A Culture of Innovation The Henry Mintzberg Approach
Transcript of A Culture of Innovation The Henry Mintzberg Approach
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www.CoachingOurselves.com
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CoachingOurselves International Inc., 2016
A Culture of Innovation The Henry Mintzberg Approach
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Copyright© CoachingOurselves International Inc., 2016
Contact: [email protected]
www.CoachingOurselves.com
What we do for a living:
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We help organizations launch peer-coaching groups:
CoachingOurselves
Over 20,000 managers and leaders every year in 8
languages
Created by Phil LeNir and Henry Mintzberg
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Copyright© CoachingOurselves International Inc., 2016
Contact: [email protected]
www.CoachingOurselves.com
Is Coaching Positive or Negative?
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Does the term Coaching for managers “feel” like
something positive or negative?
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In Japan
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In Japan CoachingOurselves is called the Reflection Round
Table program
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Peer-Coaching Group:
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Peer-coaching groups are small highly productive
communities of practice:
A group of managers helping one another improve their
practice of management through reflection and dialog.
90 minute sessions for 4-6 participants
Supported by a facilitator and
Guided by one of over 80 CoachingOurselves modules.
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Our Philosophy
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“I’m a human being, not a human resource!”
“The Best organizations are communities of engaged human beings, not collections of detached
human resources.” Henry Mintzberg, Co-Founder
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Bersin Report
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Source: Bersin by Deloitte,
Global Human Capital Trends 2015 Survey
Importance of trends to business
#1 Issue: Culture and engagement: 87%
Leadership development drives culture and engagement.
The way managers learn is more important than what
they learn.
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A leader is measured through the engagement of the team
Focus on culture and engagement: connect and align the teams
Redesign learning: participants now take charge
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Henry Mintzberg
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Known for his theories on organizational forms, emergent
strategy, management education & management.
“Thoughtful reflection on natural
experience,
in the light of conceptual ideas,
is the most powerful tool we have
for management learning.”
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That’s not management development!
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This is not organization development
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Social Learning to develop the practice of management
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Modules provide context to Social Learning
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Written by Authors: Mintzberg, Schein, Adler, Ulrich…
Themes:
Catalytic Leadership
Managing Culture Change: Beyond
the status quo
The Play of Analysis
Accountability: It’s a tricky world!
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Social Learning creates Communityship
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Peer-Coaching in groups-CoachingOurselves
This creates engaged and caring management.
This creates community – the social glue that binds us together for the greater good.
People committed to one another and their enterprise –
Communityship
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Pick one behavior you would like to change that would
make a significant, positive difference in your work life.
For example “I want to be a better listener”
You have 30 seconds to WRITE:
The behavior
Why this will make a positive difference in your work life.
Go!!!
Marshall Goldsmith’s FeedFORWARD instead of FeedBACK
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FeedFORWARD Exercise
I’d like to improve: ……
Because: …………
Can you give me some FeedFORWARD?
My two suggestions for the future
that might help you achieve a
positive change in your selected
behavior are ….
I’m listening &
taking notes
(no talking!)
THANK YOU!
(for your gift of FeedFORWARD) YOUR WELCOME.
Now let’s change
roles.
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Congratulate yourselves on practicing social learning
People helping each other improve their practice of
management/leadership.
Social Learning for Leadership Development
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How does this create a culture of innovation?
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A culture of innovation is a culture of continuous learning
- Learning in groups create collaboration
- Reflection and Dialog in small groups create change
- A caring and engaged management create trust
- The groups makes innovation happen
- (e.g. the introduction of something new and relevant, perhaps
contrary to established norms or customs)
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Copyright© CoachingOurselves International Inc., 2016
Contact: [email protected]
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Let try a Peer- Coaching Group
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-- To learn about change through dialog and reflection
with your colleagues and
-- To experience Henry Mintzberg’s approach to learning
and development through a peer-coaching group.
This exercise will last 60 minutes.
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Copyright© CoachingOurselves International Inc., 2016
Contact: [email protected]
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What can you do?
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Take a “classroom” based session, apply the 50-50 rule: Participants talk directly to each other for 50% of the time
Reframe your content the Mintzberg way: Step 1: Participants share experiences
Step 2: Introduce content
Step 3: Participants reflect on their experiences in light of the content
Step 4: Repeat in 10 minute cycles at least 4 or 5 times.
Organize all learning activities for small groups. NEVER
more than 6 People in a group!
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Copyright© CoachingOurselves International Inc., 2016
Contact: [email protected]
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Learn more?
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Take the handout with list of CoachingOurselves modules.
We offer a:
Public Sector Excellence program for large scale public sector
transformation.
Custom CoachingOurselves program. We can facilitate and we
can certify you to facilitate CoachingOurselves.
Visit Montreal, Tokyo or Amsterdam for: CoachingOurselves: A Day with Henry Mintzberg at McGill in Montreal on
Sept 7th
Free Webinar w. Charles Jennings on 70:20:10 Framework, Sept. 26
CoachingOurselves Global Conference, Tokyo, Oct. 5-6-7, 2016
CoachingOurselves Intro. w. Henry Mintzberg in Amsterdam, Nov.7-8.
Register at: http://www.CoachingOurselves.com/
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Questions?
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Visit us at:
http://www.CoachingOurselves.com/
Learn More and Try it!