Organizing for Resilience & Responsiveness
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Transcript of Organizing for Resilience & Responsiveness
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The views expressed in the presentation has NO intentions of hurting feelings of people of
any religion or community. The idea is to draw some meaningful inferences that help
business to learn and excell
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The only way to be INDISPENSABLEis to make oneself DISPENSABLE
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Leaderless Organisations
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Starfish Organisations
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Decentralized Organisations
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Self Organized Organziations
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Responsive Organisations
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Literature Available....
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Make yourself not needed(when you succeed you will be priceless)
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Organization Structure /Behaviour
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Ordered – represents Alignment & Structured
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Complex – represents difficulty in comprehension
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Chaotic – represents Uncertainty & Unpredictability
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Ordered Organization is about EMPOWERMENT
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Chaotic Organization is about ALIGNMENT
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Ordered Complex Chaotic
EMPOWERMENT ALIGNMENT
Ordered organizations need EMPOWERMENTChaotic organizations need ALIGNMENT
The Edge of Chaos
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Ordered Complex Chaotic
The Edge of Chaos
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WORLD is in the GRIP of ......
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THE ONLY WAY IS TO COMBAT THE TERROR
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UNDERSTANDING
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THE COMMANALITY
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TERRORIST ORGANIZATIONS
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Leaderless Organisations
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Starfish Organisations
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Self Organized Organziations
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Responsive Organisations
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Complex & Chaotic – Uncertain & Unpredictable
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Terrorists Organisations are built around OPEN SYSTEMS
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Open SystemDo not have Central Intelligence
The intelligence is spread throughout the system (it is made up of largely independent cells)
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If you take out a cell no damage is done
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It’s a natural, when attacked to adopt a
command-and-control mentality.
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But this strategy FAILSmiserably when the fight
is with OPEN Organisations
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1. Circles (many small non-hierarchical groups)2. Catalyst(s)3. Ideology4. No Hierarchy5. No Headquaters6. Open System7. Distributed Power – Shared Power8. Flexibility9. Ambiguity
Self Regulated Open Organisation – Modus Operandi
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Self Regulated Open Organisations exist inmany small Non-Hierarchical Groups (Circles)1.
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It is much easier to form and join circles because participants aren’t together always.
(WEAK BONDING)
CIRCLES depends on NORMS
NORMS are the backbone of the CIRCLES
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Self Enforcement NORMS are more
powerful than RULES
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Self Regulated Open Organisations are run byCATALYSTS2.
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A Catalyst is any element or compound that initiates a reaction without fusing into that reaction
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A Catalyst is a person who understands that “VALUES” - (Trust & Understanding)
are stronger binding force than AUTHORITY
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Organizations to have CATALYST & NOT CEO
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Tools used by CATALYSTS
Show genuine interest in others – listen carefully.
Show desire to extend HELP – show concern
Mapping – where & how one fits in my network
Show Passion - commitment
Meet people where they are – reach out
Emotionally Intelligent – Be Vulnerable
Should trust the Network – Earn respect
Inspirational – Lead by Example
Should have tolerance for ambiguity – Take decisions promptly
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Self Regulated Open Organisations are Glued by the IDEOLOGY 3.
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Ideology is the GLUE that holds Decentralized
Organizations together
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Self Regulated Open Organisations are FLAT – NO Hierarchy 4.
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People in Open System
Contribute voluntarily
(Sense & Pride of Belongingness)
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People in Open System
Contribute voluntarily
CULT – Following & Contributing
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Self Regulated Open Organisations are BORDERLESS – Seamless Operations5.
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Always on MOVE – shifting locations
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Self Regulated Open Organisations are FLEXIBLE 6.
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Self Regulated Open Organisations are AMBIGOUS
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Self Regulated Open Organisations are UNBEATABLE?????????
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COMBATING requires DEEP UNDERSTANDING
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IDEOLOGY is the GLUE that holds
Self Regulated Open Organisations together
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Give people tools Give people
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Changing Ideology succeeds best if mission is not to change Ideology
but to HELP PEOPLE
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EDUCATION
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EMPLOYMENT OPPORTUNITIES
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DO NOT DISCRIMINATE
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DECENTRALIZATION allows Self Regulated Open
Organisations to ADAPT , SURVIVE and GROW
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HOW DOES THIS WORK?
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When ATTACKED Decentralized Organization tends to become even
more open and decentralized
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When ATTACKED Easily MISTAKEN – Decentralized Organization appears
To be Centralized Organization
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When ATTACKED
Chances of SURVIVAL – HIGHThere is NO Central Intelligence
Intelligence is SPREAD throught the Organization
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When ATTACKED
MUTATE easily – really very easily!
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When ATTACKED
RE-GROW FAST, VERY FAST
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SUCCESS attributes
FLAT – NO HIERARCHY
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MOBILE – NO FIXED LOCATION
SUCCESS attributes
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HEADLESS – NO INCHARGE
SUCCESS attributes
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COMPLETE AUTONOMY – PEOPL ARE FREE TO ACT
SUCCESS attributes
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NO CONTROL - INTELLIGENCE SPREAD ACROSS
SUCCESS attributes
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NO CONTROL – POWER SPREAD ACROSS
SUCCESS attributes
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ADAPTABILITY – VERY FLUID
SUCCESS attributes
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If You Can Not BEAT them,
JOIN and BEHAVE like them.
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If You Can Not BEAT them,
JOIN and BEHAVE like them.
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Does this mean Self Regulated Open Organisations are the best?
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An Airplane better had a Captain on board
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ALIGN & ORGANIZE before making a powerful statement for
setting people free
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It’s all about finding the SWEET SPOT between Centralisation and Decentralisation..
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TAKE AWAY
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WORLD is getting FLAT
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Diseconomies of Scale – The small rules
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The Network Effect - Increase the overall value of the network with the additon of each new member
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The Power of Chaos – Accept the CHAOS to incubate CREATIVITY/INNOVATION.
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Knowledge at the Edge – spread knowledge throughout the organization
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Everyone should and HAS to Contribute
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Everyone should be RESPONSIBLE & ACCOUNTABLE
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Optimize COMMUNICATION at all levels
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Enforce SELF DISCIPLINE
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Restrict GROWTH
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Parkinson’s Law
Organizations tend to get BIGGER
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Cope’s Rule
Species tends to get BIGGER
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Prevent systems from growing...1. Limit input and output (keep it simple)2. Reduce complexity (remove waste)3. Clean up regularly (refactoring)4. Make resources scarce (small budgets)5. Keep backlog filled (plenty of work)
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Measure PERFORMANCE
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REWARD GOOD PERFORMANCE
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PUNISH POOR PERFORMANCE
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ALIGNMENT
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Functional Teams - Line Organization
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Cross-Functional Teams - Line Organization
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Cross-Functional Teams - Matrix Organization
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Optimize the WHOLE
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Optimize the Whole = Manage shared resources
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LEAD IN NETWORKS
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BUILD COMMUNITY
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Drive Organization on VALUES - IDEOLOGY
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ENABLE PEOPLE
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The Responsive Organization is Built to learn and respond rapidly by Optimizing for the open flow of information Encouraging experimentation and learning and organizing as a network of employees, customers, and partners motivated by shared purpose - IDEOLOGY
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Control without
CONTROLLING
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Reward of
LEARNING TOGETHER
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Reward for
CLARITY IN JOB
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Defined
ACCOUNATABILITY
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More
VISIBILITYTRANSPARENCY
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Less
MICROMANAGEMENT
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FLATTEN or be FLATTENED
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Thank You!
Reference: