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5 episodes with organization design
2 episodes with organization design
2 episodes with organization design
2 episodes with organization design
2 episodes with organization design
2 episodes with organization design
2 episodes with organization design
2 episodes with organization design
16 episodes with organization design
Isaac Getz is a business philosopher and professor at ESCP Business School, and the co-author, with Brian Carney, of Freedom, Inc., the book that gave us the idea of the liberated company and sparked a movement that included 500 organisations at its peak. We talk about why a liberated company is a philosophy rather than a blueprint, and what inner work this asks of a leader. We also cover why liberated companies tolerate tries rather than errors, why you uncover your values rather than invent them, and why none of this is laissez-faire. Resources: Freedom, Inc. book site "The rarest commodity is leadership without ego" TEDx talk by Leadership Without Ego book co-author and liberating leader Bob Davids "Liberating leadership: How the initiative-freeing radical organizational form has been successfully adopted" seminal California Management Review article "The liberated company theoretical concept: current issues and the intimidating complexity of organizational design" Journal of Organization Design article Related Leadermorphosis episodes: Ep. 55 with Frederic Laloux, author of Reinventing Organisations Ep. 41 with Michael Y. Lee on what the academic world is learning about decentralised organisations Ep. 12 with Karin Tenelius, co-founder of Tuff
Why is organizational design much more than org charts and who reports to whom?How can HR guide, facilitate and drive effective an organizational design process? My guest on this episode is Amy Kates who is organizational design expert and author of five books on the subject. During our conversation Amy and I discuss: Why the purpose of organizational design is to design human behavior at scale Why matrix organizations are set up for good conflict and how best to manage it The six business problems that leaders seek to solve through organizational designWhy organizational design is not about org charts and who reports to whom The role that HR leaders should play and not play in the organizational design process.Advice for HR leaders who are about to start an organizational design projectConnecting with Amy Kates: Connect with Amy Kates on LinkedInLearn more about Amy's work at Operating Model & Organization Design LinkedIn pageEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.
Nonprofit organization design is about how an organization works: how decisions get made, how power flows, how people collaborate across boundaries, and how strategy actually gets translated into day-to-day action. In episode 142, of Nonprofit Mission: Impact, Carol Hamilton and Jeanne Bell dig deeply into why organization design—often overlooked or reduced to org charts—is actually a missing discipline nonprofits need to truly operationalize their strategy and values. They discuss: How nonprofits are too often stuck in false dichotomies (flat vs. hierarchical), Why too many organizations are burdened by overly complicated compensation systems, and hindered by management team structures that don't reflect how strategy actually needs to happen. How by aligning Galbraith's STAR model elements—strategy, structure, processes, rewards, and people, nonprofit organizations can genuinely act on their missions. This episode offers nonprofit leaders a grounded, liberating framework for rethinking how their organizations make decisions, how people collaborate, and what it really means to design for impact. Episode highlights: 09:05 | Why the STAR Model Matters in Nonprofit Life 13:20 | A Clear, Shared Definition of Strategy (And Why It's Non-Negotiable) 15:15 | When to Revisit Strategy: The Changing Sociopolitical Context 17:25| Beyond Flat vs. Hierarchical: Designing for Roles, Accountability & Power 20:20 | The Critical Role of Cross-Functional Spaces 23:05 | Stop Creating Ineffective Committees & Task Forces 27:25 | Recommendations vs. Decisions: Be Honest About Power 30:05 | Rewards & Compensation: The Hidden Restraints on Organizational Design 35:35 | Job Descriptions: A Mechanistic Tool Limiting Flexibility 38:20 | Why Management Teams Don't Work (And What to Build Instead) 42:05 | The Question Every Nonprofit Leader Should Ask 44:35 | Closing Reflections Guest Bio: Jeanne Bell is the co-founder of Just Org Design. She has consulted on nonprofit strategy and organizational change for over 25 years. Jeanne also curates Nonprofit Quarterly's Leading Edge Program, recruiting and presenting nonprofit practitioners advancing more equitable nonprofit leadership practices. Previously, Jeanne led Compass Point Nonprofit Services, one of the country's premier leadership and capacity-building organizations. While serving as CEO, Jeanne also chaired the board of the Alliance for Nonprofit Management, a national association of nonprofit capacity builders and academics. She currently serves on the boards of Community Works and The Resilience Initiative (advisory). She has a Masters in Nonprofit Management from the University of San Francisco. Jeanne loves living in San Miguel de Allende, Mexico. Important Links and Resources: Jeanne Bell JustOrg Design The Missing Discipline: How How Organization Design Can Align and Propel Justice-Committed Nonprofits Designing Organizations by Jay Galbraith Be in Touch: ✉️ Subscribe to Carol's newsletter at Grace Social Sector Consulting and receive the Common Mistakes Nonprofits Make In Strategic Planning And How To Avoid Them
Despite the old saying that “curiosity killed the cat”… the importance of curiosity for information seeking and gathering in organisations is well established. Yet little is known about the role that CEO curiosity plays in strategic choices and decision-making. To explore this further and to discuss the findings of a recent paper in the journal Strategic Organization, I am delighted to be joined today by Professor Dr. Patricia Klarner.About our guest...Professor Dr. Patricia Klarner is Director of the Institute for Organization Design at the Vienna University of Economics and Business (WU Vienna). Prior to her current position, she worked on the faculties of the Rotterdam School of Management, Erasmus University, and the University of Munich (LMU).Professor Klarner's research focuses on corporate strategy and adaptation, corporate governance, strategic organization design, and strategic leadership. She particularly examines how organizations can remain agile and successful in times of increasingly volatile and unpredictable business environments. Her research provides insights into how organizations can balance change and stability in their organization design and how key strategic actors – top management teams and boards of directors – influence strategic adaptation and growth decisions over time. The article discussed in the interview is open access and is available here:CEO Curiosity and Strategic Change: The Differential Role of Curiosity Types and TMT Characteristicshttps://journals.sagepub.com/doi/abs/10.1177/14761270251325238 Hosted on Acast. See acast.com/privacy for more information.
Send us a textToday's guest is Phanish Puranam, INSEAD Professor and author of Re-Humanize: How to Build Human-Centric Organizations in the Age of Algorithms. He's the perfect guest to discuss how AI is transforming—not just tasks—but the very DNA of how organizations operate.Here's what you'll learn:Why the future of AI in business isn't about job replacement, but organizational redesignHow AI is turning from tool to teammate, and what that means for leadership and decision-makingWhat "bionic organizations" are—and how companies can blend algorithms and humans without crushing autonomy or purposeWhy algorithmic bureaucracy might quietly become the most dangerous workplace trendHow poor implementation of AI threatens to destroy learning cultures and employee agencyThe four pitfalls of AI adoption most companies fall into—and how to avoid themA framework for designing AI systems that enhance human competence, not erode itWhy employees—not just executives—should shape the future of AI-powered workAbout our guest: Phanish Puranam is the Roland Berger Chaired Professor of Strategy & Organization Design at INSEAD, where he also leads the Organizations & Algorithms research initiative. With a career focused on the science of how organizations work—and how they change—he brings a deeply research-backed, globally informed perspective on the next phase of AI's workplace evolution.
In this episode of Grow a Small Business, host Troy Trewin interviews Mark LaScola, founder of On The Mark, a professional services firm specializing in organization design. Mark shares his 35-year journey, growing from a spare bedroom startup to a team of 40, culminating in a 2024 acquisition. He reveals insights on balancing leadership, resilience, and team collaboration. Mark also discusses the importance of documenting processes for scaling success. Don't miss his advice on creating sustainable change and staying agile in business. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? Mark LaScola believes the hardest thing in growing a small business is perseverance. He highlights the challenges of getting up every day, coping with ambiguity, and consistently putting one foot in front of the other despite setbacks. Mark emphasizes the importance of resilience, maintaining health, and finding ways to handle the psychological and physical demands of running a business over time. What's your favourite business book that has helped you the most? Mark LaScola's favorite business books include "Good to Great" by Jim Collins, "The Learning Organization" by Peter Senge, and Edgar Schein's works on process consultation. He also admires early communication works by Virginia Satir, which have profoundly influenced his approach to leadership and organizational design. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Mark LaScola recommends exploring a variety of podcasts and online learning resources to grow a small business. While he doesn't focus on any single resource, he values content on economics, behavioral science, and creative industries for diverse perspectives. Mark avoids overly popularized shows and prefers podcasts with substance and actionable insights, such as those focusing on behavioral economics, leadership, and business strategy. He believes branching out beyond one's industry can spark valuable ideas and foster innovation. What tool or resource would you recommend to grow a small business? Mark LaScola emphasizes the importance of listening to your customers and adapting your products or services based on market trends and feedback. While he doesn't highlight a specific tool, he recommends mastering strategic planning and understanding how to anticipate and respond to changes in the marketplace. He believes these skills are essential for staying competitive and fostering sustainable business growth. What advice would you give yourself on day one of starting out in business? Mark LaScola's advice for starting out in business revolves around resilience, passion, and adaptability. He emphasizes following your instincts and staying focused on your vision, even amidst uncertainties. Challenges are inevitable, but they teach resilience and the importance of solving problems early to create options. Building a strong support system is essential for navigating tough times, while celebrating small wins helps maintain momentum. Above all, he encourages staying grounded, planning for the unexpected, and embracing the unpredictable nature of entrepreneurship. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey. Quotable quotes from our special Grow A Small Business podcast guest: Follow your passion, but stay grounded and ready for the unexpected – Mark LaScola Success begins with listening to your customers and adapting to their needs – Mark LaScola Resilience is the key to navigating the inevitable challenges of business – Mark LaScola
Send us a textIn this conversation, Jardena London—an Agile practitioner and author—discusses the concept of creating “soulful” organizations. Drawing on her background in software development, Jardena noticed that the real challenges weren't purely technical; instead, they stemmed from how people and teams work together.She highlights three core conditions for soulfulness in any organization:Dignity – Ensuring people are treated with respect, rather than being forced to earn basic self-worth through work.Creativity – Making space for genuine problem-solving and innovation, as opposed to purely transactional or process-driven work that drains energy.Human Connection – Fostering collaboration and openness instead of merely relying on rigid handoffs and “automated” communication.Jardena contrasts these elements with environments that “crush the soul,” where strict processes, ego-driven leadership, or lack of trust discourage creativity and honest dialogue. She believes leaders have a key role in setting conditions: by becoming more self-aware, staying curious (especially in high-stakes situations), and listening actively, they can reduce friction and remove obstacles for their teams.From an organization design perspective, Jardena advocates looking at formal structures, processes, and policies—like budgeting or performance reviews—and asking how they might be unintentionally stifling dignity, creativity, or connection. Then, leaders should revisit the original purpose of these processes and rebuild them in ways that restore or enhance soulfulness.Ultimately, Jardena's message is that while efficiency and outcomes matter, they are achieved more sustainably when leaders and teams operate with humanity at the forefront—creating organizations where people's energy and creativity can flourish.Support the show
Brainfood Live On Air - Ep278 - Hiring in the Gulf States in 2024 & Beyond Over the past 24 months there is been no region on the planet more dynamic and exciting than the Gulf. For decades a commodity / resource economy dominated by the Oil industry, in recent years we have seen huge changes at every level of society, government and industry as the Gulf States seek to reinvest trade surplus into green tech, tech innovation, AI, satellite & space tech, tourism, architecture and the rest. I'm delighted to be in Dubai for the week, where I'll be spending at least some of the time talking Brainfood Live. - What are the key challenges hiring in the Gulf in 2024? - How has this changed since 2023? - What techniques have proven useful? - What are the major legislative and cultural considerations when hiring in the Gulf? - Key industry sectors: - Key labour shortages: - How does talent acquisition work? - What do candidates expect from a hiring process? - How are TA teams typically structured? - What is the relationship with agencies, job boards? - What do recruiters need to know to succeed in the Gulf? All this and more on Brainfood Live On Air. We're with Javeed Khan, Director Levant Cluster, (KPMG), Zahia T. Abu Ali, Head of Talent Acquisition & Talent Management, Myriam Dimitriou, Head of Talent Management, Acquisition and Organization Design, General Commercial Gaming Regulatory Authority - GCGRA & Matt Hesketh, Regional Head of Resourcing & Onboarding MENAT (HSBC) & friends We're on Wed 23rd October, 12pm GST Follow the channel here (recommended) and click on the green button to register for this show. Ep278 is sponsored by our friends RL100 Middle East RL Middle East is the leading Peer Network for Senior In-House Talent Acquisition Leaders in the region. Now in its second year, RL Middle East has an active membership of over 90 members from leading global and regional organisations, both from the public and private sector. We operate a strict membership policy which ensures the correct level of seniority of members and a closed door forum, meaning discussions can be held without judgement.
Unlocking the Future of Organizational Design: In this episode from the Org Design Festival, experts Joemmy Ramirez and Mary Selden, join Podcast hosts Tim Brewer and Amy Springer, explore the art and science of developing effective organizational design functions within large organizations. They discuss unconventional career paths and innovative approaches to modern organizational challenges, along with the crucial elements for reshaping and future-proofing organizational structures. Joemmy and Mary provide invaluable advice for leaders, highlighting the importance of adaptability, strategic foresight, and the evolving role of technology in organizational design.Support the show
Why is organizational design much more than org charts and who reports to whom?How can HR guide, facilitate and drive effective an organizational design process? My guest on this episode is Amy Kates who is organizational design expert and author of five books on the subject. During our conversation Amy and I discuss: Why the purpose of organizational design is to design human behavior at scale Why matrix organizations are set up for good conflict and how best to manage it The six business problems that leaders seek to solve through organizational designWhy organizational design is not about org charts and who reports to whom The role that HR leaders should play and not play in the organizational design process.Advice for HR leaders who are about to start an organizational design projectConnecting with Amy Kates: Connect with Amy Kates on LinkedInLearn more about Amy's work at Operating Model & Organization Design LinkedIn pageEpisode Sponsor: Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
Today's conversation focuses on building scalable hiring processes as your org grows and creating systems that promote operational excellence, featuring Stephen Poletto, CTO @ Lattice. He shares examples of how they introduced & scaled their hiring processes to better articulate employee value propositions, implement experience differentiators, and created hiring rubrics & loop documentation. Stephen also reveals strategies for defining what operational excellence looks like within your org, how certain rituals impact company psychology / behavior, and steps for ending & replacing rituals that are no longer working. Additionally, we dissect frameworks for adding incentives within your eng org that improve organizational impact – and how to avoid bad incentives.ABOUT STEPHEN POLETTOStephen Poletto is the Chief Technology Officer at Lattice, where he leads the company's product development, and where he scaled the engineering team from 20 to 150 team members. Stephen began his career at Apple before spending eight years building and growing technical teams at Dropbox. Stephen has had the opportunity to incubate new products such as Dropbox Carousel and Dropbox Paper, and also work on at-scale products such as the Dropbox mobile app and Dropbox's platform infrastructure. Stephen lives in San Francisco. In the winter, you can find him snowboarding in the mountains."Even very simple things like a candidate's been in back to back interviews. You hop on. 'Hey, how are you? Do you need a five minute break?' We would train interviewers on some of those tactics, right? At the beginning of the call, set the agenda. ‘We're going to spend this amount of time on these topics. We're going to spend this amount of time to give you space to ask questions of me.' Now the candidate knows what to expect. They're put at ease. It's simple stuff but it really colors the way that people feel about the interview itself. What kind of feeling do they have about the company coming out of it?”- Stephen Poletto Join us at ELC Annual 2024!ELC Annual is our 2 day conference bringing together engineering leaders from around the world for a unique experience help you expand your network and empower your leadership & career growth.Don't miss out on this incredible opportunity to expand your network, gain actionable insights, ignite new ideas, recharge, and accelerate your leadership journey!Secure your ticket at sfelc.com/annual2024And use the exclusive discount code "podcast10" (all lowercase) for a 10% discountSHOW NOTES:Stephen's primary goal when he first joined Lattice (3:15)Steps for building out a systematic & repeatable hiring process (5:51)Defining & articulating employee value propositions during the hiring process (8:00)Strategies for presenting company culture via hiring / onboarding (10:21)Hiring experience differentiators & how to make them the norm (13:27)Training the engineering team on how to effectively hire (16:53)Stephen's process for creating a hiring rubric & loop documentation (20:06)How hiring systems can be tweaked / evaluating current hiring needs (22:20)Identifying what operational excellence means for your org (24:22)Rituals / dilemmas to focus on that influence psychology & behavior (26:13)Examples of ending & replacing processes / operations (29:58)Signals that a ritual is no longer serving your needs (32:12)Frameworks for applying incentives / rewards within an eng org (34:57)Navigating the balance between output vs. input (38:57)First steps toward better organizational impact & avoiding bad incentives (41:07)Rapid fire questions (43:37)LINKS AND RESOURCESProduct-Led AI - Greylock partner and former product builder Seth Rosenberg talks with founders about their inspiration and process to build, test, and continually reimagine how AI and humans work together.The Holloway Guide to Equity Compensation - Stock options, RSUs, job offers, and taxes—a detailed reference, including hundreds of resources, explained from the ground up, for both employees and managers.Steve Bartel's blog - Steve Bartel is the co-founder and CEO of Gem. Prior to founding Gem, Steve was an engineering leader at Dropbox where his experience working closely with the recruiting process allowed him to see the lack of technology in the space. This inspired him to co-found Gem, which allows recruiting teams of all sizes to source talent, engage with talent, and use data to improve recruiting processes.This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/
We are concluding our conversation with Jurgen Appelo on Versatile Organization Design using the unFIX Model, a pattern library that he authored. The unFIX Model is a simple toolbox that helps you with versatile organization design. It facilitates gradual change, dynamic teams, and an important role to play for managers. The pattern library is inspired by innovative companies, including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.Jurgen is the founder of the Agile Management Company and the author of several best-selling books, including Management 3.0 and Startup, Scaleup, Screwup. With a background in computer science and management, he has been instrumental in transforming countless businesses worldwide.NOTE: The book that Jurgen Appelo refers to in the podcast is Networked, Scaled, and Agile: A Design Strategy for Complex Organizations by Amy Kates, Greg Kesler, et al. Visit us at https://www.ouragiletales.com/about
We are continuing our conversation with Jurgen Appelo on Versatile Organization Design using the unFIX Model, a pattern library that he authored. The unFIX Model is a simple toolbox that helps you with versatile organization design. It facilitates gradual change, dynamic teams, and an important role to play for managers. The pattern library is inspired by innovative companies, including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.Jurgen is the founder of the Agile Management Company and the author of several best-selling books, including Management 3.0 and Startup, Scaleup, Screwup. With a background in computer science and management, he has been instrumental in transforming countless businesses worldwide.NOTE: The book that Jurgen Appelo refers to in the podcast is Networked, Scaled, and Agile: A Design Strategy for Complex Organizations by Amy Kates, Greg Kesler, et al. Visit us at https://www.ouragiletales.com/about
We are continuing our conversation with Jurgen Appelo on Versatile Organization Design using the unFIX Model, a pattern library that he authored. The unFIX Model is a simple toolbox that helps you with versatile organization design. It facilitates gradual change, dynamic teams, and an important role to play for managers. The pattern library is inspired by innovative companies, including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.Jurgen is the founder of the Agile Management Company and the author of several best-selling books, including Management 3.0 and Startup, Scaleup, Screwup. With a background in computer science and management, he has been instrumental in transforming countless businesses worldwide.NOTE: The book that Jurgen Appelo refers to in the podcast is Networked, Scaled, and Agile: A Design Strategy for Complex Organizations by Amy Kates, Greg Kesler, et al. Visit us at https://www.ouragiletales.com/about
We are continuing our conversation with Jurgen Appelo on Versatile Organization Design using the unFIX Model, a pattern library that he authored. The unFIX Model is a simple toolbox that helps you with versatile organization design. It facilitates gradual change, dynamic teams, and an important role to play for managers. The pattern library is inspired by innovative companies, including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.Jurgen is the founder of the Agile Management Company and the author of several best-selling books, including Management 3.0 and Startup, Scaleup, Screwup. With a background in computer science and management, he has been instrumental in transforming countless businesses worldwide. NOTE: The book that Jurgen Appelo refers to in the podcast is Networked, Scaled, and Agile: A Design Strategy for Complex Organizations by Amy Kates, Greg Kesler, et al. Visit us at https://www.ouragiletales.com/about
We are kicking off our new season with Jurgen Appelo. Our conversation with Jurgen centers around Versatile Organization Design using the unFIX Model, a pattern library that he authored. The unFIX Model is a simple toolbox that helps you with versatile organization design. It facilitates gradual change, dynamic teams, and an important role to play for managers. The pattern library is inspired by innovative companies, including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.Jurgen is the founder of the Agile Management Company and the author of several best-selling books, including Management 3.0 and Startup, Scaleup, Screwup. With a background in computer science and management, he has been instrumental in transforming countless businesses worldwide. NOTE: The book that Jurgen Appelo refers to in the podcast is Networked, Scaled, and Agile: A Design Strategy for Complex Organizations by Amy Kates, Greg Kesler, et al. Visit us at https://www.ouragiletales.com/about
Découvrez le modèle UNFIX dans cet épisode du Sprinker avec Thomas Moreau. UNFIX est une boîte à outils simple et efficace destinée à concevoir des organisations polyvalentes. Facilitant le changement progressif, la dynamique d'équipe, et renforçant le rôle des managers, UNFIX s'inspire de compagnies innovantes telles que Haier et Tesla, divers cadres agiles, et des ouvrages tels que "Team Topologies", "Dynamic Reteaming", et "Organization Design". Plongez dans les principes qui permettent de construire et d'adapter votre organisation de manière ludique et engageante, et voyez comment UNFIX peut transformer votre approche de la conception organisationnelle. 0:00 - Introduction 3:37 - UNFIX - C'est quoi? 6:34 - Bâtir son organisation comme nous avons envi de la bâtir 7:44 - UNFIX et Team Topologies 10:45 - Comment enclencher un UNFIX dans son organisation? 13:44 - UNFIX et les cookies! 19:08 - UNFIX et les modes de collaborations inter-équipes 20:38 - Mode Projet vs. Produit 22:05 - UNFIX SAFe - UNFIX Scrum - UNFIX LeSS… 23:35 - UNFIX et les croyances fondamentales de l'organisation 27:10 - Se débarrasser des “job titles” 29:19 - Où se procurer les cartes UNFIX 31:55 - Conclusion ------------------------------------------ Comme coachs agiles, nous sommes entourés de talents incroyables sur l'agilité et il est grand temps qu'on se dote d'un podcast et partager avec vous cette mine d'or de connaissances. Bonne écoute!
Sonny Moyers has been a real estate agent since 1971. Based out of the Dallas Fort Worth area, he's a top 1% agent in Texas for many years in his career. He was named by D Magazine as "Best In Dallas" for sixteen straight years. He is President of The Renaissance Group, a real estate brokerage, consulting, and publishing company. He authored the book "The Architecture of The Real Estate Practice", which is a thorough reference book that encapsulates all that he's learned in the field of real estate, while mixing in his perspective with his Masters in Psychology, emphasizing in Human Behavioral Theory, Interpersonal Communications Theory, Organization Design, and Research Methods. His focus has been "I don't sell homes. I solve problems and provide solutions to problems."Follow Sonny:https://sonnymoyers.com/https://www.linkedin.com/in/theodeamoyersgroup/SUBSCRIBE IF YOU'RE LOOKING TO BUILD WEALTH THROUGH OPPORTUNITIES IN THE REAL ESTATE INDUSTRY ✅ http://relfreedom.tvGET STARTED INVESTING TODAY AND ACCESS OUR DEAL LIST!
STR "Meet the Scholar" Podcast - Strategic Management Division
The STR DistinctivenessDialogue Series will focus on the overlaps and distinctions between the Strategic Management (STR) and complementary domains. This 1.5 hour panel discussion will focus on how scholarship in organization design helps answer fundamental questions in strategy (such as the ones in Rumelt, Schendel, Teece), and whether (when) design decisions are strategic decisions (for example, using the ideas in "what is a strategic decision" article in strategy science by Leiblein, Reuer and Zenger). The panel identify core research topics and opportunities for cross pollination between organization design and core strategy topics. The panelists are John Joseph, UC Irvine Dan Levinthal, Wharton Phanish Puranam, INSEAD Todd Zenger, Utah (c) STR - Strategic Management Division - AOM
his episode explores:Why organization design has become so important to chief supply chain officers (CSCOs). (1:15)Reasons for the recommended shift away from centralization and decentralization. (2:35)Examples of integration in real supply chains. (4:29)An overview of the six supply chain “archetypes” — that is, distinct ways supply chains organize themselves through integration and differentiation. (7:53)Recommendations for redesigning supply chain organizations. (15:28)Host Caroline Chumakov and Gartner Senior Research Director Alan O'Keeffe dive into supply chain organization redesign through the lens of integration and differentiation. They discuss six supply chain “archetypes,” frameworks that supply chain leaders can use to cleanly evaluate their enterprise's reporting lines, leadership, scope of work and more, as they design fit-for-purpose supply chains. Caroline and Alan also explore pitfalls prevalent in traditional “centralization versus decentralization” supply chain organization design, specifically its polarized, all-or-nothing approach. Finally, they close the show with recommendations for supply chain leaders pursuing supply chain organization design by offering the six archetypes as a starting point.
Clay Parker Jones returns to an all new Real Famous. In his past life, he was Managing Director at Undercurrent, Co-Founder at August, and Executive Director of Organization Design at R/GA. He is now Managing Partner and Chief Strategy Officer for one of Fast Company's most innovative companies of 2023, Black Glass. Show notes redacted.
LEN'S BIO Leonard (Len) Schlesinger is one of the few people in the world that has been at the top of the game in two worlds, academia and business. He is one of the most prolific business thinkers and doers at Harvard where he is in equal parts beloved and respected and has had a decades long career at the top echelons of where leadership and influence are taught and exerted. Len is Baker Foundation Professor at the Harvard Business School where he serves as Chair of the School's Practice based faculty and faculty Chair of the MBA Field Global Immersion program. He served as a member of the HBS faculty from 1978 to 1985, 1988 to 1998 and from 2013 to the present. During his career at the School he has taught MBA and Executive Education courses in Organizational Behavior, Organization Design, Human Resources Management, General Management, Neighborhood Business, Entrepreneurial Management, Global Intelligence, Leadership and Service Management in MBA and Executive Education programs. Throughout his career Professor Schlesinger has transitioned between academic and managerial roles in education and business settings. He served as President of Babson College from 2008-2013, held a number of key executive and operating positions (ending as Vice Chairman and Chief Operating Officer) at Limited Brands (later L Brands) from 1999-2007, was a Professor of Sociology and Public Policy and Senior Vice President and Counselor to the President at Brown University from 1998-1999, and was Executive Vice President and Chief Operating Officer at Au Bon Pain from 1985-1988. Len currently serves on the board of directors of RH, Inc. (Chair of Compensation Committee) and DP Acquisition Corporation. He also serves as an advisory council member of Goldman Sachs' 10,000 Small Businesses Initiative, and as a member of both the Council on Competitiveness and the Council on Foreign Relations. “Teaching is my primary learning opportunity.” EPISODE OUTLINE (00:00) - Introduction (00:38) - Bio (01:40) - Brooklyn tough, holocaust survivor progeny (02:28) - In and out, seamless transitions; $19 (06:05) - Questions > answers; teaching = learning (08:54) - Running Babson; an ecosystem of stakeholders (11:10) - HBS & AI; growth mindsets for the win (13:47) - Lightning round (14:28) Outro LEN RELATED LINKS Len's HBS Profile Interview: Purpose and Happiness Books and Full CV, Publications Len's Last Lecture as Babson President Restoration Hardware (RH) Board Len's Wikipedia GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade & Bio: https://tinyurl.com/36ufz6cs SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS
We're continuing to search our vault for older episodes that previously went viral. We are putting them through the rigor of our new show's format. On this remastered episode you get to meet Ron Carucci, serial bestselling author, managing partner at Navalent, and prolific contributor to the Harvard Business Review. He has a 30-year track record helping organizations articulate and execute strategies that lead to accelerated growth. In this episode, Ron shares two examples that demonstrate how he uses organization design to encourage clarity-driven innovation. He also discusses the three ways to organize work and explains why your company's business infrastructure (i.e., your work, your people, and your technologies) must be integrated to stay ahead. When it comes to innovation, discover what Ron means when he says, “Fail fast doesn't mean pray and spray,” and heed his warning for founders and executives who suffer from “EBITDA addiction” and rush to market without due diligence.
This episode of Planning Aces features the FP&A insights and commentary of CFO Dev Ahuja of Novelis, CFO Alex Triplett of Appfire and CFO Rick Rosenthal of Clara Analytics. One of the key topics co host Brett Knowles drills down on is the difference between complicated and complex problems. Brett uses the examples of manufacturing a car, which is complicated, and raising a child, which is complex. The distinction is crucial in understanding how to approach problem-solving in an organization. While complicated problems can be solved with the right formulas or spreadsheets, complex problems require more. They demand strong interpersonal relationships and effective communication. It's not just about having the right tools or processes, but also about having the right people who can use these tools effectively. Planning Ace CFO Dev Ahuja brings some perspective on the role of people in finance transformation. CFO Ahuja shared insights into the structure of his finance organization at Novelis. Despite being well-established, the organization needed a renewed focus on the role of finance in driving decisions and adding value. Dev emphasized the importance of finance being a thought partner and actively shaping strategy. He also highlighted the need for a strong talent pipeline and succession planning. This ensures the organization has the necessary depth of talent to drive its vision forward.
This episode of Planning Aces features the FP&A insights and commentary of CFO Dev Ahuja of Novelis, CFO Alex Triplett of Appfire and CFO Rick Rosenthal of Clara Analytics. One of the key topics co host Brett Knowles drills down on is the difference between complicated and complex problems. Brett uses the examples of manufacturing a car, which is complicated, and raising a child, which is complex. The distinction is crucial in understanding how to approach problem-solving in an organization. While complicated problems can be solved with the right formulas or spreadsheets, complex problems require more. They demand strong interpersonal relationships and effective communication. It's not just about having the right tools or processes, but also about having the right people who can use these tools effectively. Planging Ace CFO Dev Ahuja brings some perspective on the role of people in finance transformation. CFO Ahuja shared insights into the structure of his finance organization at Novelis. Despite being well-established, the organization needed a renewed focus on the role of finance in driving decisions and adding value. Dev emphasized the importance of finance being a thought partner and actively shaping strategy. He also highlighted the need for a strong talent pipeline and succession planning. This ensures the organization has the necessary depth of talent to drive its vision forward.
Takunda Noha: How to Convince the Organization for Cross-Functional Collaboration to overcome Missing Deadlines and Integration Problems Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. In this episode, the focus is on the challenges faced in a delivery factory where multiple teams are required to collaborate in order to deliver a feature. However, these teams were siloed and lacked collaboration, leading to missed deadlines and integration problems. The first step was to gather facts and data to identify the causes of delays. The next challenge was to create a vision for a cross-functional team, but faced resistance from other teams. Persistence was key in convincing the organization to adopt a cross-functional approach. Although the team faced initial failures, the advice is to have a thick skin, learn from failures, and try again. To help understand and navigate this type of challenges, Takunda recommends the book is Team Topologies by Skelton and Pais, who have been previous guests on the podcast. As Scrum Master we work with change continuously! Do you have your own change framework that provides the guidance, and queues you need when working with change? The Lean Change Management framework is a fully defined, lean-startup inspired change framework that can be used as the backbone of any change process! You can buy Lean Change Management the book at Amazon. Also available in French, Spanish, German and Portuguese. About Takunda Noha Takunda is a seasoned change agent. He specializes in turning dysfunctional teams into high performing teams. You can link with Takunda Noha on LinkedIn.
#EnvisionRISE Podcast | In this episode, Dr. Beth Banks Cohn, President/Founder, ADRA Change Architects, explores the impact of change on the three parts of the mind: the affective, cognitive, and connotative. She explains why people resist change and how organizations can overcome this resistance by engaging all three parts of the mind. She also discusses the importance of two-way communication and real-time feedback in creating an environment that is open to change.Watch this episode on YouTubeVisit Envision RISE to learn how our evolutionary platform helps companies create a powerful integration and understanding of the relationship between the organization and the workforce. Envision RISE empowers your people to drive change and innovation through the methods of Organizational Change Management (OCM), Human Resource Management (HRM), and Diversity, Equity and Inclusion (DE&I).Envision a Better FutureFollow us on social: LinkedIn, Instagram, Twitter, FacebookContact us for info on RISE or interest in being a podcast guest: info@envisionrise.comAll podcasts produced by Elevate Media Group.
Leaders ask the wrong questions when they digitize: “How can we dissolve silos to be more innovative? Build a “trust culture” for more ownership? How can we be agile, faster, and more competitive?” Leaders tackle symptoms instead of identifying root causes that hinder speed, innovation, collaboration, and growth.Key insight from the conversation on where our thinking goes wrong when we don't understand:The market problem: What's changed? What new market problem is the organization confronted with? The type of problem: Do we face a complicated problem? Or a complex problem?The structure to solve the problem: If it's a complicated problem, process and knowledge will solve it. If it's a complex problem then group intelligence and smart experimentation is required, which can be attained through agile, scrum, and/or self-organized teams. Answer these questions to empower your teams by providing the right structure. Connect with us: Nina on Linkedin Me, Helena, on Linkedin or Instagram , or visit my website for more inspiring change stories----------------------------------------------Hey fellow change enthusiast,I hope you enjoyed our conversation. Please share my podcast with people you think may also enjoy the insights. Please rate and review me as this helps me reach more change enthusiasts like yourself. Thank you for tuning in,Helena Follow me for content on healing, growth, and transformation to unleash your authentic self and find your purpose ✨ TikTok: https://www.tiktok.com/@helena.unapologeticInstagram: https://www.instagram.com/helena_unapologetic/ LinkedIn: https://www.linkedin.com/in/helena-arjuna-suter-65471740/ Youtube: https://www.youtube.com/channel/UCcOt6Yo8eFgLQxLGmfQ5qHQ Thank you for sharing, rating and reviewing this episode, it helps us grow and reach more people like you.-Helena
Sometimes, Rodney and Aaron stop by other people's podcasts to nerd out on the hits we know and love: new ways of working, self-management, breaking down the binary between chaos and bureaucracy, the future of work—the list goes on and on. So today, we're actually bringing one of those awesome conversations right to your ears. Rodney recently joined Jonathan Westover on his show, Human Capital Innovations, for an epic chat about adaptive organizational design and a whole lot more. We hope you enjoy the exchange and we'll return with a fresh episode of Brave New Work next Monday. To tune into more episodes of Jonathan's show, Human Capital Innovations, head to https://www.innovativehumancapital.com/podcast or wherever you get your podcasts. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com
Sometimes, Rodney and Aaron stop by other people's podcasts to nerd out on the hits we know and love: new ways of working, self-management, breaking down the binary between chaos and bureaucracy, the future of work—the list goes on and on. So today, we're actually bringing one of those awesome conversations right to your ears. Rodney recently joined Jonathan Westover on his show, Human Capital Innovations, for an epic chat about adaptive organizational design and a whole lot more. We hope you enjoy the exchange and we'll return with a fresh episode of Brave New Work next Monday. To tune into more episodes of Jonathan's show, Human Capital Innovations, head to https://www.innovativehumancapital.com/podcast or wherever you get your podcasts. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Rodney Evans about adaptive organization design and the future of work. Rodney Evans (https://www.linkedin.com/in/rodneyeevans/) is a pioneer in adaptive organization design and the future of work. With 20 years of experience in all things transformation, she has researched, developed, and taught new ways of working in dozens of complex environments including Airbnb, Cooper Hewitt Museum, Macy's, Intuit, and Johnson & Johnson. The Ready is a self-managed change agency that helps you discover a better way of working. Rodney works with companies around the world to modernize traditional practices and bust bureaucracy. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Check out BELAY here. Check out Backblaze at www.backblaze.com/hci. Head over to setapp.com/podcast to listen to Ahead of Its Time. Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices
Good organizational structure can boost the effectiveness and performance of an organization as well as the lives of employees doing the work. But how do you get there? This episode talks about the steps to organization design. Before drawing lines and boxes you want to understand the organization's strategy and operating model. Strategy, in this context, includes: goals, the value proposition, core activities, product markets, etc. It's pretty clear that if you design with those things in mind then you can create a structure that drives achievement. Len Nanjad is a consultant for MNP with a career focused on org design. He has a course on Udemy and shares his tips for creating an effective organization. Find Len at https://www.linkedin.com/in/lennanjad/ Len's course on Udemy: https://www.udemy.com/share/103172/ Find me at https://www.linkedin.com/in/andrea-adams1/
Hi Friends and welcome to JOY IS NOW! The podcast where we take a psychologically minded look at life. I'm your host Lisa Anderson Shaffer, coach, consultant, and resident psych enthusiast.Today I am excited to host for a THESE THREE THINGS segment discussion, Oakland based clinical scientist, creative entrepreneur and complex problem solver working on co-designing innovative solutions to equity challenges within our communities, and founding member and project lead at The UXR Lab, Dr. MARJA GERMANS GARD. Marja discusses three thoughts on self-reflection and the importance it plays in fostering systemic change. And as always, our conversation gets super scientifically juicy. Dive in with us!This has been JOY IS NOW with me, Lisa Anderson Shaffer, LMFT. You can find me for hire at LISAANDERSONSHAFFER.COM and join the patronage support for this podcast and my daily practice journal, THESE THREE THINGS at patreon.com/lisaandersonshaffer. You can also follow along with my musings at @lisaandersonshaffer on Instagram.JOY IS NOW is listener supported. When you buy through shared links, we may earn an affiliate commission.LISA ANDERSON SHAFFER, LMFTNEWSLETTERBOOKPATRONAGEINSTAGRAMEPISODE LINKS:MARJA GERMANS GARD, PHD.UXR LABTimothy D. Wilson, Strangers to OurselvesPositionality Tool and Designer's Critical Alphabet from Leslie Ann Noel, Ph.D. Rachael Dietkus, LCSW and Social Workers Who DesignMike Monteiro: A Designer's Code of EthicsTad Hirsch: Practicing Without A License: Design Research as PsychotherapySelf as instrument in Organization Design and DevelopmentSupport the show
Video Version https://vimeo.com/744164877 About the Podcast My guest today is Stephan Meyer PhD, CEO of Almademey Ltd. I have known Stephan for some years now, he being one of the first professionals when I arrived in Germany over a decade ago. I have always found our conversations quite interesting. Like me, he knows you can't hit home-runs without the risk of breaking a few windows. The conversation starts where it always starts, at the beginning. Stephan shares that his father was an electrical engineer and he hoped that Stephan would also become an electrical engineer. But Stephan found himself rather bored with the complicated and gravitated towards the complex (listen or watch the intro for a really elegant explanation for the difference of the two). As such, Stephan gravitated towards psychology. Stephan shares many highlights of his professional journey, including the journey of researching the subject for his PhD, "Sacred Cows" and how they should be sought in an organization and eliminated. And he also makes the case for the necessity for businesses to face perils and even doom every now and then which would offer the opportunity for a radical change and cleansing purge; to be reborn again better. All in, a really great session and I believe you will enjoy it. I did… About Stephan Meyer, PhD Stephan Meyer Stephan has orchestrated successful change initiatives in digital transformation for 25 years. During this time, he has held roles as CEO, Member of the Board, Program Manager, Mentor and Coach. At a rather mature age (you are never too old to learn), Stephan received his PhD in Business Administration and Management at the University of Gloucestershire in England for his research in radical change by finding and killing "sacred cows" in organizations. For his research, he interviewed interim managers, consultants, and line managers. Stephan is a forward-thinking advisor for avant-garde clients. Stephan is not for those who shrink from leading. There are bold choices and there are easy choices. And he stands for those in the front of the line – the bold and visionary, the entrepreneurs, and the risk-takers. Stephan clients are those who surprise the world by taking a leap into the future. LinkedIn Profile: https://www.linkedin.com/in/stephanmeyer/ Company: Almademey Ltd Title: CEO Website: https://stephanmeyer.com/ Headquarters: Paphos District, Cyprus Year Founded: 2022 Company Type: Privately Held, LLC Company Size: Himself Industry Experience: Service, Healthcare, Mobility, Automotive, Life Sciences, Finance, Infrastructure, Media and others Practice Areas: Business Psychology, Business Wargaming, Change Management, Corporate Foresight, Crisis Management, Cultural Change, Digital Transformation, Innovation Management, Lean Management, Merger & Acquisition, Multi-Project Management, Operational Excellence, Organization Design, Performance Measurement, Private Equity, Program Management, Restructuring, Service Management, Strategic Management, Turnaround
Design has earned its seat at the table. Now what? Today on our show, we feature a conversation between Andrea Sutton, VP Design Technology at American telco giant AT&T and Tim Morey, Global Managing Director at frog. Andrea and Tim are two leaders merging creative instinct and business strategy to deliver the next generation of products, services and experiences. Hear their candid discussion on scaling DesignOps in a massive organization, leading creative teams and insights from their careers in design, business and consulting.Brought to you by frog, a global creative consultancy. frog is part of Capgemini Invent. (https://www.frog.co)Find episode transcripts and relevant info (https://www.frog.co/designmind/design-mind-frogcast-ep-25-designops-at-scale)Download the new frog report 'The State of Service Design in the U.S.' (https://go.frog.co/the-state-of-service-design-in-the-us)Research: Camilla Brown, Senior Copyeditor, frogAudio Production: Richard Canham, Lizard Media (https://www.lizardmedia.co.uk/)
In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities. In this podcast, Katie talks to Brandon Raines about his Worldwork Project: assisting Girl Scouts to continue their journey to become future leaders. Brandon's coaching plan focused on providing the girls with tools and competencies geared towards finding alignment. Throughout the discussion, Brandon discusses his key learnings, including overcoming his fear to allow the system to be creative, intelligent and resilient and trusting the system. Brandon Raines is an Organization Design and Enterprise Coach who has worked with public and private entities, both large and small. He has helped organizations and individuals emerge from near failure to thriving models of success. Brandon is a noted author, speaker and presenter on topics of leadership, organization design and teamwork. Brandon is a Certified Enterprise Coach with the Scrum Alliance. He is also trained and certified in Organization Relationship Systems Coaching and certified by the Disney Institute in Customer Relationships. Brandon has a deep background in Information Technology organizations as a Software Developer. Brandon has also served as Chief Operating Officer for a mid-size company where he instituted many organizational and leadership practices. The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here.We believe Relationship Matters, from humanity to nature, to the larger whole.
When was the last time your organization went through a re-org? Have you seen a department designed for an individual and been baffled? Frequent re-orgs or designing for a person may or may not be a good idea. It depends on whether or not it's aligned with good organization design principles. These basic questions and principles of organization design was the subject of this episode. This amazing episode with Len Nanjad was *full* of interesting insights. I know – you might not think so but honestly:
We discuss operational & organizational innovation with Zhichun Li (Director of Engineering @ Scale AI)! We explore the early days of Rapid at Scale AI, different organizational design experiments Zhi's tested, and many of the principles behind their operational practices. You'll hear about merging engineering & ops, designing orgs for autonomy, scaling into multiple products, and leveraging different org structures for innovation.ABOUT ZHICHUN LIZhichun Li (@zhichun_li) is Director of Engineering @ Scale AI. She built the Rapid team from scratch with a focus on providing the fastest way to production-level quality labels within a day, with no data minimums. As an early employee of the company, she built up the infrastructure for Scale's supply ops system and scaled up Scale's 3D Sensor Fusion product.Before Scale, Zhi worked at Lightspeed China Partners, Facebook, Microsoft and Airbnb with roles in investment and software engineering. She was a producer of VC Pulse, a podcast spotlighting venture capitalists in China. Zhichun was the youngest ever admit to the Yale MBA program, and studied computer science at CMU."We tried to basically brand it as like black ops, i.e. the special kind of ops where you get to do 10x work and build a lot of product out of it. And that actually, in a lot of ways attracted very entrepreneurial individuals to want to join. So I think a lot of it is shaping the brand of the program, helping people understand how important it is and the things that I'll learn.- Zhichun Li This episode is brought to you by PlusPlusPlusPlus is an all-in-one technical onboarding and internal knowledge platform that fast-tracks productivity.Learn more & sign up at plusplus.co/elcCheck out our friends at Shortcut!Shortcut is an issue tracker that offers all the functionality, without most of the complexity making it easier for you to plan, collaborate, build, and measure success. Right now, listeners of our show can get 2-months free on any paid plan.Learn more & sign up at shortcut.com/elcSHOW NOTES:The early days of scale & why engineering runs operations (1:44)What is ops engineering (3:48)Why engineering first got involved in ops (6:29)How to brand ops engineering to attract top engineers (8:51)Merging ops & engineering to eliminate silos (10:07)How to merge ops & engineering for the first time (11:39)How team composition evolved at Rapid (12:46)Designing your org for autonomy & customer empathy (17:07)Rapid's operating principles (18:53)Generating Rapid's operating principles (23:18)Painful short-term decisions that yielded better long-term outcomes (24:57)Scale AI's evolution into multiple products (28:04)Behind the scenes of Scale's multi-product moment (31:04)Leveraging general managers & org structures to drive product innovation (32:43)When to invest in, or shut down a project (36:21)Rapid Fire Questions (37:47)Takeaways (40:41)
In Episode 81, Melinda is joined by leadership and management experts LaTricia Frederick and Jared Seide in a live recording. They discuss important ways for us to recognize, as well as protect our well-being from, the impact of current events on our work lives. They also dive into how managers, companies, and allies can take part in creating safe, compassionate spaces for addressing our experiences—whether it be through showing support, harnessing the power of vulnerability, or sharing stories.About LaTricia (she/her)LaTricia “LT” Frederick is a Director of People & Communities focused on driving Workforce Planning, Organization Design, and People Strategies across the Cisco enterprise. She is also a Certified Executive Coach and a recent graduate of the McKinsey Black Executive Leadership program.She is known for helping people discover their true passions, overcome barriers to achievement, and establish a plan for personal and professional success.About Jared (he/him)Jared Seide is the author of the book, “Where Compassion Begins.” He is the founder and Executive Director of the Center for Council, a nonprofit organization that trains groups and individuals to promote wellness and resiliency, to foster compassion, and to build community.Jared has led trainings and retreats focusing on compassion, reconciliation, and community-building around the world and has been a Resident Fellow at the Rockefeller Foundation's Bellagio Center.Visit https://ally.cc to find educational resources and highlights from this episode.Connect With LaTriciaLinkedIn: linkedin.com/in/ltfrederick/Twitter: twitter.com/ltfrederickConnect With JaredLinkedIn: linkedin.com/in/jared-seide-576b5572/Facebook: facebook.com/jared.seide/Twitter: twitter.com/Center4CouncilInstagram: instagram.com/center4council/Connect With UsYouTube: youtube.com/c/changecatalystTwitter: twitter.com/changecatalystsFacebook: facebook.com/changecatalystsInstagram: instagram.com/techinclusionLinkedIn: linkedin.com/company/changecatalystsProduction TeamCreator & Host: Melinda Briana EplerCo-Producers: Renzo Santos & Christina Swindlehurst ChanCreative Director @ Podcast Rocket: Rob ScheerbarthThis episode is sponsored by First Tech Federal Credit Union, a member-owned financial institution that is powered by a people-before-profit philosophy. Learn more at https://www.firsttechfed.com/.[Image description: LEA promo with photos of LaTricia, an African American woman with short black curled hair wearing a black blazer and a red and black top; Jared, a White cis male with salt and pepper facial hair wearing a patterned blue and white button-down; and host Melinda, a White woman with red hair, glasses, and orange shirt holding a white mug behind a lSupport the show (http://patreon.com/changecatalysts)
In this podcast, I discuss one of the most important topics in business: Organization Design. Now that it’s almost impossible to hire people and we’re redesigning everything about work, it’s time to look at...
Nicole and Dr. Dena are back for their second season! This year's journey starts in the relational space with be love. Join Nicole, Dr. Dena and their guest, Brandon Raines as they debunk some of the common myths about conflict in relationships. Brandon is a people mover, seeker of kindness and creator of reflection. His professional time is spent as an Organization Design and Enterprise Coach. Busting These Myths 1. Healthy relationships don't have conflict. 2. We should just know what a healthy relationship looks like. 3. Relationship toxic should always be zero. 4. It is the end if you go to relationship counseling or coaching. Episode Sign Posts The relationship has its own life too. As you create your relationship, develop rhythms around engaging and restoring. Operating as if we automatically know how to be a good partner can create a barrier. Learn how to shift from being reactive to being proactive and responsive. Engaging outside supports like therapy can be done at anytime and does not mean it is the end. Resources "It's Time to Talk (and Listen): How to Have Constructive Conversations About Race, Class, Sexuality, Ability & Gender in a Polarized World" "4 Conflict Styles that Hurt Your Relationship" Episode Theme Songs Brandon- "Zoom" by The Commodores Nicole - "Virtual Insanity" by Jamiroquai Dr. Dena- " I Like It" by DeBarge Listen to the Theme Songs --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
“Only sustainable policy is no policy.”All about taking risks and exploring opportunities, our next guest is Shaakun Khanna, Leader of Human Capital Management at Oracle.Shaakun practices what he preaches. He took up all the exciting opportunities that came his way. Prior to working at Oracle, he held various high-level positions at giants like The Tata Group, ICICI Bank, ManpowerGroup, IBM. He also founded his own company called Consentus Advisory which specialized in enhancing the effectiveness of business organizations. Over the last 25 years, there's truly nothing Shaakun hasn't done when it comes to his career growth.He has been a consultant to many Fortune 500 organizations in areas of Talent Management, Organization Design & Transformation, Employee Engagement, Leadership Development, and Succession Planning.Episode Highlights:Transformation of HR function at OracleHow organisations can achieve ‘Family experience, the new yardstick of employee experience'How to avoid digital transformation failureEssential components of a successful L&D strategyFuture of AITop L&D trends for 2022Follow Shaakun on LinkedIn. Produced by: Priya BhattPodcast Host: Yashwanth Jembige
Colonel, US Air Force (retired) Dr Russ Barnes is Chief Strategist for Systro Solutions, Strategy Development and Organization Design for small business. He has more than 30 years' experience drawn from military service, small business ownership, executive coaching, strategy development and organization design education.His Purposefully Profitable™ Program guides small business owners in creating and implementing a customized progression toward their prosperity. In support of the Purposefully Profitable™ Program, Russ produced the Purposefully Profitable™ Podcast and the Mission Mapping™ Workshop. Russ speaks publicly on Organizing Your Business for Profitable Growth and CEO Skills for Small Business. He is the author of #1 best seller Small Business for Servicemembers: 15 Things You Need to Know to be Purposefully Profitable and a co-author in three #1 best-sellers: Becoming a GovCon Expert, Gamechangers for Government Contractors, and Mission Unstoppable: Extraordinary Stories of Failures Blessings.Dr Barnes received his Bachelor in Business Administration from Manhattan College (NY), his Master in Business Administration (MBA) from Embry-Riddle Aeronautical University, his Master of Science in Strategic Studies from Air University and his PhD in Organization Development from Benedictine University. The title of his dissertation is Organization Design for Small Business: A Discovery of Business Fundamentals for Executing a Purposeful Path to Profitability.Contact:https://www.linkedin.com/in/rcbarnesruss@systro.org
In this episode, we speak with Jenn Cornelius, Chief People Officer at Ritual, an LA-based direct-to-consumer health brand. Prior, Jenn was the Head of Future of Work and Organizational Design at Pinterest, Chief People Officer at Sweetgreen and Head of Organization Design for Apple's Retail division. In our conversation, Jenn discusses a number of important topics including: how virtual work affects organizational design, the role of HQ in creating serendipity and ensuring employee readiness (when it relates to launching teams in new markets), balancing decision-rights to empower local market team, as well as the importance of company culture and facilitating connections to help teams create meaning. This episode is sponsored by our partner, ZEDRA. Learn more about how the ZEDRA team can support you in expanding to new markets @ https://www.zedra.com If you are an international business leader looking to connect with others leading global expansion, join the Global Class Community. More info at https://www.globalclassbook.com/community Interested in learning more about our book Global Class? Be the first to get a copy (coming out August 23, 2022), and get a ton of valuable free bonuses for pre-ordering. Learn more here: https://www.globalclassbook.com/pre-order-book
Austrian economics has a lot to say about how to organize firms for maximum value generation. Austrian principles point to the delegation of entrepreneurial judgement to the front-line employees who interact directly with those who actually create value: users. The military organization models of the twentieth century, involving command-and-control in hierarchical structures, are slow to change, and the management literature evidences an unwillingness to abandon the hierarchy. But there is a fast-growing industry that's the locus of prodigious value generation where the hierarchy has already been abandoned and flat networks of distributed judgement are taking its place. Ulrich Möller is one of several Austrian economists who are studying the firms in the video game industry and demonstrating how their findings can bring positive organizational change to the rest of the business world (see our E4B Knowledge Graphic at Mises.org/E4B_133_PDF). Key Takeaways and Actionable Insights Organizational innovation has a long and successful track record in the video game industry. A lot of value has been generated in the video game industry in a short period of time. Video games surpass movies and music in revenue. Without a long history of corporate hierarchies and bureaucracy to shed, firms in the industry embraced the organizational innovations of open source software, including anonymous collaboration among highly distributed self-organized teams, peer review systems, and agile processes. In addition, the industry created its own laboratory for testing revolutionary organizational theories in virtual economies set in virtual worlds. Valve is a company in the video game industry that took organizational innovation to its logical conclusion: the end of hierarchy. Valve — a very successful, industry-leading company — pursued a value-generation logic to frame its approach to organization: Creativity is our core resource — the most important skill in game development.Creative employees are key to our capabilities.Creative people are most productive when left to express their own creativity in their own way.Hierarchy blocks creativity, as do planning and routine.How do we design a company to attract and retain the sort of people who are able to take the boldest creative steps? The answer? Let employees decide what to work on. Let them exercise entrepreneurial judgement. Let them, in effect, do both strategy and implementation. Give them all the decision rights. Let them identify customer preferences — since they know the customer best; let them decide how best to address those preferences; let them decide how to achieve competitive differentiation; let them allocate resources, choose costs, and manage profitability; let them control quality and decide when software is ready to ship. Employees work in self-organizing teams, and are free to migrate from team to team, and free to change their roles. There are no fixed job descriptions. In place of command-and-control, a few simple rules or constraints have emerged for the exercise of governance. F.A. Hayek wrote about norms that emerge in social groups to shape behavior. These are not legislation, i.e., written formal restrictions. They are what he called rules, constraints that everyone accepts in the shared commitment to collaboration and the pursuit of the most favorable outcomes. The most significant of these rules at Valve is the “Rule Of Three”, a simple agreement that at least three individuals must agree on the initiation of a new project, or on other major decision points. The emergent standard was that this is just enough to prevent maverick behavior, and a low enough number to facilitate agile action that's not bureaucratically constrained. Another rule or constraint goes by the name of Social Proof. This is a broader and looser peer review standard. If the original team wishes to recruit more members, they must persuade others of the value generating potential of the project (in competition with other projects in the firm); successfully doing so constitutes “social proof” of value. Rules-based peer review process replaces management structure. Conventional approaches to organizational design focus on structure. This might be command-and-control hierarchy, or structured networks, or strategic business units or functional departments. Valve abandoned structural thinking and replaced it with flow analysis. How can we attract the most creative people to our venture? How can we encourage the most productive flows of bold creative thinking? How can teams best assemble and collaborate for the most productive output? How can we integrate with the user community in the best way? How can the most value-generative projects attract the best resources? These are all questions about flow. Austrian economists are distinctive in viewing capital as a flow rather than a structure, and this view holds true for human capital just as much as physical capital. Emergent rules for self-organizing human systems can perform all the managerial functions that were historically left to control structures. Actionable Insight Summary Design your organization for flow not structure.Design to attract the most entrepreneurial people in the most entrepreneurial roles (self-selection).Let them self-organize.Let rules and value codes emerge.Teams as business units.Eliminate the boundaries between the firm and customers and other partners. Additional Resources "The Future of Organizational Design" — our E4B Knowledge Graphic (PDF): Mises.org/E4B_133_PDF "Levels without Bosses? Entrepreneurship and Valve's Organizational Design" by Ulrich Möller and Matthew McCaffrey: Mises.org/E4B_133_Paper1 "Entrepreneurship and Firm Strategy: Integrating Resources, Capabilities, and Judgment through an Austrian Framework" by Ulrich Möller and Matthew McCaffrey: Mises.org/E4B_133_Paper2
Colonel, US Air Force (retired) Dr Russ Barnes is Chief Strategist for Systro Solutions, an organization development firm specializing in small business. He has more than 30 years' experience drawn from military service, small business ownership, executive coaching, strategy development and organization design consulting. His Purposefully Profitable™ Program guides small business owners in creating and implementing a customized progression. In support of the Purposefully Profitable™ Program, he produced the Purposefully Profitable™ Podcast and the Mission Mapping™ Workshop. Russ speaks publicly on Organizing Your Business for Profitable Growth and CEO Skills for Small Business. He is the best-selling author of Small Business for Servicemembers: 15 Things You Need to Know to be Purposefully Profitable and a co-author of two best-selling books: Gamechangers for Government Contractors and Mission Unstoppable: Extraordinary Stories of Failures Blessings. Dr Barnes received his Bachelor in Business Administration from Manhattan College (NY), his Master in Business Administration (MBA) from Embry-Riddle Aeronautical University, his Master of Science in Strategic Studies from Air University and his PhD in Organization Development from Benedictine University. The title of his dissertation is Organization Design for Small Business: A Discovery of Business Fundamentals for Executing a Purposeful Path to Profitability. Connect with Russ by email - russ@systro.org or LinkedIn (www.linkedin.com/in/rcbarnes). For more information, visit www.systro.org.
When leaders model their vulnerability...it encourages employees to do the same which positively impacts workplace culture, says Claudia Richman, Founder, Principal, and Change Artist at We Grow Forward and my guest this week on the podcast. Claudia is an Organization Design and Change expert who has done extensive work helping companies plan and navigate high growth. Claudia most recently converted her passion into action, at a technology firm, where she helped create a culture focused on equity, diversity, and anti-bias. In this week's show, she talks about how she did that, the importance of dismantling processes/policies that do not support equity, and the role of vulnerable leaders in creating change. Tune in to listen to Claudia's enlightening insights and then let us know: How might we disrupt the inequitable policies in our workplaces? Also, who else do you know who is doing this important work? Please share in the comments. Resources Claudia Richman on LinkedIn | Twitter
In this episode, Niyati Goel, Sr. Manager Global Compensation at The Hershey Company talks to our CEO, Kartik Mandaville and Project intern, Naman Chaturvedi about the importance of organization design and how it comes out of two things - Business strategy and Organization culture. They also discuss how inclusivity at the workplace is more about finding similarities in the people you work with, irrespective of different countries, cultures, education, backgrounds, differences and companies.Niyati has managed the HR functions across all verticals and has worked in Singapore, Malaysia, Middle east and the United States in FMCG, Travel and Tech domains. She is a certified SPHR (Senior Professional in Human Resources) professional with an engineering background and an MBA in HR from XLRI.Organization design comes out of your business strategy and organization cultureNiyati suggests that before we go into how organization design is important for culture, we need to understand what organization design really is. In a simple way, organization design and culture is how things get done in an organization.The organization design comes out of two things: What is your business strategy: What do you want to produce, deliver and solve? Who are your consumers? The organization culture: To an extent, it is a derivative of the culture based on how you get things done, which kind of market you operate in.Let's say you operate in a very dynamic market, your structure needs to ensure that delivery. Thus you need to probably have a very simple or non-hierarchical structure where the information flow and employee duties are performed quickly to deliver their goals.But if you work in a highly structured environment, say in the legal field, your structure needs to match the delivery you're trying to achieve as an organization. So to a certain extent it is a derivative. Therefore, your organization design comes from your updated business strategy. Keep the communication chain as short as possible:Niyati derived an analogy from a game called Chinese Whisper which focuses on the importance of the right kind of communication. So, one learning from this particular game is that the more you de-layer the communication, the easier it is. We can simplify communications and avoid misunderstandings by keeping the chain as short as possible. And this is one of the ideas from an organization design point of view. There are indeed multiple other ideas on how you can avoid misunderstandings in virtual communications. A call is better than a text, a video is better than a call. Hence, face to face interaction is still better than all of the three. And these opportunities and forums need to be created among team members.Understanding the real meaning of inclusivity at the workplaceNiyati shares that we must know that the world is more similar than different. The more we consider it different, the more we step away from reaching the language of inclusivity. However, of course, there are few differences,some very tangible ones. For example, time zones or language. Some intangible differences could be ways of working which are not immediately identifiable in an online working model.In the same way, there are some tangible and intangible similarities as well. So, if you recognize these two and start with the similarities first, you will be able to achieve your goal.Produced by: Priya BhattPodcast host: Kartik Mandaville, Naman Chaturvedi
#organizationaldesign #enterprisedesign #teamtopologies Covid-19 has forced organizations to rethink how work is carried out. In this episode, we discuss the organizational issues surfaced by the pandemic and then move on to more practical advice on organizational (re)design that supports working remotely in all its forms. We touch on the learnings that organizations should embrace from the ad-hoc communities that were formed in this period, innovation and transformation when remote, organizational purpose vs values vs culture, and the successful organization of the future. My guests are distinguished Organizational and Enterprise Design practitioners: Naomi Stanford, Matthew Skelton, and Milan Guenther. https://www.linkedin.com/in/naomi-stanford-54373b2/ https://www.linkedin.com/in/matthewskelton/?originalSubdomain=uk https://www.linkedin.com/in/milanguenther/ Dr. Naomi Stanford is an organization design practitioner, teacher, and author. She is the author of six books: Organization Design: The Practitioner's Guide, Organization Design: Engaging with Change, Organization Design, the Collaborative Approach, The Economist Guide to Organisation Design, Corporate Culture: Getting it Right (also an Economist publication) and Organizational Health: an integrated approach to building optimum performance. Naomi also writes articles, speaks at conferences, and tweets regularly on organization design: https://naomistanford.com/ Matthew Skelton helps organizations to be more effective at building and running software systems, with a focus on fast flow and operational excellence. He provides consulting, training, and writing on digital technology strategy & engineering practices to organizations around the world. Co-author of the acclaimed book Team Topologies (IT Revolution, 2019), Matthew Skelton has been building, deploying, and operating commercial software systems since 1998. Head of Consulting at Conflux, he specializes in organization dynamics, Continuous Delivery, and operability for software in manufacturing, e-commerce, and online services, including cloud, IoT, and embedded software: https://confluxdigital.net/ Milan Guenther is a partner at Enterprise Design Associates, a global curated network of practitioners, where he works with organizations of all shapes and sizes on innovation and transformation. He wrote Intersection, a book introducing the Enterprise Design Approach for systemic and holistic design in complex enterprises. Milan is one of the organizers behind the INTERSECTION Conference series, and worked extensively with Design Sprints to achieve significant impact with limited time and resources, and was among the first Google-certified Design Sprint Masters. He is teaching Enterprise Design as part of a Master's Program in Digital Innovation and Transformation at SciencesPo Paris: https://www.enterprisedesign.io/ MAKING REMOTE WORK - is a limited series led by the ORGANIZATIONAL DESIGN COMMUNITY and hosted by SKILLS FOR MARS. It is a public service video-podcast in response to the COVID-19 pandemic. It will host 20+ researchers and practitioners in the field of distributed work. They will share their insights and knowledge to support companies and employees who are making this transition. If you are interested in the Future of Work - consider subscribing to Skills for Mars: https://bit.ly/3cA2UF1 Support the Skills for Mars podcast? Please visit: https://www.skillsformars.com or https://www.patreon.com/skillsformars - LinkedIn @skills for mars - Facebook @skillsformars - Instagram @skillsformars - Twitter @skillsformars - TIMESTAMPS - 00:00:00 – Podcast start 00:01:20 – Introductions 00:06:18 – Organizational issues surfaced by Covid-19 00:15:00 – Organizational design for remote work 00:26:30 – Purpose vs Values vs Culture 00:29:54 – Organizational (re)design for companies moving remote 00:37:00 – Innovation & transformation by... Support this podcast
Børge Obel is a professor at the Interdisciplinary Center for Organizational Architecture, Business and Social Sciences, Aarhus University, Denmark, and professor at EIASM, Brussels. He teaches graduate courses in organizational design and digital transformation. Børge holds a Ph.D. and a Dr. Oecon. from Aarhus University, Denmark. His research interests fall within strategy, management, and organizational design. Børge is the lead expert in EcoMerc on Strategic Organizational Diagnosis and Design. Børge Obel has published several books including Organizational Design: A Step-By-Step Approach, Cambridge University (jointly with Richard M. Burton and Geraldine DeSanctis), second edition 2011, and the third edition with Richard M. Burton and Dorthe Håkonsson. He has published numerous academic papers including papers in Strategic Management Journal, Organization Science, ASQ and Management Science. He was the founding editor of Journal of Organization Design. He has served as an advisor to the Danish Government on e-infrastructure. He also serves on a number of company boards. - TIMESTAMPS - 00:00:00 – Podcast Start 00:01:07 – Borge Obel - Introduction 00:05:00 – Virtual vs Distributed vs Remote Work 00:11:10 – Is remote work here to stay? 00:14:40 – Organizational design for remote work 00:18:28 – Remote work and its effect on team coherence 00:21:35 – Opportunism and cheating when working remotely 00:24:35 – Are matrix or functional organizations suitable for remote work? 00:28:18 – Designing better remote organizations with the use of data 00:34:20 – Designing incentives for remote organizations 00:36:40 – Power and promotions when remote: “the virtual rat race” 00:39:57 – Insights on all-remote companies from an organizational design perspective 00:46:13 – Organizational design advice for companies moving or starting remote 00:49:38 – Future organizational design research areas that are driven by the Covid-19 pandemic 00:55:24 – Final thoughts on remote work MAKING REMOTE WORK - is a limited series led by the ORGANIZATIONAL DESIGN COMMUNITY and hosted by SKILLS FOR MARS. It is a public service video-podcast in response to the COVID-19 pandemic. It will host 20+ researchers and practitioners in the field of distributed work. They will share their insights and knowledge to support companies and employees who are making this transition. If you are interested in the Future of Work - consider subscribing to Skills for Mars: https://bit.ly/3cA2UF1 Support the Skills for Mars podcast? Please visit: https://www.skillsformars.com or https://www.patreon.com/skillsformars - LinkedIn @skills for mars - Facebook @skillsformars - Instagram @skillsformars - Twitter @skillsformars Support this podcast
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