Summary of Dave Snowden and friends - Organizational Design - Part 5

In the fifth session of the conversations on organizational design, the discussion revolves around the concept of Adaptive Capacity, its implications for organizations, and strategies for enhancing it. The presenters emphasize the importance of understanding organizations as dynamic systems that are constantly adapting rather than stable entities.

Main Financial Strategies and Business Trends:

• Adaptive Capacity as a Resource:
  • Organizations possess a "budget" of Adaptive Capacity that can be increased or decreased, similar to social capital like trust.
  • The ability to adapt is crucial for organizations to respond effectively to external challenges (e.g., pandemics).
• Human Contribution:
  • Human capabilities are essential for maintaining organizational functioning, particularly in the face of constant technological failures.
  • The focus should be on enhancing human skills and reducing unnecessary toil to improve Adaptive Capacity.
• Diversity and Coherence:
  • Organizations should avoid monocultural thinking while ensuring a minimum level of shared understanding to maintain coherence.
  • A balance between requisite variety (diversity) and requisite coherence (shared understanding) is essential for effective adaptation.
• Reducing Toil:
  • Organizations can increase Adaptive Capacity by minimizing the time and energy spent on maintaining broken systems, allowing more focus on productive activities.
• Informal Networks:
  • The importance of Informal Networks within organizations is highlighted, suggesting that these networks can facilitate better knowledge flow and adaptability.
  • Creating environments that encourage self-organization and negotiation among teams is essential.

Methodology/Step-by-Step Guide:

• Develop Adaptive Capacity:
  • Foster diversity within teams while maintaining some common ground.
  • Reduce toil in systems to free up human resources for more productive tasks.
• Social Network Stimulation:
  • Implement heuristics for team formation that promote diversity and encourage self-organization.
  • Create temporary social networks to facilitate collaboration between different teams.
• Negotiation Skills:
  • Train teams in negotiation to enable them to resolve conflicts and make decisions without escalating issues to higher management.
• Maturity Mapping:
  • Use maturity mapping to identify skills teams need to develop and how those skills connect to improve overall performance.
• Focus on Value Delivery:
  • Emphasize the delivery of value over merely achieving metrics to ensure that organizational changes are meaningful and effective.

Presenters/Sources:

• Dave Snowden
• Jade
• Other unnamed participants in the discussion.

Notable Quotes

— 00:51 — « There is a special place in hell reserved for people who do that to parents in lockdown. »

— 26:54 — « It's hard to survive in the jungle if you were trained in the zoo. »

— 41:46 — « The corporate seagull comes in and shits all over you. »

— 43:40 — « Once we were 75 percent agile, we've successfully transformed. »

Category

Business and Finance

Video