Brief introduction to scalable organisations, mindset, talent management and culture.

1. Organizational
Excellence

2. Organizational
Excellence

3. Organizational
Excellence
Scalable organization

4. Organizational
Excellence
Scalable organization
Mindsets

5. Organizational
Excellence
Scalable organization
Mindsets
Talent management

6. Organizational
Excellence
Scalable organization
Mindsets
Talent management
Praise not blame

7. Scalable
organization

8. Scalable
organization
More than 5 managers at a given level
require 1 more FTE to make up for the time
they spend coordinating.

9. Scalable
organization
More than 5 managers at a given level
require 1 more FTE to make up for the time
they spend coordinating.
More than 12 managers at the same level
spend 100% of their time coordinating and
0% developing their teams.

10. Scalable
organization
More than 5 managers at a given level
require 1 more FTE to make up for the time
they spend coordinating.
More than 12 managers at the same level
spend 100% of their time coordinating and
0% developing their teams.
The solution is to simulate a small
organization by breaking up into smaller
relatively independent parts.

11. Scalable
organization

12. Scalable
organization
Organizational debt grows if
not managed.

13. Scalable
organization
Organizational debt grows if
not managed.
Decision-making should be
fast and close to the problem.

14. Scalable
organization
Organizational debt grows if
not managed.
Decision-making should be
fast and close to the problem.
Management vs Leadership

15. Scalable
organization
Organizational debt grows if
not managed.
Decision-making should be
fast and close to the problem.
Management vs Leadership
Management will give you compliance but
Leadership will give you commitment!

16. Mindsets
Theory X vs Theory Y
Fixed vs Growth.

17. Theory X
('authoritarian management' style)

18. Theory X
('authoritarian management' style)
The average person dislikes work and will
avoid it he/she can.

19. Theory X
('authoritarian management' style)
The average person dislikes work and will
avoid it he/she can.
Therefore most people must be coerced or
pushed to work towards organizational
objectives.

20. Theory X
('authoritarian management' style)
The average person dislikes work and will
avoid it he/she can.
Therefore most people must be coerced or
pushed to work towards organizational
objectives.
The average person prefers to be directed;
to avoid responsibility; is relatively
unambitious, and wants security above all
else.

21. Theory Y
('participative management' style)

22. Theory Y
('participative management' style)
Effort in work is as natural as work and play.

23. Theory Y
('participative management' style)
Effort in work is as natural as work and play.
People will apply self-control and self-direction
in the pursuit of organizational objectives, without
external control or the threat of punishment.

24. Theory Y
('participative management' style)
Effort in work is as natural as work and play.
People will apply self-control and self-direction
in the pursuit of organizational objectives, without
external control or the threat of punishment.
People usually accept and often seek responsibility.

25. Theory Y
('participative management' style)
Effort in work is as natural as work and play.
People will apply self-control and self-direction
in the pursuit of organizational objectives, without
external control or the threat of punishment.
People usually accept and often seek responsibility.
The capacity to use a high degree of imagination,
ingenuity and creativity in solving organizational
problems is widely, not narrowly, distributed in the
population.

26. Fixed vs Growth
Mindsets

27. Fixed vs Growth
Mindsets
Fixed mindset:
Abilities more or less fixed
Challenges are a chance to demonstrate abilities
Fear of failure

28. Fixed vs Growth
Mindsets
Fixed mindset:
Abilities more or less fixed
Challenges are a chance to demonstrate abilities
Fear of failure
Growth mindset:
Abilities can be developed
Challenges are a chance to learn and grow
Failure is part of learning

29. Fixed vs Growth
Mindsets

30. Theory Y > Theory X
Growth > Fixed
Theory Y and Growth mindset
organizations consistently out-
perform their Theory X and Fixed
mindset competitors.

31. Talent management

32. Talent management
Attract talented individuals

33. Talent management
Attract talented individuals
Develop in-house talent:

34. Talent management
Attract talented individuals
Develop in-house talent:
Look at every employee and think “how do
we make you the best that you can be?”

35. Talent management
Attract talented individuals
Develop in-house talent:
Look at every employee and think “how do
we make you the best that you can be?”
Identify key individuals with special
potential and implement programs to
develop these people.

36. Talent management
Attract talented individuals
Develop in-house talent:
Look at every employee and think “how do
we make you the best that you can be?”
Identify key individuals with special
potential and implement programs to
develop these people.
Keep talented individuals!

37. Talent management
Encourage excellence:
communicate excellence as a target!
conferences
books
brown-bag sessions
time for re-factoring (which has loads of other
benefits)
slack
sponsorship of events

38. Praise culture
Positive feedback is by far the best modifier
of human behavior!
When someone repeatedly thinks “I
shouldn't do X” they are in fact activating &
strengthening the neural patterns related to
doing X, increasing the likelihood of that
activity in the future.
Use peer reward schemes to introduce a
culture of positive feedback.

39. Organizational
Excellence

40. Organizational
Excellence
Scalable organization

41. Organizational
Excellence
Scalable organization
Mindsets

42. Organizational
Excellence
Scalable organization
Mindsets
Talent management

43. Organizational
Excellence
Scalable organization
Mindsets
Talent management
Praise not blame