think my network would find useful has resulted in referrals given to me and my giving referrals to others. The site isn't a marketplace, as such, though the owner is building a training area (offering online courses from hosts and others) and has a membership option. If you're interested in learning more and joining us for a meeting this week (or simply want to learn more) you can here: http://networklivevirtually.com/charlene-burke16/06/2016 #6 Charles WilsonIn theory this is a really interesting idea @Anders Liu-Lindberg. I personally used oDesk to outsource some odd jobs that I needed done and the results were great. The idea of essentially being able to visit a net workers guild of sorts and request the sort of things you mentioned above really appeals to me. However, I'm not sure how a CEO would feel suddenly having an influx of meetings set up that someone else in the company had made a profit on..
- Producer15/06/2016The Key to Improve as a LeaderWe've read many articles about leadership. How many leaders maintain their status as competitive has been a trending topic for many months. All could be covered up till now but I would like to point out one of the characteristics that will always be...
Comments17/06/2016 #3 Margaret Aranda, MD, PhD#2 You are absolutely right, and lifting others up is the way to make anyone's day! As a Leader or Chief of a Department, I didn't need to go out of my way to do that, as it came quite naturally to me. But as I was relocating and the Department gave me a Surprise Party, I was so touched that every single person in the Department pitched in to buy gifts that I still use today. While they may remember me as a "good boss," I still look at their gifts and think of all of them so fondly. For they also touched me.
- Producer15/06/2016Gert Scholtz & Dean Owen Presents - 20/20 HindsightTwenty things I wish I knew when I was Twenty This is a historic moment in International relationships. Two bees collaborating across a whopping stretch of South Asia and the vast expanse that is the...
Comments18/06/2016 #36 Louise SmithMy Best Guess - comes unstuck if you went turn about though !
@Dean Owen : 1 ; 5 ; 6 ; 8 ; 10 ; 11 ; 12 ; 14 ; 15 ; 19; 20
@Gerald Hecht: 2 ; 3 ; 4 ; 7 ; 9 ; 13 ; 16 ; 17 ; 18
N.B. 20 could be joint collaboration ?
VERY NICE BUZZ !!!
Hindsight is the History Writer's VICE - hope you don't make it yours !
~ adapted from Hilary Mantel
- Producer14/06/2016Four candles? Clean language and SF - goals, outcomes, resolutions or differences sought? All 'best hopes'!One of the things which impresses me about the Solution Focused Approach is the use of simple, purposeful language (which is based on evidence gathered over decades in therapeutic settings). Whilst learning coaching models of any kind are useful and...
Comments15/06/2016 #2 Ewan MuirheadAbsolutely - a communication begins with an outcome in mind, in order to achieve that outcome the communicator must find the best way to not only deliver the message but also retain ownership of the conversation generated until the outcome is achieved (otherwise the communication may be a waste of time for both sender/receiver)15/06/2016 #1 James SmithThis post reminded me of this question: Is the understanding of the message responsibility of the listener or of the person communicating it? I've always found that it'll be the communicator's responsibility to confirm that the message he wants to communicate is received and understand.
- 21/04/2016LGR Daily Lesson from Life's Golden Rule about Service.
http://www.lifesgoldenrule.com/Light the Lampwww.linkedin.com "If you light a lamp for someone else it will also brighten your path." – Buddha Service is one of the most basic ways that we can light a lamp for someone else. Volunteering, helping, trying to...