How to unleash consistent, company-wide self-organization through invitation-based leadership & change

1. Agile Munich, Warm-up evening
Munich, 08.05.2019
@NielsPflaeging #AgileMunich
BetaCodex.org OpenSpaceBeta.com
How to unleash consistent, company-wide self-organization
through invitation-based leadership & change

2. Symptoms
Problems

3. Culture

4. Knowledge Age
Systemisch, lebendig
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense, inviting change
With-each-other-for-each-other
Decentralized, complexity-robust
Principles first, then method - Agile, Lean, Beta
Industrial Age
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed; imposed change
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Methods & frameworks as cortisone; tools for toolheads

5. Top
Bottom

6. Outside
Inside

9. Knowledge Age
Systemisch, lebendig
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense
With-each-other-for-each-other
Decentralized, complexity-robust
Industrial Age
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed
In parallel, in line
Centralized, efficiency-oriented, stability-seeking

11. Law Beta Alpha
§1 Team autonomy: Connectedness with purpose, not dependency
§2 Federalization: Integration into cells, not division into silos
§3 Leaderships: Self-organization, not management
§4 All-around success: Comprehensive fitness, not mono-maximization
§5 Transparency: Flow intelligence, not power obstruction
§6 Market orientation: Relative Targets, not top-down prescription
§7 Conditional income: Participation, not incentives
§8 Presence of mind: Preparation, not planned economy
§9 Rhythm: Tact & groove, not fiscal-year orientation
§10 Mastery-based decision: Consequence, not bureaucracy
§11 Resource discipline: Expedience, not status-orientation
§12 Flow coordination: Value-creation dynamics, not static allocations

12. Industry
Retail
Services
Governmental/
NGOs
It is possible

13. Insight No. 1
Change is not a fu*@ing journey.
Instead, it is constant flipping.

14. Today
Then
Now
New
Now
New
Now
New

16. Now
New
Now
New
Now
New

17. Insight No. 2
There is no such thing as Resistance to Change -
only smart responses to dumb methods
The dumbest thing: trying to coerce people into self-organization

18. Insight No. 3
The problem is in the system -
almost always
So work that. Not people!

20. Insight No. 4
Org change is socially dense -
technique is (almost) trivial
But lots of technique, or method, is just abominable

21. as

22. accountable
aim
align(ment)
allocate
appraise
bonus
boss
break down
budget
business area
competence
convince
COO
culture change
department
direct
direct reports
drive
empower
engage
extra mile
force
forecast
front-line
goals
hard skills
head of
headcount
high performer
high potential
hit
incentivize
inspire
journey
key
key account
kick off
lead
leader
leverage
line
low performer
manage
maturity
milestones
mindset
mission
motivate
north star
operations/operational
oversight
plan
present
purpose
rank
roll out
sales
scale
soft skills
star
strategy/strategic
status quo
product mix
synergy
talent
vision
win
…

23. Insight No. 5
There is no such thing as transformation -
instead, everything´s an intervention
We cannot “make change”. Plus we don´t have to: Change is nothing special!

24. Informal Structure
Power: Influence
Value Creation Structure
Power: Reputation
Formal Structure
Power: Hierarchy

25. Informal Structure
Power: Influence
Value Creation Structure
Power: Reputation
Formal Structure
Power: Hierarchy

26. Informal Structure
Power: Influence
Value Creation Structure
Power: Reputation
Formal Structure
Power: Hierarchy

27. Principles of Very Fast Organizational Transformation
Principle No. 1:
Principled, not ambiguous
Think Lean, TQM, Agile, Quick Response Manufacturing, Beta

29. Principles of Very Fast Organizational Transformation
Principle No. 2:
Time-boxed, not indefinite
You want to iterate!

31. Principles of Very Fast Organizational Transformation
Principle No. 3:
Radically inviting, not imposing
Let´s not commit the agilist´s mortal sin!

32. You are invited!

33. Principles of Very Fast Organizational Transformation
Principle No. 4:
Whole-system, not piece-meal
You cannot turn an arm into a body.

34. Knowledge Age
Systemisch, lebendig
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense, inviting change
With-each-other-for-each-other
Decentralized, complexity-robust
Principles first, then method - Agile, Lean, Beta
Industrial Age
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed; imposed change
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Methods & frameworks as cortisone; tools for toolheads

35. Principles of Very Fast Organizational Transformation
Principle No. 5:
All at once, not stacked
Who deserves to be left behind?

36. experiments
experimenting
pilots
hacking
slicing
culture change
change management
Let´s try
Just do it
readiness
maturity models
…

38. Knowledge Age
Systemisch, lebendig
Systemic, alive, market-driven
Functionally integrated, team-based
Work the work!
Outside-in, led, socially dense, inviting change
With-each-other-for-each-other
Decentralized, complexity-robust
Principles first, then method - Agile, Lean, Beta
Industrial Age
Mechanistic, dead, steering
Functionally divided, individualizing
Work the people!
Top-down, managed; imposed change
In parallel, in line
Centralized, efficiency-oriented, stability-seeking
Methods & frameworks as cortisone; tools for toolheads

39. Agile Munich, Warm-up evening
Munich, 08.05.2019
@NielsPflaeging #AgileMunich
BetaCodex.org OpenSpaceBeta.com
How to unleash consistent, company-wide self-organization
through invitation-based leadership & change