Podcasts about organisational design

We explore the vital intersection of organisational design, leadership culture, and power dynamics with special guest Susannah Robinson, author of Beyond the Boxes and Lines. Zoë kicks off the episode with exciting updates on the Power Games Kickstarter campaign and a groundbreaking Planet Human segment on brain-computer interfaces that enable near real-time speech interpretation for paralysed individuals. Then we dive into the conversation with Susannah, who brings over 30 years of HR and organisational design experience. She shares practical frameworks for rethinking job roles, enhancing collaboration, and resolving structural friction in organisations. Together, we unpack what causes cultural breakdowns, the consequences of poorly implemented matrix structures, and why flatter hierarchies may not be the magic bullet many leaders believe they are. SHOWNOTES are here: https://www.zoerouth.com/podcast/organisational-design Planet Human: Brain implant enables a paralysed woman's thoughts to be streamed into speech https://singularityhub.com/2025/03/31/brain-implant-streams-a-paralyzed-womans-thoughts-as-if-shes-speaking-in-near-real-time Kickstarter Campaign: https://www.kickstarter.com/projects/zoerouth/power-games-stop-toxic-power-in-the-workplace Key Quotes "When the person leaves the role, we finally take the lid off the pot and discover everything they were actually doing." – Susannah Robinson "Leadership today isn't just about giving direction, it's about managing your impact." – Susannah Robinson "Collaboration needs good structure. Culture is the bridge." – Zoë Routh Questions Asked What triggers the need for a redesign of organisational structures? How can job design improve retention and employee engagement? What are the common friction points in team handoffs and collaboration? How do flatter hierarchies shift leadership expectations? What structural patterns lead to power struggles and office politics? How should leaders handle stonewalling behaviour in the workplace? Take Action Audit your structure. When someone leaves, resist the urge to simply refill the role. Ask: could we do this differently? Map job design. Identify overlaps, friction points, and gaps in role clarity especially where handoffs occur. Assess your collaboration culture. Are your incentive systems and tools aligned with teamwork, or unintentionally rewarding lone wolves? Educate your teams. Use visual tools (like “five guys, one piano” teamwork analogy or org charts) to demystify structure and process. Normalise discomfort. Have the hard conversations about misalignment, underperformance, or mismatched roles with compassion and clarity. Tip of the Week Before you flatten your hierarchy or shift to team-based models, first ensure your systems (incentives, tools, contracts) are designed to support that culture. Otherwise, you're simply rearranging the dysfunction. Key Moments 00:00 Introduction and Weekly Question 00:16 Exciting Advances in Brain-Computer Interfaces 01:41 Introducing 'Power Games' Book Launch 04:11 Strategies for High-Performing Teams 06:21 Interview with Susanna Robinson on Organisational Design 19:42 Exploring Organisational Structures 20:16 The Concept of Hollow Organisations 21:27 Visualizing Organisational Models 23:00 Flattening Hierarchies: Pros and Cons 25:32 Encouraging Team-Based Environments 28:06 Barriers to Collaboration 29:44 Office Politics and Power Games 31:52 Quickfire Leadership Insights 33:15 Handling Employee Stonewalling 35:35 Conclusion and Resources

Share your thoughts about our conversation!When you think of an intelligent person, who do you imagine? Perhaps they're scholarly, quick-thinking, or possess a rare ability to seemingly know all that there is to know.But intelligence is infinitely more than this! As Daniel Susser teaches us this week, intelligence is greater than the sum of our cognitive parts: it is bodily, inter-connected and contextual. It is a tapestry of inherited, micro influences that makes us each see the macro world in different ways.So if intelligence is collective, how can leaders unlock it from the organisational organism? Daniel shares all in this fascinating, wordly conversation that dances so beautifully between science, religion and ritual.It will stretch your thinking and leave you with a whole host of practical tips to extract, celebrate and journey into the intelligence of your organisation!Find out about:What it means to be an Intelligent Team - and how we can create themWhy organisations must reject their implicit assumptions about what ‘intelligence' meansWhat macrocognition means in organisationsIntroducing organisational rituals for collaboration, belonging and shared purposeHow leaders can identify imbalances in their organisations using opponent processingDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Daniel Susser:find out how to work with Daniel embodiedagility.co.ukRead more about intelligent teams intelligentteams.substack.comA good starting point is this blog https://intelligentteams.substack.com/p/the-intelligent-teams-manifestoSupport the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

The relationships in our life are a lot like gardens: they need watering, a little pruning here and there, some de-weeding, and a whole lot of love! But what about the people we spend most of our time with?Our co-workers are often overlooked in the garden of relationships, but it's one that requires just as much time, care and attention as any other. Enter: the biggest mischief maker, Emily Hinks!Firm in the belief that the world of work could do with more joy, she helps people to connect, collaborate and create company cultures to be proud of, in playful and energising ways. She generously shares her mischievous ways with us, her experience with the likes of Netflix, and how she facilitates richer human connection in the new era of work.Press play and spend a joyful hour with Emily!Find out about:The ROI of human connection at work and its role in building company cultureThe importance of connecting teams to company values in contextual waysWhy the post-pandemic workplace needs facilitation to nurture digital connectionsHow to host meetings more effectively as a non-facilitatorEmily's small but mighty hacks for elevating every voice in a meetingDon't miss the next episode: subscribe to the show with your favourite podcast player.And download the free 1-page summary, so you can always have the key points of this episode to hand.Links:Watch the video recording of this episode on YouTube.Connect to Emily Hinks:LinkedInWebsitewww.emilyhinks.comwww.mischiefmakers.comwww.routesin.comSupport the Show.**Click here to navigate through all episodes via this interactive podcast map.**If you're inspired by our podcast and crave similar conversations, consider joining Dr Myriam Hadnes' NeverDoneBefore Facilitation Community. **If you're keen to master the art of facilitation, discover our expert-led live, online Facilitation Courses at the NDB Academy. **If you enjoy the show, consider a one-off donation and contribute to the ongoing costs of running the podcast.

Once, HR professionals could walk around the office or factory floor and see employees' mood for themselves.Now, the workforce is more separated than ever. So how can HR rebuild connections within its organisation, whether for hybrid office workers, or far-off franchisees?The task that now faces HR is to rebuild its ability to 'take the pulse' of its organisation. It is a task that Samaritans executive director of people and culture, and two-time HR Most Influential practitioner, Tiger de Souza, is busy tackling.In episode 6 of series 3, Tiger sat down with HR magazine editor Charissa King at Samaritans' HQ, to discuss how HR leaders can intentionally rebuild their connections with employees and C-suite staff alike.

In an environment of disruption, a law firm must be designed for agility. Join hosts Jonathan and Robert as they tackle the evolving landscape of the legal sector. They delve into the critical topic of whether the traditional law firm partnership model can withstand the rapid technological advancements and disruptions of today's world. With a focus on organisational design, they explore how law firms must adapt to maintain a competitive edge. Key Points: 1. The traditional law firm partnership model and its scrutiny in today's disruptive environment. 2. How AI and large language models (LLMs) are reshaping the legal industry. 3. The necessity for law firms to realign their structures with strategic goals for enhanced agility, communication, and resilience. 4. Drawing parallels from the photography industry's shift from film to digital, highlighting the importance of adaptability. 5. The significance of continuous improvement and fostering a culture of innovation within law firms. Takeaway: In a rapidly changing environment, law firms must reevaluate their organisational design to remain agile, responsive, and competitive. The shift towards integrating AI and rethinking traditional structures is crucial for future success. LinkedIn · Website · Connect with Robert on LinkedIn · Connect with Jonathan on LinkedIn

In this episode Ishreen speaks with Kate Jansen, the Director of Organisational Design and Learning at Wilmot Dixon, a top 10 family-owned construction company in the UK. Kate discusses her career journey, starting from her early days as an apprentice to her current role where she has played a pivotal role in achieving gender balance within the male-dominated construction industry. She shares her experiences of facing challenges as a woman in leadership positions within the construction sector and discusses the significant milestone Wilmot Dixon reached in 2023 with 15.8% female representation in the workforce. KEY TAKEAWAYS The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation. Setting ambitious goals, such as aiming for 50-50 gender equality in every role, can drive meaningful change and push organizations to work towards a more inclusive environment. Women in male-dominated industries like construction often face stereotypes, biases, and discrimination, making it crucial to actively work towards creating a more supportive and inclusive workplace. Creating a support network of senior women within the organization can be instrumental in driving change and breaking down barriers for other women to advance into leadership roles. Having the strategic leaders of the organization fully support diversity and inclusion goals is essential for driving meaningful change and creating a culture of equality and belonging. BEST MOMENTS "I think the big turning point was probably only about five years ago, four or five years ago, when the business came forward and set a big audacious goal." "It wasn't an ambition that was wholeheartedly embraced. And even I questioned it a little bit at the start." "What we did, we took the seven, as it was, senior women in the business and we got together and I said, right, what are we going to do here to really make a change?" "You want to create success through connection and belonging, and you're unsure about how to make it happen."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In business, growth is great - but it isn't always a smooth process.It's perfectly normal for a business to experience growing pains as it expands. A business with three or four people in the team has very different needs to one with 25 people, or 100, or 500+. Without creating the right foundations to support growth in terms of your people strategy, a business will run into problems with recruitment, retention, development, management and performance (to name just a few) So how do you design the right structure to support rapid growth?This week's podcast guest is People Director Divya Kanani-Jones, an expert in organisational design and how to structure and manage the people strategy and planning of a business to support ongoing growth.Join Divya and our host Ally Maughan as they discuss how having the right people in the right seats is essential for creating a flexible, productive workforce, how organisational design helps with retention and engagement, and how you can go about integrating all the elements of a people plan in your growing business.You can connect with Divya on LinkedIn here, or find out more about her brilliant work helping businesses thrive here.Sounding good?If you have enjoyed listening to this podcast, remember to subscribe and rate it to help us reach more listeners. If you would like to support the show, we would love it if you could share it with someone you think would find it helpful for overcoming the barriers to growth in their own business, solve their people problems to unlock sustainable business growth. Remember to check out all our other episodes, which you can find here on our podcast website.Do you have an people puzzle you'd like us to help you solve? Do you have a story to share about your journey? We would really love to hear from you, so please do feel free to connect with us on our LinkedIn or Instagram, find out more on our website, or get in touch with us at hello@peoplepuzzles.co.ukSocial Media LinkedIn: LinkedIn Instagram: Instagram. Website: www.peoplepuzzles.co.uk Thanks for listening!

In this final of a 4-part episode, Rita McGrath discusses her upcoming book focused on how organisations can design structures that empower decision-making at all levels, embracing a 'permissionless' approach to innovation. She elaborates on the importance of engaging disengaged workforces and optimising for transient competitive advantages. Rita provides insightful tactics for assessing competitive landscapes, using various strategies like onslaughts, guerrilla campaigns, feints, and gambits. She also touches on leadership practices for fostering innovation, including managing personal agendas, devoting time to new ventures, and employing a range of leadership practices to navigate uncertainty and encourage a culture of opportunity-seeking within organisations. Rita advocates for 'intelligent failure' and explores how technology can redefine management to promote human flourishing at work. The episode concludes with an insight into her new book's core thesis, aiming for a release in 2024 or 2025.   00:00 Welcome & Introduction to Rita McGrath's Insights 00:16 Sneak Peek: Rita McGrath's Upcoming Book on Organisational Design 00:57 Decoding Competitive Strategies and Responses 03:53 Exploring Competitive Moves: Onslaughts to Guerrilla Campaigns 09:35 The Art of Feints and Gambits in Business Strategy 14:32 Entrepreneurial Leadership: Driving Innovation from the Top 22:05 Orchestrating Practices for Entrepreneurial Success 28:04 Path Clearing and Handling Failure in Entrepreneurial Ventures 40:40 Anticipating Rita McGrath's New Book & Final Thoughts   Find Rita: Find Valize: www.Valize.com   Find Aidan McCullen for Keynote talks on Innovation, Transformation and Change:   More on the Innovation Show:

In our opening episode of Season 7, meet Jervais Choo, Deputy Director of Organisational Design and Innovation at Singapore's National Heritage Board and founder of DigiMuse. Explore how his work with digital artists and technologies like AI and VR is changing museum experiences. The discussion includes practical advice for integrating tech into museums, understanding digital innovation's role, the necessity of experimentation, and future directions in museum technology.

How well are you navigating the complexities of organisational design and leadership in your business? With forty years of experience spanning corporate and business start-ups in different industry sectors, Adrian Brown focuses on creating transformative conditions within teams. From social contracts in small groups to the broader impact on global challenges, Adrian advocates for fostering a culture of contribution and innovation. In today's perplexing business landscape, helping businesses unlock the secrets to purpose-driven change and how to influence the emergent future, Adrian's insightful people-centred strategies focus on creating conditions for growth.   KEY TAKEAWAY “You've got to grow people. You've got to create the conditions for people to grow. That's what I've always done and when I'm not doing it, it fails."   BOOK RECOMMENDATIONS* The Clan of the Cave Bear by Jean M. Auel - https://amzn.eu/d/9PXaeNa The Infinite Game by Simon Sinek - https://amzn.eu/d/cucamjR Zero to One by Blake Masters, Peter Thiel - https://amzn.eu/d/989Fq08 The Big Con by Mariana Mazzucato, Rosie Collington - https://amzn.eu/d/ijWLdVm The Power of Clean Leadership by Michael McMaster, Adrian Brown - https://amzn.eu/d/0siS3so   ABOUT ADRIAN Adrian Brown, author, public speaker and consultant at McMaster & Brown, specialises in providing tailored solutions that develop the right conditions for organisations to thrive, focusing on leadership development. Adrian helps leaders develop powerful communication that engages their people to produce extraordinary results. He expertly and succinctly shares the fundamental principles and language that leaders require to create the right conditions for a culture-first, values-based business that has courage, confidence and compassion at its foundation. Adrian is married to his wife Wendy and lives in Devon, where they are regularly invaded by their five children.   CONNECT WITH ADRIAN LinkedIn https://www.linkedin.com/in/adrianbrowncoachmentor/ Adrian's Books: https://www.amazon.co.uk/dp/B0BTWLVD3T Facebook: https://www.facebook.com/AdrianBrown1960 Email: adrian@mcmasterbrown.com Website: https://mcmasterbrown.com   ABOUT THE HOST - AMY ROWLINSON Amy is a Life Purpose Coach, Podcast Strategist, Top 1% Global Podcaster, Speaker and Mastermind Host. Amy works with individuals to improve productivity, engagement and fulfilment, to banish overwhelm, underwhelm and frustration and to welcome clarity, achievement and purpose.   WORK WITH AMY Amy inspires and empowers entrepreneurial clients to discover the life they dream of by assisting them to focus on their WHY with clarity uniting their passion and purpose with a plan to create the life they truly desire. If you would to focus on your WHY and discuss purpose coaching or you want to launch a purposeful podcast, then please book a free 30 min call via www.calendly.com/amyrowlinson/enquirycall   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.

This is a conversation that's close to my heart as I first met Benny Callaghan way back in 1999 when he joined Outward Bound as a trainee and I was his first trainer. His potential was obvious from day one and I couldn't be more thrilled at his trajectory since then and to have him on the podcast!  Benny is a leadership coach and facilitator extraordinaire who excels at seeing complexity and the dynamics at play between human relationships. We discuss the challenges of leadership and organisational dynamics, the difficulty of breaking down silos within organisations and how high workloads can prevent leaders from engaging in crucial relationship-building.  It's a time travelling episode where we reflect on our shared past and ponder the future of leadership and what that means today. We tackle some tough questions about power dynamics, the challenges of organisational systems, and how to maintain trust and collaboration in complex environments. Benny shares a powerful story about overcoming competing priorities within an organisation, and it's a tale that's sure to resonate with many of you. Shownotes See more at: http://www.zoerouth.com/podcast/leadership-change-benny-callaghan Key Moments  Benny Callaghan's Leadership Journey (00:03:22) Benny discusses his career journey, including his experience at Outward Bound and founding the School for Social Entrepreneurs. Interest in Social Entrepreneurship (00:05:14) Benny explains his interest in social entrepreneurship and the challenges of blending purpose with a commercial mindset. Leadership and Systems in Disaster Recovery (00:10:16) The Regenerate programme, focusing on leadership and system dynamics in disaster recovery, particularly in the context of bushfires. Power Dynamics in Organisational Systems (00:13:47) Delving into power dynamics within organisations, particularly in emergency services, and the challenges of integrating diverse voices. Maintaining Relationships and Agency in Organisations (00:18:48) Exploring the difficulty of maintaining relationships and a sense of agency in organisations, especially when dispersed, and the need for discipline and deliberate attention. Fostering Individual Agency (00:16:25) The importance of recognising and addressing inherent blind spots and power privilege, particularly in empowering younger individuals within organisations. Designing Organisational Systems (00:21:12) Challenges in breaking down silos, leadership maturity, and workload impact on cross-functional collaboration. Confronting Reality and Collaboration (00:23:50) Addressing competing priorities, implementing incentive systems, and fostering collaboration through frank conversations. Systems Thinking and Organisational Design (00:30:05) Leaders' lack of systems thinking, understanding organisations as systems, and mapping relationships and interconnectivity. Facilitating Conversations and Relationship Clarity (00:36:48) Importance of external facilitation, role clarity, and relationship clarity in building a powerful system. Feedback Loops and Co-location (00:40:17) Informal communication, feedback loops, and the value of spending time in co-location for understanding challenges.

Welcome to another enlightening episode of "Innovation Deciphered." Join your host, Tim Fitch, Director at Invennt, in a captivating conversation with our distinguished guest, Antoine Vernet, Associate Professor in the Bartlett School of Sustainable Construction and Director of the MSc Strategic Management of Projects.   Antoine Vernet, a seasoned researcher in Organisational Design and Social Networks, brings a wealth of expertise to the discussion. His projects delve into the impact of social networks on workplace inequality, dynamics of collaboration in hybrid work environments, and organizational responses to AI.   With a background in construction management and significant contributions to projects with Crossrail and Citi, Antoine extends his influence through a dedicated YouTube channel, emphasizing the vital significance of data literacy.   In this episode, Tim and Antoine embark on an exploration of the profound impact of AI on both everyday life and academia. The conversation delves into the significance of data literacy in understanding our world, unravelling the role of AI in shaping interactions and work environments. The importance of critical thinking is highlighted, emphasising potential pitfalls if we solely rely on AI.   Discover the intricate nuances of generative AI and the ever-changing nature of these models. Explore the ongoing debate: Are structural changes or increased scale the key to unlocking the next level of AI capabilities?   As part of the broader discussion, the podcast navigates the realm of organizational design and social networks. Explore the intersection of formal structures and informal relationships within organisations. This episode also addresses the lasting impact of our working environment due to COVID, thoroughly examining the pros and cons of hybrid working, and offering valuable insights into the evolving landscape of work.   #InnovationDeciphered #CollaborativeCulture #EmpowerInnovation

In LAB #12, The BAE HQ Welcomes Omid Ashtari, Investor and Advisor at Startup Pragmatism. Today we're going to talk all about organisational design how to build an organisation the correct way, looking at what different teams need to do at different points, making sure you don't do a generic approach. We're really honoured today to have with us Omid Ashtari who's got an incredible wealth of experience. He was the CEO and a board director as Streetbees. He was a president and head of business at CityMapper and invested in over 40 companies as an angel investor.So this is somebody who's been through all those different stages, helped so many companies to do what they need to do and let's get to where they want to beIf you're listening to this and want to see the video, go to YouTube:https://youtu.be/mQ1FSxsJQfwVisit our website: http://thebaehq.com

Anna is a Business Coach and Consultant with a specialisation in Strategy, Performance Culture and Organisational Design.Based on her own experience both as a former serial entrepreneur and scaleup coach, Anna helps leadership teams navigate the strategic transformations that are paramount to long-term business success. She combines a select toolkit of frameworks and methodologies with an experienced practitioner's best-practice know-how to create an ideal management operating system for scaling companies and teams. Applying a holistic view, she helps founders and their teams identify and resolve blind spots throughout the entire organisation, enabling companies - and the people within them - to thrive.Shownotes00:00 - Intro & Context04:55 - How to become an Org design expert08:50 - Scaling up methodology19:15 - Org design in early vs late-stage24:00 - Org design by industry32:30 - Managing oneself, burnoutLinksLinkedIn Anna: https://www.linkedin.com/in/anna-michel-a66179/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/Scaling Up - Book: https://www.amazon.de/-/en/Verne-Harnish/dp/0986019526

Tonight, on our entrepreneur feature we've been talking to Andisa Ramavhunga, Group Chief Advisor at Ntiyiso Consulting Group, about how SMMEs (or any other business for that matter) can think about strategy to create value. On the first episode of the discussion Andisa defined what strategy was and mention three of its components which are; desirability, feasibility, and viability. Desirability deals with who your clients are, what they need, identifying, solving, and managing their problems. Feasibility estimates the competence of management and the sufficiency of resources to bring a product or idea to market. Viability looks at the business is returning enough of a profit to provide a return to the business owner and also meet its commitments to business creditors. Once an organisation has figured out the above, it then needs to design an organisation that can create, deliver, and capture the value. This evening Andisa talks about the organisational design elements that are required for an organisation to thrive in its business. See omnystudio.com/listener for privacy information.

Today's episode focuses on the topics of self-management and principles of the progressive organisation and how these innovative ideas can be applied and benefit both employees and management. The guest for this episode is Rhea Ong Yiu, who works as the senior catalyst at LIVEsciences, a consultancy with a mission to contribute to a more sustainable world through catalyzing success within the corporate world. Today's host is Erik Korsvik Østergaard, Co-Founder at Good Morning April, and co - host for this season is Tore Nielsen, also Co-Founder at Good Morning April.

In this episode of the Digital HR Leaders podcast, David is joined by Deloitte's Managing Director of Organisational Design function, Don Miller, and Jesse Jacks, Senior Manager of Organisational Strategies and Design, also at Deloitte. As experienced consultants with a deep understanding of the current economic climate, Don and Jesse share their insights on building a workforce that aligns with financial and business goals. This conversation will cover: - Strategies for looking beyond cost and head count to focus on skills, capacity and performance - The common belt-tightening mistakes that they see in the market, using client examples - How businesses should be thinking right now, and the importance of speed in decision-making - How HR teams can take on more responsibility in workforce planning and organisational health - Using data-driven insights such as Organisational Network Analysis (ONA) to build an adaptable and future-proof workforce - Practical tips for HR professionals to build their capabilities and deliver value and impact to the business Support from this podcast comes from Orgvue. You can learn more by visiting: https://www.orgvue.com/ Hosted on Acast. See acast.com/privacy for more information.

Clayton M. Christensen and Michael B. Horn's “Disrupting Class” is an unsettling title for a book about the schooling process. The title conveys multiple meanings. The principal message is that disruption can usefully frame why schools have struggled to improve and how to solve these problems. We welcome back the author of “Disrupting Class, How Disruptive Innovation Will Change the Way the World Learns: Michael B Horn Find Michael here: https://michaelbhorn.com 00:00:00 Intro 00:03:02 Clayton Christensen Relationship 00:05:53 The Why of Disrupting Class 00:08:14 What Does The Theory Have to Say? 00:10:37 Intrinsic v Extrinsic Motivation and Jobs Theory 00:14:47 Interdependence and Modularity 00:22:15 Organisational Design and Authority 00:28:40 Train people how to think not what to think 00:29:37 Model of Disruptive Innovation 00:32:42 Non-Consumption Contexts 00:37:42 Resistance from the Status Quo 00:41:02 Cramming 00:46:06 RCA, Vacuum Tubes, Sony and Transistors 00:49:09 Incubation Outside the Core 00:53:43 Value Network and Ecosystem 00:56:28 The Role of Regulation 01:02:13 Jobs To Be Done Theory 01:06:12 Democratising the theories 01:10:10 Final Thoughts on Disrupting Education 01:10:10 Final Thoughts on Clayton Christensen

Joining me on this episode is Alison Dixon who is based in Austin, Texas and working as Global Head of People Operations for a tech business.The more of these conversations I have, the more common it seems that my guests have all entered HR via an unorthodox route. Alison is another prime example of this. Having entered the job market in the middle of the global recession in 2008, there were literally no jobs.Alison did eventually secure a job, working in Fundraising for a local high school. She continued down this career path for a number of years before having the opportunity to do a Masters degree in Organisational Design. This gave Alison exposure to the world of HR and she was fascinated by it. Her perception of HR until then had been one of the 'morality police' and she was now seeing it in a very different manner, and she was hooked!Alison has gone on to have what I would class as an accelerated HR career, progressing to a leadership role in only five years. Getting under the skin of how she has managed to do this it can partly be attributed to her approach to HR. Because she had no preconceptions about how she should act as a HR professional, Alison was both vulnerable and authentic. She was honest when she didn't know the answer to something and built trust by being imperfect and authentic. She was also inquisitive asked questions to get under the skin of the business in order to understand what was really going on in the teams she supported, therefore enabling her to better assist them.Alison is really refreshing and honest in this conversation and I believe there are some reflections we can all have by listening to her thoughts on the delivery of modern HR practices. I hope you enjoy listening!Support the show

In our latest Unlocking Leadership episode, Clare speaks to Rachel Jones, Director of Talent, Learning, Engagement, Cultural Change, Inclusion, Performance and Organisational Design at Sodexo. Sodexo is a leading brand in the services sector, providing food services and facilities management to businesses across 55 countries. In this episode, Clare and Rachel discuss the authenticity and empathy required to succeed in leadership. Presented by Clare Carpenter. With Rachel Jones. Produced and edited by Nick Hilton for Podot.

Changing the Culture of Your Talent Acquisition Team   You know the scenario: you've inherited an under performing team and need to reset and redirect. How do you do this? What are the techniques available for TA leaders that work most consistently to get the best out of the existing team?   You will learn:   - How to diagnose under performance - How to audit the KPI's - How to identify high potential under performers - How to identify disguised malcontents - Communication strategies for new leaders - Role of symbolism and ritual for culture change   All this and more with Nims Dhawan, Organisational Design, (UK Ministry of Defence), Rassam Yaghmaei, Talent Acquisition Director (Doctorlib) & Jon Hull, Head of Resourcing (Balfour Beatty)     Ep168 is sponsored by our buddies Platypus Platypus is the HR and recruitment tool that measures cultural drivers of people across the organization to help you qualify decisions on hiring and managing your culture. Get started from free, here

In this episode of the HR Leaders podcast, I'm joined by Jakob Ejlsted, Global Head of Organizational Design & Effectiveness at SABIC, to discuss why HR should stop playing it so safe. We talk about the current talent landscape, the risks and opportunities of hybrid working, and how Jakob is designing the organisation to scale.

A learning journey conversation with a fellow EMBA student. Over the past two years (2020-2021) we have been working towards our Executive MBAs through the University of Cape Town's Graduate Business School. With classes moving on-line due to the covid-19 pandemic there wasn't enough time (for me) to connect with fellow students and hear about their research projects. I decided to interview my fellow students to hear about their research. In this podcast I speak to Desereé van den Berg (RBS | HR Executive) about her research project which explored the link between remote work and organisation design. Remote or hybrid work is a hot topic as most of us have experienced the shift to remote work over the past couple of years, a trend accelerated due to the covid-19 pandemic. Desereé tells me more about why she chose this topic, how she did the research and what her major findings were. She also shares how this research changed her and the way she has applied her research in her workplace. Desereé found that a company's strategy is so intertwined with organisational design that that it is imperative that a strategic decision needs to be made about remote work at the correct level of the organisation. Find out more about the UCT GSB EMBA · Connect with Desereé van den Berg · Connect with Petro · Solid Gold Podcasts

A learning journey conversation with a fellow EMBA student. Over the past two years (2020-2021) we have been working towards our Executive MBAs through the University of Cape Town's Graduate Business School. With classes moving on-line due to the covid-19 pandemic there wasn't enough time (for me) to connect with fellow students and hear about their research projects. I decided to interview my fellow students to hear about their research. In this podcast I speak to Desereé van den Berg (RBS | HR Executive) about her research project which explored the link between remote work and organisation design. Remote or hybrid work is a hot topic as most of us have experienced the shift to remote work over the past couple of years, a trend accelerated due to the covid-19 pandemic. Desereé tells me more about why she chose this topic, how she did the research and what her major findings were. She also shares how this research changed her and the way she has applied her research in her workplace. Desereé found that a company's strategy is so intertwined with organisational design that that it is imperative that a strategic decision needs to be made about remote work at the correct level of the organisation. Find out more about the UCT GSB EMBA · Connect with Desereé van den Berg

You're building a complex product, so you need a lot of specialists to handle the complexity, right? BA, PM, UXR, UX, UI, PgM, PMM, Architect, TL, Scrum Master, FE dev, BE dev, DevOps, QA... Right? Wrong. Chris and Yaniv describe the misunderstandings that lead to the formation of oversized teams of over-specialised roles---and the very real problems and dysfunctions that follow. They then discuss the scalable and effective organisational design adopted by some of the best tech companies such as Google, Uber, Facebook, Spotify, and Amazon. Follow us on Twitter @ybernstein @chrissaad People Engineering Newsletter: newsletter.peopleeng.com Startup Newsletter: www.chrissaad.com/startupnewsletter Please leave us a rating and review in your favourite podcast app! **This episode is brought to you by n14.io**

Our host, Thiago Kiwi speaks with Rupert Morrison, author of Data-Driven Organization Design, and CEO of Orgvue. Kiwi and Morrison speak about the importance of data driving your organisational design, including: - how this can lead to better engagement and satisfaction among employees, - what most companies do wrong when they restructure, and - why HR should do the workforce planning, and which skill sets are needed for this new function.

Jamie Pride is founder of ‘humanly agile' and author of ‘Unicorn Tears: Why Startups Fail & How To Avoid It'. Former CEO of realestate.com.au, Jamie shares his perspectives on how scale-ups should approach organisational design learned from his 20 years across consulting, founding of six start-ups, and as an investor who's raised more than AU$20m in capital. Platform Owner's Guidebook: https://www.shanewilliams.com.au/book See omnystudio.com/listener for privacy information.

Welcome back to the first episode of 2022. In this episode, Andy and Phil discuss plans for 2022; Looking at the average journey length as a KPI and what do with it Discussing learning and development Organisation design/Roles and responsibilities For the latest on webinars please sign up here http://elevate-your-clinic.eventbrite.com Additionally, make sure you register with […] The post The Treatment Room Podcast presents Hot Topics 2022 – KPIs, Learning & Development and Organisational design appeared first on Elevate Your Clinic.

OVERVIEW:In this episode, I am joined by Peter Merholz, Design Executive and Organisational Consultant, Author and Founder of Adaptive Path.His book, co-authored with Kristin Skinner, Organisational Design for Design Orgs is a go-to book for so many Designers, Design and non-design Leaders.   In our conversation, we cover specifically the difference between Tech-First and Legacy Organisations in how they see Design within their organisational structure, what difference this makes to the way they invest in and support Design, what this means for newly minted design executives.  We touch on themes that I covered with both Jose Dos Santos and Clive Grinyer in earlier episodes about the blockers that Design-Leaders face on the way to the c-suite.This is a conversation about the mindset, skills, attention and orientation of executive leadership and what Design needs to ‘get over' (sometimes itself and sometimes others) in order to achieve that. SHOW LINKS & RESOURCES:I referenced an article that Peter published recently on the focus and role of a Design Executive which is really useful to remind Senior Design Executives what is expected of the executive role.Other ways to connect and follow Peter's thinking:Peter Merholz on LinkedInPeters Personal Website contains his writing and musings on humanising DesignOrg Design for Design Orgs the website contains updated reflections on the topic of Design Orgs and Design Leadership and is worth followingPeter has his own podcast - co-hosted with Jesse James Garrett - call Finding Our Way that is absolutely worth adding to your regular downloads - I'm a subscriber and find it invaluable.subscribe to the Business x Design Newsletter hereand connect with your show host Martin Dowson on LinkedIn - we really welcome feedback from our listeners so do get in touch!

This week's podcast guest is Patrick Coolen, Global Head of People Analytics, HR Intelligence and Organisational Design at ABN AMRO, talking about his journey, setting up and evolving his people analytics team at ABN AMRO, over the last eight years. 
I have known Patrick, for most of that time and one of the main things that has always stood out to me has been his laser sharp focus on delivering value to the business. Throughout this episode, Patrick and I discuss:His brilliant article written together with his colleague Jaap Veldkamp, 8 Big Ticket Items for People AnalyticsAnalytics for personalisation as well as analytics for value and analytics for evaluationPatrick's journey developing the people analytics team at ABN AMRO over the last eight years, which all started with a focus on advanced analytics and the businessThe excellent work Patrick is doing in employee listening 
Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io. See acast.com/privacy for privacy and opt-out information.

Katherine BoiciucKatherine Boiciuc aka KB is a futurist and technologist and an imagineer and executive leader at Maximus International. Maximus are an innovative business consultancy, offering unique solutions to maximise people and organisational potential and specialise in three main areas; Leadership Development, Organisational Design, and Assessment. KB is CTO and Director at Maximus, focusing on supporting leaders to adapt and grow through embracing disruption, experimentation with new technology and ensuring new ways of leading are embedded in daily practice.Neon TreehouseI'm really pleased to announce that Humans of Purpose has partnered with digital agency and major season sponsor, Neon Treehouse. Neon Treehouse are a bold and creative team, delivering bright and imaginative solutions in the digital space. They are the digital agency I would send any of my trusted friends or colleagues to.Promotional CampaignsAll Humans of Purpose guests are hand-picked by our team, but we open to promoting opportunities that meet the needs of our growing community. Are you seeking to promote your organisation, programs, products or services on Humans of Purpose? Talk to us about collaborating on a campaign that will get you the results you are after.Individual SupportHumans of Purpose is independent, primarily self-funded and locally produced. A big thankyou goes out to our amazing Patreon supporters who help us run the show:Deb, Joel, Carmen, Levi, Bee, Lyndon and Joe, Misha and SabinaSupport us today for as little as the price of a single coffee per month. I'll send you an awesome exclusive Humans of Purpose tote bag (valued at $25) and you will help shape the podcast moving forward.Support this show http://supporter.acast.com/humansofpurpose. See acast.com/privacy for privacy and opt-out information.

Imagine that your organisation would fully embrace design? There would be much less friction between how you work and how the organisation operates. When you'd see an opportunity to improve something and make a positive contribution with your skills you could just go for it. Unless you're one of the lucky few, most service designers still need to fight hard to get support for their way of working. And think about it, there's a lot at stake here... Because when you fail to get proper support no one will listen, you won't be able to influence important decisions and eventually you'll become irrelevant. But if we play our cards right I'm actually quite optimistic that will not happen. What inspires hope in me is that designers are starting to understand organisations better and better. For instance we recently talked about organisational dark matter on the Show and how to influence that. In this episode we continue on that theme and talk about a pragmatic approach to organisational design. You'll learn how creating doubt, devising smart experiments and reframing challenges helps to get the buy-in from clients and stakeholders. The most powerful tools are sometimes right in front of you. This episode serves as a great reminder of that. --- [ GUIDE ] -— 00:00 Welcome to episode 132 05:00 Who is Frithjof 06:00 60 second rapid fire 09:45 Organisational design isn't new 14:00 Knowing the end at the start 19:00 Exploring what may be 24:30 What help clients make the leap 27:00 Doubt is your friend 30:15 Reframing the problem 39:00 How to coach clients 41:45 The role of experiments 47:30 Creating space for failure 54:00 Skills to make the transition 1:01:15 Final thoughts --- [ LINKS ] --- * https://twitter.com/frithjofthinks * https://www.linkedin.com/in/frithjofwegener/ * https://www.researchgate.net/profile/Frithjof-Wegener * https://scholar.google.com/citations?user=4-4TFXgAAAAJ&hl=en * Organizational Design webinar - https://www.youtube.com/watch?v=Qv-hDbtmG30 * Touchpoint article - https://www.service-design-network.org/touchpoint/vol-11-no-3-service-design-and-change-management/tp11-3-going-from-service-design-to-organisational-designing PODCASTS * https://www.talkingaboutorganizations.com/ * https://www.tudelft.nl/io/delft-design-stories/out-of-the-blue BOOKS * https://www.terrypratchettbooks.com/book-series/discworld/ * https://naomistanford.com/books/ * https://www.sup.org/books/title/?id=1448 * https://en.wikipedia.org/wiki/Crime_and_Punishment --- [ HOW TO EXPLAIN SERVICE DESIGN ] --- Learn what it takes to get your clients, colleagues, managers, CEOs and even grandmas as excited about service design as you are. https://servicedesignshow.com/free-course

In today's episode we are joined by a very dear friend, Ross Nicol.  Ross is an Organisational Development Consultant with the NSW Department of Health.Ross shares with us his wisdom and experience on how to develop high performance; how to establish a strong team culture; and how to put in place a team charter.Ross and I have known each other for many years and discuss our shared experiences in putting some of this into practice.It was a great honour to have him on the share.Anyone that is looking to lead your team to higher levels of performance does not want to miss this great episode and interview.More information on The Leadership Project can be found at the following links:You can join our Private Facebook Community at the following link - https://www.facebook.com/groups/334571975014326  Follow The Leadership Project on all of our social channels as follows:To follow us on The Leadership Project you can find us on:LinkedIn - https://www.linkedin.com/company/the-leadership-proj      Facebook - https://www.facebook.com/TheLeadershipProj        Instagram - https://www.instagram.com/theleadershipproj        Twitter - https://twitter.com/leadershipproj1         Website - www.mickspiers.com     YouTube - https://www.youtube.com/channel/UCPG9X7weoI4Xs3SreZab1rQ 

The guest on this week's episode is Tertia Wiedenhof, Global Leader and Product Owner for the People Analytics and Insights Team at Rabobank. To reflect the advance of new technology, the changing needs of customers, the emergence of new competitors and changes in the way we work, Rabobank is shifting to agile ways of working as it transforms into a fast moving, digital co-operative bank. HR at Rabobank was one of the early adopters in embracing agile, but what does this actually mean to the work of HR? What does it mean to the approach to people analytics, both in the way the function is set up and the focus of its work? In our conversation Tertia and I discuss: How the shift to agile has intensified the focus on employee experience How the people analytics team is set up and how it collaborates with the business The impact the move to agile has had on the HR operating model How to design, test and iterate products with and for employees The changes in skillsets required to flourish with agile ways of working This episode is a must listen for anyone interested or involved in business transformation, new ways of working and employee experience. So that is Business Leaders, Chief HR Officers and anyone in a People Analytics, Organisational Design, Culture, Learning, Employee Experience, or HR Business Partner role. Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

PROBLEMS WITH HYBRID? As we begin to think about the bounce back from the pandemic, the growing consensus is that the ‘hybrid' model of working - flexibility for staff to work either from home, with an office provided - is going to be the default setting for the majority of businesses.  Candidates and employees seem to want this flexibility…..but does it really work? Are there any trade offs with hybrid? What are we losing if we work this way? What worries business owners, managers, CEO's - key executives with a responsibility for the health of the business - about this modus operandi? This is the topic of Brainfood Live On Air  We're with Alex DePledge, MBE, CEO of Resi, Neil Carberry, CEO of Recruitment & Employers Confederations and Nims Dhawan, Organisational Design at the UK Ministry of Defence.  We've heard from the employees; now we have to hear from the bosses

Well come back once again. So on this week's episode I have Eleanor Minshall who is quite literally the gift that keeps on giving. The reason I say that is because she has multiple situations through her career which by themselves could be reasons to have her as a guest on the podcast.Firstly, Eleanor is someone who entered the world of HR from the route of being a Recruitment Consultant. Then she experienced fast-tracked progression through her HR career going from HR Advisor to HR Business Partner in only 4 years. For the last 3 years of her HR career she led L&D and Talent and Development teams. Then this year, Eleanor took the decision to start her own HR Consultancy where she helps supports businesses with Organisational Design, creating People Strategies, as well as Coaching HR Teams and Leaders to become more effective. There is absolutely heaps packed into this episode so I hope you enjoy listening.Support the show

Lise brings over a decade of hands-on, executive-level experience, most recently as Director for Organisational Design and Change Management at the European Bank for Reconstruction and Development in London. Currently, she is a Lecturer, Organisational Consultant, Executive Coach and Supervisor with clients across the globe. She teaches Design Thinking and Leading in Complexity at Sciences Po Paris and Leading Self, Others, and Change at Anant University in India. Lise is the Founder of the School of Change Coach Training Programme and Labs as well as co-Founder and Partner of Both& Partners, an organisational consultancy with a twist. She is a Professional Certified Coach with the ICF and trains towards becoming a Supervisor for coaches and consultants with the European Mentoring and Coaching Council. Moreover, she volunteers as Board Director for Thought Leadership with the UK Chapter of the ICF and as a team member of the ICF Zurich squad in Switzerland. More information is available on https://www.profound-consulting.com/, https://www.both-and-partners.org and https://www.linkedin.com/in/lisebruynooghe. - What brought Lise to coaching? - What has changed for her and others as a result? - What is a metaphor for her coaching approach? - What does VIA mean and how does she apply it? - What trends does Lise see in coaching? - What are her recommendations to coaches who just started their practice? - What does Lise regret and would have started earlier if she had known? Interview: Matthias Läubli, June 2021

In this Episode of the Masterclass Series of the Podcast, I (@Jivraj Singh Sachar) speak with Abhishek Nag, Director of Business Development - Netflix India. The Masterclass Series of the Podcast is a way to dive deeper into specific domains from the tech ecosystem and uncover them fundamentally. For the 2nd Episode of the series we decode - Business Development There could be nobody more fitting than Abhishek to talk about this discipline. Abhishek has spent the last entire decade in the domain of Business Development having led technology businesses in the country, including leading Growth for Facebook India, heading Partnerships for Uber India, and also heading Business and Corporate Development for Hike Messenger, before his current role at Netflix! Through this Episode we discuss the following: 1. (02:24) : What does Business Development really mean and Why does it exist as a role in organisations? 2. (04:52) : What are some of the functions within the domain? 3. (09:48) : Organisational Design for Business Development Teams 4. (12:35) : Sales v/s Growth v/s Business Development 5. (14:55) : What are some of the core skills required in this domain? 6. (18:04) : What are the metrics to measure in Business Development? 7. (21:08) : What keeps Abhishek curious and motivated to deliver day-in day-out? 8. (24:12) : What is Abhishek's way to keep expanding his thought processes? 9. (27:39) : What are the core mental models to Abhishek's Decision Making? ~ The pursuit of doing fewer things better! 10. (30:01) : Parting thoughts ~ Potential Pitfalls to look out for in the B.D Journey! Here is the 2nd Masterclass on the Indian Silicon Valley Podcast on Business Development! We're available on Instagram & Twitter. Feel free to drop in your feedback! Do not forget to Subscribe to our WhatsApp Newsletter. I, Jivraj, am reachable on LinkedIn & Twitter! "If you never try, you never know" Stay Tuned, Keep Building.

World authority on corporate strategy, Andrew Campbell is Director of Ashridge Strategic Management Centre at Ashridge Business School. Andrew discusses with our host William Corless the key elements and consideration of organisational design especially with agility. Andrew is also an authority on organisation design being the person who developed “the nine tests of good organisation design” and with Michael Goold the book “Designing Effective Organisations”. In this episode, he shares many insights to help organisations navigate the current challenges that they face in an agile manner.

Introduction: Irial O Farrell is the owner of her own company called Evolution Consulting which will soon merge with a company called Pebble, an Irish Consulting company. Irial is an accredited Master in Change Management and distinguished in other disciplines such as Learning and Development, Emotional Intelligence, Organisational Design and Executive Coaching. She is also the author of two books; Values; Not just the office Wall Plaque and SMART Objective setting for managers, a roadmap.   Podcast episode Summary: The book, SMART objective setting for managers: A roadmap, unpacks many of the conundrums faced by managers in managing others. This episode explores the content and relevance for SMART objectives on teams. Irial helps us understand why SMART objectives are often outsourced, overlooked & misunderstood. The book is a roadmap to substantially improve the design and setting of effective objectives including behavioural objectives to really drive increased performance. Points made throughout the Episode:   Performance & our behaviours at work is a consequence of the systems we are apart that are often unconscious or blind to us. Part of the work of performance management is making those systems clear and aligned. Building better business is primarily about clarity, clarity of design and alignment of many parts of the business, including Purpose, Vision, Strategy, Plans & Processes as well as the human capabilities needed to execute against these design initiatives. The interface between system sight and capabilities is where things often go wrong Performance management is the subject matter about which Irial choses to write. Her first book was born in 2011. Values only made sense to Irial after a coaching course she attended in 2006. Understanding the role & purpose of values can provide enormous relief and avoid the potential for conflict and emotional turmoil. The same is true for teams organisations In 2019 the book SMART objective setting for managers was written to help managers have meaningful conversations with others around performance Objective setting is often seen as something important to HR and not as a sacrosanct Manager tool- as such the potency and richness of dialogue is lost The tasks involved in a managers role are often misplaced. More definition and clarity is required. SMART is a framework that has endured and it is especially potent as an individual tool. When it is brought forward in a 1:1 capacity or with a team it is the communication that is critical and often lost. We have to be careful about our unspoken expectations and assumptions in order to have meaningful dialogue SMART objectives can enhance team behavioural norms. Some of the letters in the anacronym are particularly useful especially if things do not go to plan. The A in smart is helpful to course or chart alternative strategies for example in Covid. Some of the traps that managers and teams fall prey to include work being done at the wrong level, managers afraid to let go some of the more tangible tasks about which they are comfortable to engage in less tangible conversations -management conversations like feedback, development conversations, coaching conversations. Covid-19 has for sure thrown teams into a virtual reality that works for those who know their roles but for others it is problematic. New hires for example need to be onboarded. Important that managers actively think about the conversation they might need to have with people who ordinarily used informal channels to seek out information. Not as easy today.   Resources   https://www.linkedin.com/in/irialofarrell/ Irial,O Farrell. Smart Objective Setting For Managers: A Roadmap Irial,O Farrell. Values- Not just for the office Wall Plaque-How personal and company values interect Ram Charan; Leadership Pipeline: How to Build the Leadership Powered Company The Arbinger Institute, Leadership and Self Deception

In this episode Rakesh Chopra, Snr Transformation Manager, Allianz Global and Jeff Phipps, General Manager, ADP UK & Ireland, discuss the role of employee data in predicting trends and supporting critical decisions during Covid times and beyond. Guests share their practical insights on transformation progammes and pre-requisites for success in this area.    Featured guests: Rakesh Chopra, Snr Transformation Manager, Allianz Global. Jeff Phipps, General Manager, ADP UK & Ireland. Topics covered include: Workforce planning, power of employee data, harvesting analytics from remote working technology, data visualisation, data ethics, organisation design strategies.    Copyright@2021 Automatic Data Processing Limited (ADP). All rights reserved. This content may not be distributed, reproduced, modified, sold or used without the written permission of ADP. The information is provided "as is" without any expressed or implied warranty, and is advisory in nature. This content is provided with the understanding that neither the presenters nor the writers are rendering legal advice or other professional services. This material is current as of the date of this episode (8th February 2021).

Dexter Cousins ushers in 2021 and season 3 with Claire Alexander, Head of People at Limepay. In this special show Dexter fields questions from you, the listeners, on Fintech career advice.Tune in as Claire and Dexter discuss which skills are in demand, which skills you should focus on developing, what stage a Fintech will hire specialists over generalists and how to position yourself when applying to roles in Fintech.They also share insights on resumes, cover letters and how to work best with recruiters. As well as covering one or two career dilemmas.Find out more about Limepay at https://limepay.com.auAbout Claire:Claire has extensive experience in talent acquisition, HR strategy & transformation and coaching.Combined with her passion to build start-ups, Claire also has a coaching business that supports her clients to achieve their career goals using simple strategies and NLP frameworks. Since arriving in Australia Claire has spent the last 10+ years in the talent acquisition and HR space. More recently she supported Zip Co to expand globally as their Global Head of Talent and Organisational Design.Claire is now helping to scale Limepay, an upcoming Fintech set for rapid growth over the next 12 months. Follow Claire on LinkedIn Thanks To Our Partners FinTech Australia Connecting, challenging and advocating for one of the fastest growing tech communities in the worldLaunch, Scale, Innovate Leaders in Fintech Executive Search and Recruitment

In this episode I talk to Jonathan Potter of Astra Zeneca about how organisations are adapting to the changes brought about by the current pandemic and the impact an inclusive mindset can have on the working environment. 

Adam is a consultant in strategy and organisational design, writer and video producer. He's known for having a deep knowledge of people and organisations and delivering this is in a way that is straightforward, understandable and practical.  He helps leaders who are both reflective and results-oriented create a strategy that will work and then build the capability in their organisation to deliver. Founding his practice in 2012 after a successful executive career focussed on rebuilding teams, department and businesses, he has been involved in a range of profit and for-purpose industries, working in both the UK and in Australia. With his ability to integrate the latest thinking with foundational concepts of work, people and organisations, he has many long-term clients who return to him a so they can lead their organisations and divisions to make the difference they are looking to make. In today's podcast, Adam and Daniel discussed Adam's thoughts on why engagement within companies is at an all-time low and the fundamental strategies that leaders can utilise in order to begin the process of improvement. We also discussed the different types of leaders he sees within businesses and his recommendations in ways that the level of thinking can be elevated.This was an enlightening podcast and a must-listen for all strategic leaders out there. Where to find Adam Thompson LinkedIn: adamgthompson  Blog: http://zenorganisations.com/ Website: https://www.thompsonorganisations.com.au/ Join the conversation on Synergy IQ LinkedIn, Facebook and Instagram (@synergyiq) and please support other leaders by liking, subscribing and sharing this podcast.  Access SynergyIQ Website to get to know more about us.  Say hello to our host Daniel on LinkedIn.  

Rowan Belchers — Lockstep | Founder Dismantling and demystifying some widely held misconceptions about CEOs In this episode I talk to specialist CEO advisor Rowan Belchers about what being a CEO really means, why the role is more important than ever in determining organisational success, and how modern CEOs are having to revise their views on leadership to adapt and thrive. Rowan is the founder of Lockstep, which delivers customised leadership solutions to significantly impact business performance, and the creator of The CEO Project a programme specifically designed for leaders who sense they need a new blueprint for success in a rapidly evolving business and societal landscape. Lockstep Consulting · The CEO Project · MikeStopforth.com · Connect with Mike on LinkedIn · Follow Mike on Twitter · 48h crisis communication consultancy

Rowan Belchers — Lockstep | Founder Dismantling and demystifying some widely held misconceptions about CEOs In this episode I talk to specialist CEO advisor Rowan Belchers about what being a CEO really means, why the role is more important than ever in determining organisational success, and how modern CEOs are having to revise their views on leadership to adapt and thrive. Rowan is the founder of Lockstep, which delivers customised leadership solutions to significantly impact business performance, and the creator of The CEO Project a programme specifically designed for leaders who sense they need a new blueprint for success in a rapidly evolving business and societal landscape. Lockstep Consulting · The CEO Project

In this episode of the Codurance Talks podcast, José E. Rodríguez Huerta  has an interesting conversation with Laura Weis, Strategy Consultant at Satalia, a world-leading enterprise AI company. Laura enlightened us tackling organisational design from a human and social capital perspective, considering her wide experience in psychology and network science. This episode covers a very significant topic and Laura and Jose dove on why a human-centred organisational design makes companies improve their decision making processes at many levels. Along the talk, they covered important aspects such as: Understanding people's dynamics for design organisation. Companies working structure and how it has changed over time. Challenges and opportunities of new organisation models. How to approach different problems and ways of working with network analytics. Tools to analyse the digital transformation impact and processing of data. How to measure information on different human aspects. As we can see, translating analytics results into the company's reality, allows us to make the most positive changes for businesses.

The food industry has shown incredible resilience in the face of the challenges presented by COVID-19, but what about food and agritech start-ups? How has the pandemic affected venture capital funding and investment in the sector? We assembled a panel of experts to discuss this, and what the future holds for the start-up community in food and agritech. Spoiler alert: investors still have capital they want to invest, and are looking to support disruptive start-ups with funding. Find out the new opportunities they are seeing in this exciting space. About our panel Nicky Deasy, Co-Founder and Manager Partner, Yield Lab Europe  Nicky is the Managing Partner at Yield Lab Europe (https://yieldlab.ie/) . Nicky oversees the day to day operations, including investments, fundraising, portfolio, and company operations. This includes raising capital, dealing with the limited partners and investors, maintaining and managing a deal pipeline, running the due diligence process, and coordinating investments into portfolio companies.  She also works to set up the accelerator programming, and supporting those companies with financial mentoring, commercial mentoring and scaling support, and overall fund management.    Nicky worked for 7 years as Associate Director at KPMG Corporate Finance in Dublin, where she ran the Food & Beverage M&A team, before moving to EY Galway to set up a corporate finance practice for EY’s regional offices, as Director of Corporate Finance, which she ran successfully for 5 years before leaving to set up her own corporate finance practice in Galway.  She was a mentor to the EI HPSU in the role of assisting companies go to market to raise equity.  She has worked with many early stage companies across a variety of sectors to raise seed and Series A equity capital, having advised on rounds totalling hundreds of millions over her 20 year career, and has extensive links with the venture capital and business community in Ireland, both in Dublin and Galway. Costa Yiannoulis, Investment Director, CPT Capital  Costa is the Investment Director at CPT Capital (https://cptcap.com/) , the venture arm of Jeremy Coller’s family office. Costa has led the building and management of the CPT Capital food and materials tech portfolio including Beyond Meat, Impossible Foods, Memphis Meats and Perfect Day amongst others. Costa sits on the boards of Geltor, Gathered Foods (Good Catch), Redefine Meat, and 3F Bio. Prior to CPT Capital, Costa managed Jeremy Coller’s broader personal technology investments and advised Jeremy across both his corporate (Coller Capital) and philanthropic (FAIRR Initiative / Jeremy Coller Foundation) endeavours. Previously Costa spent 3 years in Management Consulting with Bain & Company in London focussing on Strategy, Organisational Design and Private Equity across sectors; and 5 years within Deutsche Bank in London building the bank’s Emerging Markets platform across Africa. Costa holds a BA(Hons) and MA in Economics from Cambridge University, and an MBA from INSEAD. Andrew Ive, Founder, Big Idea Ventures Andrew is the founder of Big Idea Ventures (http://www.BigIdeaVentures.com) . Its purpose is to solve the world’s biggest challenges by supporting the world’s best entrepreneurs. Our first fund + accelerator (NY & Singapore) invests in plant-based foods and ingredients to impact climate change, animal welfare and personal health. Investors include Tyson Foods & Temasek. Advisory Board member for Tufts Nutrition Council. Friedman School Entrepreneurship Advisor. Harvard Business School graduate, Procter & Gamble brand management trained.  Yield Lab Europe, CPT Capital and Big Idea Ventures will all be attending Food Tech Matters on 12-14 October 2020. Food Tech Matters is the place for disruptive agri-foodtech start-ups to meet investors and corporates focused on a sustainable future. Join them  (https://bit.ly/3kHaaDt)

“Avanti HR Consulting Ltd provides experience and solutions in Transformation, HR strategy and Organisational Design and Development. This has been delivered on both an interim basis at Director level, and also as a consultancy solution, across both Public and Private Sectors to Micro, PE, SME, FTSE 100/Fortune 500 organisations in FS/FinTec, Retail, Manufacturing and Hospitality across the UK, Europe and the US.

Today’s podcast takes a look at AI and machine learning and the significant potential they offer for automating processes, reducing costs and human error in the food industry. Joining hose Stefan Gates for this fascinating look inside the world of AI is Daniel Hulme, Founder & CEO of Satalia who gives us insight into the application of AI in the food industry and the opportunities that it offers. About Daniel Hulme Daniel Hulme is the CEO of Satalia, a London-based company that provides Artificial Intelligence (AI) solutions to solve industry’s hardest problems. He is also the Director of UCL’s Business Analytics MSc, applying AI to solve business, governmental and social problems. Hulme specialises in philosophy, technology, innovation and organisational design. He is passionate about how technology can be used to govern organisations and bring positive social impact. Hulme’s work outlines a framework for understanding data-driven decision making. He understands the capabilities of AI but also the future challenges and opportunities for AI, and how and why we need to embrace these emerging technologies. Daniel Hulme’s expertise also spans both the philosophical and ethical issues surrounding these emerging technologies. He has a Masters and Doctorate in AI from UCL, lectures on topics in Computer Science and Business, and is passionate about how technology can be used to govern organisations and bring positive social impact. Dr Daniel Hulme has advisory and executive positions across companies and governments. He holds an international Kauffman Global Entrepreneur Scholarship and actively promotes purposeful. He is a popular public speaker specialising in the topics of Artificial Intelligence, Blockchain, Decentralisation, Philosophy, Technology, Innovation and Organisational Design. He is a serial speaker for Google and TEDx, and is a faculty member of Singularity University (https://su.org/about/). About Satalia Satalia is an AI-driven organization developing its own products that optimize industries such as transport, retail and hospitality. Satalia’s tools and solutions are being used by names such as Tesco, BBC, PwC, DFS, to name a few. Satalia has implemented a unique organizational structure and culture that fosters autonomous decision making, self-sustainability, curiosity and exploration. Satalia has acquired Data Dog, UAB (currently Satalia Lithuania) in 2019, though the two companies have formed a deep partnership since 2014. Essentially – Satalia came up with the algorithm for Tesco’s delivery logistics to work out the quickest and most efficient delivery journey.

Dr Julian Waters-Lynch Jules is a lecturer at RMIT University in Innovation, Entrepreneurship and Organisational Design. He is an expert in Coworking and entrepreneurship and applies an anthropology and behavioural lens to understanding the place of Coworking locally today.  Patreon Stars Thanks to our awesome Patreon Supporters - Sue, Levi, Tanveer, Jules, Sally, Will, Bee, Lyndon, Olivia, Jo, Bonny, Misha * 2, Macartan, Joel and Stuart- you help us to create great weekly podcasts! Have you thought about supporting our independent, wholesome and locally produced content? Support Us Become a Patreon Supporter today for the price of 1 coffee per month and show that you love our work and want to see it continue.  I'll send you an awesome exclusive Humans of Purpose tote bag (valued at $25) and you will help shape the podcast moving forward. You will be able to directly to refer guests and more. Support the show.

Dr. Puranam is the Roland Berger Chaired Professor of Strategy and Organisational Design at INSEAD. His research in organizational science focuses on how organizations work, and how we can make them work better. His current interests include: organizational design in the age of algorithms, non-hierarchical and informal organizations, architectures that support self-assembling teams. We had an incredible talk about the Future of Work and how this re-shapes organizations, about using data to better design structures, processes and interactions. We touch on start-ups, a better integration of gig workers, offshoring of resources, matrix and flat organizations, remote work. To show your support for the podcast you can subscribe (free) on my website: www.skillsformars.com and click the YouTube - confirm your subscription button Music: https://www.purple-planet.com/ (https://www.purple-planet.com) Support this podcast

This is part two of  Maanda Tshifularo’s  interview Leadership and organisational health expert Thokozile Lewanika Mpupuni,PhD. Thokozile is currently the group heads up Leadership, Learning and Talent for Absa Group Limited. Thokozile holds a PhD from from UCT and her experience include being heading up leadership, Talent and Organisational Design at Discovery as well as […]

HR doesn't just need to do digital, it needs to be digital, it simply has to. Put another way, HR must become more digital and analytical to deliver greater business value. This episode is a break from our usual format. It features a panel discussion which took place at the recent People Analytics and Future of Work conference in San Francisco. The discussion was titled HR skills of the future and how to develop them. It features Heather Whiteman, who lectures on people analytics at UC Berkeley, having spent six years previously as Global Head of People Strategy, Analytics, Learning and Operations at GE Digital. RJ Milnor who is the Global Head of People Analytics at Uber and is a previous guest on the show, and Ian Bailie, Managing Director of myHRfuture who previously held various roles at Cisco around Workforce Planning, People Analytics and Talent Acquisition operations, and David Green is the moderator. The topics the panel and David talk about are: The skills business leaders and CHRO’s are increasingly needing from their HR professionals The evolution in learning and how it has been delivered to HR The ways to help HR professionals feel more comfortable and confident having data-driven conversations How HR professionals can strike a balance in developing both soft and hard skills This episode is a must listen for CHRO’s, Chief Learning Officers, Heads of Organisational Design, those working in a workforce planning or people analytics role, and indeed anyone interested in the skills HR professionals require now and in the future. A huge thank you goes out to Al Adamsen and the team at PAFOW for allowing us to create this podcast from the panel discussion. People Analytics and the Future of Work, which is affectionately known as PAFOW, is a conference taking place in four cities in 2020: San Francisco, Sydney, London on the 29th to 30th of April and New York on the 17th to 18th of November. I will be co-chairing the conference with Al. If you would like to come along, to find out more please head over to pafow.net.

On this podcast, Maanda Tshifularo interviewed Leadership and organisational health expert Thokozile Lewanika Mpupuni,PhD. Thokozile is currently the group heads up Leadership, Learning and Talent for Absa Group Limited. Thokozile holds a PhD from from UCT and her experience include being heading up leadership, Talent and Organisational Design at Discovery as well as at Novartis […]

This is the Engineering Culture Podcast, from the people behind InfoQ.com and the QCon conferences. In this podcast Shane Hastie, Lead Editor for Culture & Methods, spoke to Kevin Callahan about positive organisational design and organisations as complex systems Why listen to this podcast: • Positive organisation development starts with areas where you are strong and builds on those, rather than focusing on weaknesses and negative areas • Involving people to open up “what could be” which starts a change effort that makes it possible to achieve • Start by trusting that people want to do amazing work • Organisations are complex systems and need to be treated as such • In complex systems the balance of pressures is necessary, and in many organisations one or other area becomes predominant (eg revenue or cost saving pressure) and this causes the system to become brittle More on this: Quick scan our curated show notes on InfoQ https://bit.ly/36Qj5fk You can also subscribe to the InfoQ newsletter to receive weekly updates on the hottest topics from professional software development. bit.ly/24x3IVq Subscribe: www.youtube.com/infoq Like InfoQ on Facebook: bit.ly/2jmlyG8 Follow on Twitter: twitter.com/InfoQ Follow on LinkedIn: www.linkedin.com/company/infoq Check the landing page on InfoQ: https://bit.ly/36Qj5fk

How digital and organisational transformation comes from a user-first place.Show notes:Music by Max Sergeev from Fugue

Listen to this episode and explore: 01:00 - From anthropology to VP People 06:54 - Navigating HR in the fast growing startups 10:30 - Fostering growth mindset 12:50 - Think solutions not problems 16:30 - The art of the growth feedback 19:05 - Mindfulness and career 25:30 - People teams staying relevant to the business 27:20 - People analytics: What should and what should not be measured 36:00 - Company values and how they are manifested 39:30 - The future and potential of the People Teams 41:00 - Performance Management in GetYourGuide 47:25 - Future plans 51:05 - Focusing on what is important Few quotes from the episode: You need to have a culture in the [people] team where everybody feels as a partner to the business and everybody in the people organization tries to really understand how what they're doing adds value to the business and tries to understand the context around that, which sometimes isn't that easy because it's not very direct. In sales you work directly with clients and it feels more directly related to the growth of the business; but then there’re very obvious links also in HR: happy people, content people, productive people will do a better job for the customers. We think it's very important to give people context. If we want them to take ownership and to take take on a lot of responsibility and stretch themselves they need to also understand where the business is going, what the problems are, what the challenges are, what's not going so well and what is going well, what our goals are, and what our vision is. That's something we also invest a lot in: we have a typical all hands where we share a lot, we try to end at the side of oversharing and we treat the whole company is a big circle of trust. I think it's important to stay nimble and agile and change things quickly when we see they don't work. It's important that people feel they can go to HR or the people team when there's a problem, but it’s more important that people feel they can go to the manager and their team if they have a problem. This should be the goal and this is what we are working on: we don't want to become those crutches, that kind of support managers, but we want to be their partners. We're not kind of ultimately accountable for productivity of the teams and the happiness of the teams, and the success of the teams - that's the manager’s role; but we are there to support the manager and the teams and give them information, give them data, coach them if necessary, provide trainings. There’s a dilemma about the culture fit assessment: you want to hire people that fit into your culture but you should also take into account that people change and adapt. People come from different company cultures, maybe someone comes from a corporate culture and starting in a growth company they will adapt and change their behaviour, and they will change their way of thinking. I am extremely fascinated and feel really lucky to be able to work in the industry and in the job, because there's so much innovation and there's so much to learn, and there's more and more data to look at, and there's a lot of support from the business and also awareness on the business side that the people topic can be helpful for growth and it's very important to hire the right people for each stage. That's super crucial to have the right talent on board and then when you have the talent and you've invested a lot into hiring and attracting that talent, you want to keep that talent, you want to grow that talent. There's a lot of awareness that this is important and there's a lot of conversations with the business about that. I don't have this and I've never had a very clear career path and I was actually personally struggling with that. I always thought I have to have that and I was trying to find it even as a teenager. Now I don't anymore and looking back it's worked for me. "What do you think any culture of any company can benefit from?" - "Kindness. Be kind, that’s important." Learn more about us Email us at community@blindfeed.com Follow us on Instagram: @blindfeed Read our blog Subscribe to our Bi-Weekly Digest Credits: Intro music: "Shinsaibashi" by Pierce Murphy Subscribe and share this episode with your friends!

Spencer Locker talks to Martin Johnson about OD, answering the question, OD; Organisational Design, Organisational Development, or Both? They explore the differences between the two but highlight how they are intrinsically linked and therefore should be considered as ODD!

In this podcast recorded at the Agile 2018 conference Shane Hastie, Lead Editor for Culture & Methods, spoke to Diana Larsen about the evolution of the Agile Fluency model, the rate of adoption of new ideas in organisations, organisation design and being an ally. Why listen to this podcast: • The ideas around agile fluency have evolved through feedback and use in the field • New ideas take time to be adopted in organisations and agile is far from prevalent • Agile ways of working will become “the way we do things” but it will take time • There is a diagnostic instrument which allows teams to undertake self-reflection and explore areas they want to improve • The organisation design community have a lot of knowledge about things that the agile community can learn from • Diversity and inclusiveness are still issues in the agile and broader IT community, but things are improving • The single most powerful tool to combat racism/sexism and help diversity and inclusion grow is the action of bystanders More on this: Quick scan our curated show notes on InfoQ https://bit.ly/2OYTIOM You can also subscribe to the InfoQ newsletter to receive weekly updates on the hottest topics from professional software development. bit.ly/24x3IVq Subscribe: www.youtube.com/infoq Like InfoQ on Facebook: bit.ly/2jmlyG8 Follow on Twitter: twitter.com/InfoQ Follow on LinkedIn: www.linkedin.com/company/infoq Check the landing page on InfoQ: https://bit.ly/2OYTIOM

In this latest episode Jo discusses what makes great organisational design and why robust organisational design is needed to give you the best possible vehicle for creating an envisioned future. 

Today's podcast is the first multi-guest episode for Climb in Consulting as I interview two of the co-founders of Q5 to find out all about their journey – from their decision to launch a consultancy in the middle of the recession to how they grew it to become the award winning, global firm it is today. Having decided he wanted to scratch his own entrepreneurial itch Olly Purnell reached out to Sharon Rice-Oxley and over the course of 2008 they built ‘the band' that would become the founding team of Q5. As well as aiming to create a consultancy that delivers high quality Organisational Design work for their clients they set out to build a firm that was genuinely different for those they had worked in previously. This is something they've successfully achieved and are renowned for both their unique culture (being named top 20 Times Best Small Companies To Work For 2018) as well as their efforts in maintaining a diverse and vibrant work force (over 40% of their senior leadership are female). Olly and Sharon were fantastic guests and it was great to be able to get both of their perspectives on the Q5 journey and their advice to those looking to climb in the industry as well as those thinking of starting their own firms. In this interview we discuss a whole range of topics including: Why Olly and Sharon decided to set up a consulting business and the steps they went through to establish the right founding team for Q5 Business planning and what steps they took to set Q5 up for success Their tough first year in business and how they overcame it Olly and Sharon's advice to those thinking of starting their own business, in consulting or otherwise The unique approach Q5 took to developing their culture and how they've maintained it as they've grown How Q5 ensures collaboration amongst the partnership and avoids the common political pitfalls in consultancy firms using their ‘rough justice' approach to profit sharing How Q5 have developed such a diverse team and the importance of understanding work in the context of peoples' wider lives And much much more! You can find out more about Olly, Sharon and Q5 at the links below: Olly's Linked In - https://www.linkedin.com/in/oliver-purnell-6525ab9/ Sharon's Linked In - https://www.linkedin.com/in/sharon-rice-oxley-fcipd-144b282/ Q5 - http://www.q5partners.com/ Specific things we discuss in the show: Underneath the Lemon Tree: A Memoir of Depression and Recovery by Mark Rice-Oxley - http://amzn.eu/fzo9xZv Switch: how to change things when change is hard by Chip and Dan Heath - http://amzn.eu/09NDkDW How to be Chief Execitive of your own life by Mike Wilson – To purchase a copy please contact Nicola.davies@sjp.co.uk (£10 from each purchase will go to the SJP Foundation) The Founder - https://www.imdb.com/title/tt4276820/ The Crazy Gang by Dave Bassett and Wally Downes - http://amzn.eu/dceWhOZ

In learning and development we often accept an organisation's design without criticism. But, if we're in the business of improving performance, don't we have a responsibility to challenge that design if we think it will help? This week on the GoodPractice Podcast, Mark Britz from the eLearning Guild joins Ross G and Owen to discuss how far we should push against organisational structures and processes. If you'd like to share your thoughts on the show, you can find Mark on Twitter @Britz, Ross @RossGarnerGP and Owen @OwenFerguson. You can also tweet @GoodPractice or @GoodpracticeAus. If you'd like to find out more about our upcoming events, blogs and whitepapers, visit goodpractice.com. Details of Dave Snowden's Cynefin framework can be found here: https://en.wikipedia.org/wiki/Cynefin_framework For more on Harold Jarche, see his website: https://jarche.com/ The Realities360 conference ran from July 26 - 28 this year. See the website for details: https://www.elearningguild.com/realities360/content/4900/2017-realities360-conference--home/ Owen's disputed Netflix anecdote can be read about at Digital Spy: http://www.digitalspy.com/tv/news/a834554/netflix-hits-back-20-billion-debt-inaccurate-report/ We pass no judgement on Adam Sandler's movies, but The Verge has an article titled: 'Netflix accuses its users of watching 500 million hours of Adam Sandler films'. Read it here: https://www.theverge.com/2017/4/17/15331674/netflix-adam-sandler-movies-half-a-billion-hours The Onion's story - 'How Bad For The Environment Can Throwing Away One Plastic Bottle Be?' 30 Million People Wonder - can be read here: http://www.theonion.com/article/how-bad-for-the-environment-can-throwing-away-one--2892 Ross recommended the film Plastic Ocean on Netflix, as an emotional jolt that has made him recycle a lot more. If you want to act as a commitment device, tweet him with the hashtag #IsRossRecycling?