The world of start-ups require people of high quality talent and dedication. It also requires a certain mindset to engage effectively with change, ambiguity, uncertainty, chaos, growth, etc. As start-ups grow and evolve, this demands the individuals and teams to grow and evolve as well. This session will offer insights into :
ideas and tools for Individual growth and development
understanding team dynamics for better team management
Designing Organizations for a positive Culture
6. GROWTH DEVELOPMENT
• NUMBER OF CLIENTS
• NUMBER OF
EMPLOYEES
• OFFICE SPACE
• TOP LINE
• BOTTOM LINE
• FUNDING
• PEOPLE ORIENTATION
• POSITIVE CULTURE
• VALUE ALIGNMENT
• LEADERSHIP
• AGILITY
• INNOVATION
TANGIBLE INTANGIBL
E
7. DO YOU WANT GROWTH OR
DEVELOPMENT FOR YOUR
ORGANIZATION ?
“Small Giants : Companies that Choose to be
Great Instead of Big” - Bo Burlingham
8. FOR ORGANIZATIONS TO
DEVELOP, DO THE
INDIVIDUALS HAVE TO
DEVELOP ?
“WHAT ARE THE PULLS OF
DEVELOPMENT FOR AN INDIVIDUAL ?”
10. TWO TYPES OF LEARNING
ACQUIRED LEARNING
ADAPTIVE LEARNING
11.
12. ACQUIRED LEARNING ADAPTIVE LEARNING
• Similar to adding more
applications to a
computer system
• Acquiring new
knowledge and skills
• Become efficient in
executing tasks
• Similar to upgrading
the system with a new
OS
• upgrading the
meaning-making system
• Helping the mind to
deal with increasing
levels of complexity
• Fundamental shift in
worldview, belief and
value systems
For further reading : http://integralleadershipmanifesto.com/manifesto/making-subject-
object/
15. WHAT ARE YOUR VALUES ?
WHAT ARE YOUR
ORGANIZATION’S
VALUES ?
16. VALUES FRAMEWORK
ACHIEVER MINDSET – values excellence,
advancement, prosperity, achievement and status
POWER MINDSET - values power, freedom,
adventure and control
TRADITIONAL MINDSET – values stability, security,
belonging and boundaries
PLURALISTIC MINDSET – values connection,
tolerance, cultural sensitivity, diversity, sustainability
and interdependence
23. GROUP DEVELOPMENT
HOW DO YOU KNOW A GROUP IS DEVELOPING ?
• IF THE GROUP HAS A BASIC AGREEMENT ON ITS VALUES, VISION AND MISSION
• IF ADEQUATE FEEDBACK MECHANISMS ARE AVAILABLE FOR IMPROVING
PERFORMANCE
• OPTIMUM USE OF MEMBER RESOURCES HAPPENS
• IF THE GROUP HAS THE CAPACITY TO LEARN FROM IT’S FAILURES AND
EXPERIENCES
• IF THE INTERNAL PROCESSES ARE INTEGRATED – COMMUNICATION, DECISION
MAKING, BOUNDARY MANAGEMENT, ETC
• IF GOALS ARE WELL DEFINED AND ARE ACCEPTED BY EVERYONE
24. GROUP NORMS
• SET OF EXPECTATIONS OR ASSUMPTIONS
• ON WHAT IS RIGHT AND WHAT IS NOT RIGHT
• EITHER FORMAL OR INFORMAL
• THEY PREDICT AND CONTROL THE BEHAVIOUR OF GROUPS
AND INDIVIDUALS
• COULD BE EITHER HEALTHY OR UNHEALTHY
• DIFFICULT TO CHANGE AND INTRODUCE NEW NORMS
• INTERLOCKING GROUP NORMS DETERMINE CULTURE
25. “ALL ORGANIZATIONS ARE
DESIGNED PERFECTLY TO
GET THE RESULTS THEY ARE
GETTING”
“IF WE WANT DIFFERENT
RESULTS, WE MUST DO
THINGS DIFFERENTLY”