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Posts Tagged ‘organizational behavior’

Inter And Intra

August 13, 2015 Leave a comment

My previous post highlighted inter-company culture clashes. This followup highlights the most insidious intra-company culture clash:

Culture Clash

Deviation From The Norm

August 2, 2015 2 comments

Without deviation from the norm, progress is not possible – Frank Zappa

The further a new idea deviates from the norm, the more resistance there will be to its adoption – and the deviance/resistance relationship is ominously nonlinear:

Deviation From The Norm

Since it’s human nature to prefer the familiar over the comfortable, passionate purveyors of new ideas that have proven to work for themselves and their orgs better take heed: the way you promote a deviant idea matters.

The more radical your idea, the more graceful you must be in your advocacy in order for the idea to have any chance of infiltrating the mainstream. If both your idea and your approach are radically extreme, then you’ll likely be perceived as a frontal assault idiot by not only those few in power, but those many on the front lines who would otherwise become your allies.

FAI

Even if you eschew a militant stance and adopt a graceful approach toward getting your deviant idea widely accepted, the odds are still stacked against you because of the powerful “familiar over comfortable” force field that keeps the status quo in place.

 

LOS

Robo Jargon

July 21, 2015 2 comments

Satirical Substitution

June 19, 2015 5 comments

Here’s how a Theory-X indoctrinated manager interprets the definition of the Daily Scrum as written in the official Scrum Guide:

Satirical Substitution

A No Go For Me

June 13, 2015 2 comments

Resume Req

Of course, if I was unemployed, or actively looking for a new job, I would have replied differently to the solicitation. Wouldn’t you have?

From Change Management To Change Prevention

April 30, 2015 3 comments

Assume that, in order to prevent chaos from reigning in your organizational processes, you design and place into operation a change management system.

cms

In order for your system to be effective, the turnaround time (i.e. latency), from request to disposition better be low enough so that people will be motivated to participate in the system.

cms latency

If, over time, you keep adding more and more evaluation rules to your system and imposing more and more pre-conditions (e.g. requiring a formal ROI analysis paper) on your proposers, your system’s latency will keep rising and its effectiveness at managing change (accepting the good and rejecting the bad) will keep decreasing. People will conclude that it’s just not worth their time to traverse your bureaucratic gauntlet. In the extreme case, your system will automagically morph from a change management system into a change prevention system – and you may not even know that it has happened.

cps

Toxic, Typical, Supportive

March 22, 2015 Leave a comment
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