Creating A Connected Organization for the 21st Century: The Future of Work on the Edges

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The future of work is here. We need 21st century leaders to build connected organizations on the edges. This deck summarizes my model on how to implement strategy through people (aka change management).

Text of Creating A Connected Organization for the 21st Century: The Future of Work on the Edges

  • Creating A Connected Organization for the 21st Century Ayelet Baron, Chief Instigator ayelet27@gmail.com / twitter.com/ayeletb http://ayeletbaron.com
  • I. Setting the Stage h"p://ayeletbaron.com
  • IMAGINE JUST IMAGINE Imagine that everyone in your organiza9on could see into the future Imagine that you had the ability to paint the future in dis9nct colors Imagine that those colors would be the colors of your organiza4ons future state and you would exceed your goals Imagine that everyone across the company had the same vision and translated it to their day-to-day job: h"p://ayeletbaron.com
  • What is Innovation? h"p://ayeletbaron.com
  • 5 55 Knowing how to reinvent your business may keep you in business h"p://ayeletbaron.com
  • Test and Learn: Developing A Culture Of Experimentation
  • h"p://ayeletbaron.com
  • Looking outside your own industry for inspira9on is as useful as its ever been, but you need people who can think laterally enough to apply an unfamiliar idea to their own situa9on. The Importance of Fresh Perspectives: The Art of Listening GeJng pa9ents from surgery to ICU in Great Ormond Street Hospital Learning from Formula One Sped Up and Reduced Mistakes by 50% From my connected network Source: www.onlydeadsh.co.uk @neilperkin
  • Neither a wise man nor a brave man lies down on the tracks of history to wait for the train of the future to run over him. Former U.S. General and President Dwight D. Eisenhower What will disrupt your business? 2013 Simplifying Work. Ayelet Baron h"p://ayeletbaron.com
  • Industry Lines Are Blurring: What Business Are You In? Do You Know? Source: h"p://www.globaltrends.com/knowledge-center/features/expanding-areas-of-compe99on/60-test-feature-g
  • Welcome to the 21st Century h"p://ayeletbaron.com
  • 20th Century World SCARCITY 21st Century World ABUNDANCE h"p://ayeletbaron.com
  • 20th Century World SCARCITY Processed Innovation with A Pinch of Best Practices 21st Century World ABUNDANCE Experimentation, Failure, Disruption, Innovation h"p://ayeletbaron.com
  • 20th Century World SCARCITY Taking Market Share From Competitors 21st Century World ABUNDANCE Creating New Markets h"p://ayeletbaron.com
  • 20th Century World SCARCITY Command and Control 21st Century World ABUNDANCE Trusted Relationships h"p://ayeletbaron.com
  • 20th Century World SCARCITY Top Down Organization 21st Century World ABUNDANCE Connected and Networked Organization h"p://ayeletbaron.com
  • 20th Century World SCARCITY Managers Managing Adults 21st Century World ABUNDANCE Conscious Leaders Lead with Purpose and Authenticity h"p://ayeletbaron.com
  • 20th Century World SCARCITY Organization Centric 21st Century World ABUNDANCE People Centric h"p://ayeletbaron.com
  • 20th Century World SCARCITY Silo and Function Based Work 21st Century World ABUNDANCE Project-Based Work h"p://ayeletbaron.com
  • 20th Century World SCARCITY Managing Headcount 21st Century World ABUNDANCE Tapping into Talent Intelligence (Internal + External) h"p://ayeletbaron.com
  • 20th Century World SCARCITY One-way Communication: Know Your Audience 21st Century World ABUNDANCE Two-way Communication: Connect with Your Community h"p://ayeletbaron.com
  • 20th Century World SCARCITY Change Management Programs 21st Century World ABUNDANCE Integrated Strategy, Execution and Agility in the Cultural DNA h"p://ayeletbaron.com
  • 20th Century World SCARCITY Numbing Ourselves with Busy and Activities 21st Century World ABUNDANCE Focusing on Value and Impact h"p://ayeletbaron.com
  • 20th Century World SCARCITY Managing the Bell Curve and Mainstreaming 21st Century World ABUNDANCE Working in the Edges h"p://ayeletbaron.com
  • 20th Century World SCARCITY Work-Life Balance Myth 21st Century World ABUNDANCE Life-Work. h"p://ayeletbaron.com
  • II. Constant Change is Here h"p://ayeletbaron.com
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  • Understanding Change Change happens every time our expectations are disrupted Is it a major or minor change for her? What is the level of disruption in her expectations? h"p://ayeletbaron.com
  • How we change h"p://ayeletbaron.com
  • Leadership? Sponsorship is Misunderstood Change is Hard When Words Dont Match Actions Which way should I go? I am not confident in where she is going so Ill just stay here and wait. h"p://ayeletbaron.com
  • Cultural DNA is Key Source: Cute Mini Lion Ki"en By Ben Torode Organizations that embed practices, technologies and values in their DNA are more agile, flexible and achieve results. There is no way I can do that. Thats not how we roll here h"p://ayeletbaron.com
  • 20th Century Skill Sets Dont Always Work in the 21st Century I read the email but I have no idea what they want me to do If I just keep blowing bubbles, will anyone notice? h"p://ayeletbaron.com
  • I am just going through the motions. They wont notice. Resistance is Alive and Well I have no idea where we are headed so I am just going to keep doing what I know. Weve tried this before. It wont work here.
  • So How Do People Change Behavior? 60-70% Leadership Say/Do Peer-to-Peer 10% Media/Channels Tradi9onal Communica9on 20-30% Messages sent via Systems/Processes h"p://ayeletbaron.com
  • Building A Communication Plan Engagement Worksheet Leadership Systems and Processes Formal Media 60-70% 20-30% 10% h"p://ayeletbaron.com
  • How We (Humans) Change Behavior Most people dont know how to translate the changes to their job, role or project h"p://ayeletbaron.com
  • The Only Constant is Change: We Need Resilience Not More Ambassador Programs Key Needs Clear urgency of future state shared vision and execution Time to think, create, fail and innovate Leadership support and engagement Skills development Embedded DNA Collaboration and dialogue h"p://ayeletbaron.com
  • III. Building A Connected Networked Organization h"p://ayeletbaron.com
  • h"p://www.ickr.com/photos/104810962@N02/10826694396/ A large organisa9on is almost nothing but a massive knot of pre-exis9ng rela9onships. Ma; Edgar h"p://www.quora.com/Innova9on/Why-dont-big-companies-innovate-more/answer/Ma"-Edgar?srid=pJZn&share=1 Sticky Organisations Source: www.onlydeadsh.co.uk @neilperkin
  • When people join groups where change seems possible, the poten9al for that change to occur becomes more real. You Are Who You Choose to Spend Time With Source: www.onlydeadsh.co.uk @neilperkin
  • h"p://thisisindexed.com/ Source: www.onlydeadsh.co.uk @neilperkin
  • Who Do You Trust? Who Trusts You? Blue Morpho Bu"ery And A Three-Year-Old Girl h"p://ayeletbaron.com
  • What Fosters Trust? Cheetah Cub And Her Mother, Kenya By Marco Urso h"p://ayeletbaron.com
  • Coley Chris9ne Catalano Becoming A Connected Organization Open Relationships Dialogue Mindset Flow + Employees + Customers + Partners + Vendors + Community Embedded DNA h"p://ayeletbaron.com
  • Who is in Your Connected Network? h"p://ayeletbaron.com
  • h"ps://www.ickr.com/photos/bonste/ We Need More Leaders in the Edges Go out to your edges. Explore the possibilities. Because you will find more opportunity in the edges, where you will be able to imagine, invent and thrive. -Ayelet Baron h"p://ayeletbaron.com
  • Lets Talk Speaker Facilitator Innovator Disruptor Ayelet Baron Book a workshop or speech on how to build a 21st century organization today: ayelet27@gmail.com http://simpligyingwork.com http://www.huffingtonpost.com/ayelet-baron/ http://www.itbusiness.ca/author/ayeletb @ayeletb on Twitter h"p://ayeletbaron.com