Ocean Action Learning

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The OCEAN ACTION LEARNINGApproachFive steps into your companies future

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© Pelzer Associated Partners 04.10.2012

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Modular Organisation• Flat Hierarchy• Reduced complexity• Similar units• Direct client responsibility

Hierarchical Organisation

Holding managed Companies• Strategic Cooperation• Cost Sharing• Minimizing Riscs

Trust driven holistic group• Virtual locations • Self directed• „On call"• Trusting blind• Collaboration project wise• Fast reaction in real time• Flexible

Trust is the most important productivity driver!That’s why most companies need a new approach

Growing Complexity

Risi

ng R

isks

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Mistrust has its effects in virtual teams

-50%-50%-65%-80%-83%

Project successLeadership efficiencyClarity of goals and rolesWork satisfaction/motivationTrust

Rework volumeCoordination volumeSimulated duration

Increase in effort and time

360%222%32%

Reduction in quality

Leading the virtual workforce (Karen Sobel Lojeski)

Wong & Burton 2001

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Changed ChallengesResearch shows that productivity is going down about 50% (Lojeski 2010)

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EmotionsBondingSense making

trustmotivationhealth

New leadership ability is crucial to success

Leadership efficiency

Time and costs

ConflictsMissunderstanding


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Who needs a new approach?Who does not?

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ü You are looking for cultural integration in a multicultural company

ü You have to improve your productivity more than 7 %

ü You want to implement self-directed teams

ü You need new leadership for highly skilled power teams

ü You have to solve conflicts that block more than 5% of your efficiency

ü You need a successful lighthouse-style project to become the emotional master plan for other projects

ü You want to change the lack of identification and need better employer image for new hires


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Benefits you gain with OCEAN ACTION LEARNINGWhat you miss without this methodology...

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ü You get a new culture integrating all cultural differences

ü You will improve productivity more than 10% and leapfrog your competitors

ü You decrease hierarchy levels

ü You get accepted leaders

ü You get new skills in conflict management

ü Your projects will succeed in time and budget

ü You become the “most wanted” employer for new hires


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The sea mirrors business in every detailIf you understand the sea and business

Example Leadership: MASTER OF THE DAY

In a very personal leadership development program we prepared future top managers to be ready mentally and emotionally for their challenges.

A general manager who is instructed permanently by the board and yet must execute complex maneuvers on his own becomes the >>> the HELMSMEN

An assistant Manager who is a porter and keeper of the Boards presentation, which - if the wrong version is selected - leads to destruction of the enterprise becomes the >>> the SMUT , who must respond to everybody. On board, he is responsible for order, cleanliness and safety of the sea cocks.

A corporate strategists or controller who is looking for targets to be acquired and who is checking the business performance becomes the >>> the NAVIGATOR

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Example Leadership: MASTER OF THE DAY

A COO or the production manager who improves productivity and ensures the performance becomes >>> FIRST MATE

A PR Manager becomes >>>the RADIO OFFICER to ensure that no matter what happens, the crew and the company is seen perfectly in public (via the Blog that is written during the training). He must operate the logbook precisely and unambiguously and in direct communication with officials.

The HR - or logistik Manager becomes the >>>COOK who is responsable for the great atmosphere and service as a basis for employee motivation.

A CEO or President becomes >>> the SKIPPER



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Example Leadership: IT MERGERIn a global enterprise to be merged the different IT teams have to work as a team in the future. The two competing IT support centers in Ireland and Westphalia were absolutely not amused. The Irish people refused to speak with German, the Germans suddenly understood any English. The performance of the combined team dropped dramatically. Any conventional measures from incentive to threat had any impact. The situation becomes critical for the entire group by the accumulating errors and long IT service waiting times.

So we gave the two opposing groups a sophisticated, board program to permanently overcome the barriers. Core of this program were the five board compartments, different tasks that need to be done for the safe operation of the ship: supply, navigation, engineering, sailing and communication.

For each of these areas, we developed a comprehensive manual with checklists, detailed manuals and many rules: Two Blue Books were in English written, two books in German and one in Dutch. The group formed five teams, randomly one of them was assigned to the Dutch book. The other teams were able to select the described compartments.

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Example Leadership: IT MERGER On the first day after sufficient time to study the instructions the journey had to be planned and prepared. Fighting and arguing against each other started immediately. All areas were interdependent and no group really could act alone. So the first day started as a mess.

The second day maneuvering worked well but without talking to each other the performance was really bad. Everybody was complaining about the bad Instructions and the creasy setup of the training.

On the third day, the responsibilities were redistributed. We took the manuals to those who did not understand the language. Since the teams did not talk to each other the sailing became a frustrating disaster with scratches, great confusion, navigation errors and cold food. A bad weather front hit us and made everything worth.

On the next day we changed the teams again and everybody could perform in his most favorable task. Now the performance of the tasks worked like magic: all talked to each other and helped to learn from each other. We made good progress and the food was edible again.

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11© Pelzer Associated Partners 04.10.2012

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Example Leadership: IT MERGER On the last day we finally broke the compartments and new teams were formed. Thy redesigned their areas self-directed. The atmosphere could not be better, and the sun rewarded all of us with shiny weather in a fresh breeze. Forgotten were all animosities. Problems were discussed together and agreed. Necessary decisions were made and commanded very politely.

After stowing equipment on board and finishing the cleaning they sat together as a whole team. Appointments were made with the learning's from the journey. These changes increased the performance and they are developing even after years.



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Five steps into your companies future

1.Create an action learning environment that mirrors your companies decision and team dilemmas’

2.Use group dynamics and systemic know-how based on family-scaled teams from 5 to 15 people

3.Create a multi-sensor experience in a secure environment.

4.Give time to act in a challenging environment and to live through complex psychological and stressing sociological situations

5.Transfer experiences from OCEAN ACTION LEARNING to business practice with systemic approach and holistic view on teams.


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1.Create an action learning environment that mirrors your companies decision and team dilemmas

Isolated Board Meetings Giving Advice

More than one person needed Service Support


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2. Use group dynamics and systemic know-how based on family-scaled teams from 5 to 15 people

Every compartment has its own team In one boat

Hand in hand All together


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3. Create a multi-sensor experience in a secure environment

Sight Movement

Sound Taste & Smell


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4. Give time to act in a challenging environment and to live through complex psychological and stressing sociological situations

Simple living - small space Relaxing and reflecting

Security versus speed Personal coaching and advice


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5. Transfer experiences from OCEAN ACTION LEARNING to business practice by systemic approach and holistic view on teams.

Board on Board Team work

First transfer in 1982 Yours sincerely, Bernhard K.F. Pelzer

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Contact

Bernhard K.F. PelzerStrandtreppe/Breckwoldtstraße. 2 · D-22587 Hamburg

Tel: +49 40 86 60 45 45Fax: +49 40 86 60 45 21

E-Mail: [email protected]://www.pelzerap.com

mailto:[email protected]?subject=OceanActionLearning_5Steps

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Documents

Ocean Action Learning