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Creating A Connected Organization for the 21st Century: The Future of Work on the Edges

The future of work is here. We need 21st century leaders to build connected organizations on the edges. This deck summarizes my model on how to implement strategy through people (aka change management).

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Creating A Connected Organization for the 21st Century: The Future of Work on the Edges

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  1. Creating A Connected Organization for the 21 Ayelet Baron, Chief Instigator ayelet27@gmail.com http:// Creating A Connected Organization for the 21st Ayelet Baron, Chief Instigator ayelet27@gmail.com / http://ayeletbaron.com st Century Century / twitter.com twitter.com/ /ayeletb ayeletb ayeletbaron.com

  2. I. Setting the Stage I. Setting the Stage h"p://ayeletbaron.com  

  3. IMAGINE Imagine  that  everyone  in  your  organiza9on   could  see  into  the  future     Imagine  that  you  had  the  ability  to  paint  the   future  in  dis9nct  colors     Imagine  that  those  colors  would  be  the     colors  of  your  organiza4on’s  future  state   and  you  would  exceed  your  goals     Imagine  that  everyone  across  the  company   had  the  same  vision  and  translated  it  to   their  day-­‐to-­‐day  job:     •  Would  the  vision  become  a  reality?   •  What  would  we  be  doing  differently  as  a   result?   IMAGINE  … JUST IMAGINE … JUST IMAGINE h"p://ayeletbaron.com  

  4. What is Innovation? What is Innovation? h"p://ayeletbaron.com  

  5. Knowing how to reinvent your business may keep you in business Knowing how to reinvent your business may keep you in business 5   5 5 h"p://ayeletbaron.com  

  6. Test and Learn: Experimentation Test and Learn: Developing A Culture Of

  7. h"p://ayeletbaron.com  

  8. The Importance of Fresh Perspectives: The Art of Listening GeJng  pa9ents  from  surgery  to  ICU  in  Great  Ormond  Street  Hospital  Learning  from   Formula  One  Sped  Up  and  Reduced  Mistakes  by  50%   The Importance of Fresh Perspectives: The Art of Listening “Looking  outside  your  own  industry  for  inspira9on  is  as  useful  as  it’s  ever  been,  but  you  need   people  who  can  think  laterally  enough  to  apply  an  unfamiliar  idea  to  their  own  situa9on.”   From  my  connected  network  Source:  www.onlydeadfish.co.uk  @neilperkin  

  9. Neither a wise man nor a brave man lies down on the tracks of history to wait for the train of the future to run over him. − −Former U.S. General and President Dwight D. Eisenhower Neither a wise man nor a brave man lies down on the tracks of history to wait for the train of the future to run over him. Former U.S. General and President Dwight D. Eisenhower What will disrupt your business? What will disrupt your business? h"p://ayeletbaron.com   © 2013 Simplifying Work. Ayelet Baron

  10. Industry Lines Are Blurring: What Business Are You In? Do You Know? Industry Lines Are Blurring: What Business Are You In? Do You Know? Source:  h"p://www.globaltrends.com/knowledge-­‐center/features/expanding-­‐areas-­‐of-­‐compe99on/60-­‐test-­‐feature-­‐g  

  11. Welcome to the 21 Welcome to the 21st st Century Century h"p://ayeletbaron.com  

  12. 20th Century World SCARCITY 21st Century World ABUNDANCE h"p://ayeletbaron.com  

  13. 20th Century World SCARCITY Processed Innovation with A Pinch of Best Practices 21st Century World ABUNDANCE Experimentation, Failure, Disruption, Innovation h"p://ayeletbaron.com  

  14. 20th Century World SCARCITY Taking Market Share From Competitors 21st Century World ABUNDANCE Creating New Markets h"p://ayeletbaron.com  

  15. 20th Century World SCARCITY Command and Control 21st Century World ABUNDANCE Trusted Relationships h"p://ayeletbaron.com  

  16. 20th Century World SCARCITY Top Down Organization 21st Century World ABUNDANCE Connected and Networked Organization h"p://ayeletbaron.com  

  17. 20th Century World SCARCITY Managers Managing Adults 21st Century World ABUNDANCE Conscious Leaders Lead with Purpose and Authenticity h"p://ayeletbaron.com  

  18. 20th Century World SCARCITY Organization Centric 21st Century World ABUNDANCE People Centric h"p://ayeletbaron.com  

  19. 20th Century World SCARCITY Silo and Function Based Work 21st Century World ABUNDANCE Project-Based Work h"p://ayeletbaron.com  

  20. 20th Century World SCARCITY Managing Headcount 21st Century World ABUNDANCE Tapping into Talent Intelligence (Internal + External) h"p://ayeletbaron.com  

  21. 20th Century World SCARCITY One-way Communication: Know Your Audience 21st Century World ABUNDANCE Two-way Communication: Connect with Your Community h"p://ayeletbaron.com  

  22. 20th Century World SCARCITY Change Management Programs 21st Century World ABUNDANCE Integrated Strategy, Execution and Agility in the Cultural DNA h"p://ayeletbaron.com  

  23. 20th Century World SCARCITY Numbing Ourselves with Busy and Activities 21st Century World ABUNDANCE Focusing on Value and Impact h"p://ayeletbaron.com  

  24. 20th Century World SCARCITY Managing the Bell Curve and Mainstreaming 21st Century World ABUNDANCE Working in the Edges h"p://ayeletbaron.com  

  25. 20th Century World SCARCITY Work-Life Balance Myth 21st Century World ABUNDANCE Life-Work. h"p://ayeletbaron.com  

  26. II. Constant Change is Here II. Constant Change is Here h"p://ayeletbaron.com  

  27. h"p://ayeletbaron.com  

  28. Understanding Change Change happens every time our expectations are disrupted Is it a major or minor change for her? What is the level of disruption in her expectations? h"p://ayeletbaron.com  

  29. How we change How we change h"p://ayeletbaron.com  

  30. Leadership? Sponsorship is Misunderstood Change is Hard When Words Don’t Match Actions Leadership? Sponsorship is Misunderstood Change is Hard When Words Don’t Match Actions Which way should I go? I am not confident in where she is going so I’ll just stay here and wait. h"p://ayeletbaron.com  

  31. Cultural DNA is Key Cultural DNA is Key Organizations that embed practices, technologies and values in their DNA are more agile, flexible and achieve results. Organizations that embed practices, technologies and values in their DNA are more agile, flexible and achieve results. There is no way I can do that. That’s not how we roll here h"p://ayeletbaron.com   Source:  Cute  “Mini  Lion”  Ki"en  By  Ben  Torode  

  32. 20 the 21 20th the 21st th Century Skill Sets Don’t Always Work in st Century Century Skill Sets Don’t Always Work in Century I read the email but I have no idea what they want me to do If I just keep blowing bubbles, will anyone notice? h"p://ayeletbaron.com  

  33. Resistance is Alive and Well Resistance is Alive and Well We’ve tried this before. It won’t work here. I have no idea where we are headed so I am just going to keep doing what I know. I am just going through the motions. They won’t notice.

  34. So How Do People Change Behavior? 60-­‐70%   Leadership  “Say/Do”   Peer-­‐to-­‐Peer   20-­‐30%   Messages  sent  via   Systems/Processes   10%   Media/Channels   Tradi9onal  Communica9on   h"p://ayeletbaron.com  

  35. Building A Communication Plan Engagement Worksheet Formal Media Formal Media Systems and Processes 20-30% Systems and Processes 10% Leadership 60-70% Leadership h"p://ayeletbaron.com  

  36. How We (Humans) Change Behavior Most people don’t know how to translate the changes to their job, role or project h"p://ayeletbaron.com  

  37. The Only Constant is Change: We Need Resilience Not More Ambassador Programs The Only Constant is Change: We Need Resilience Not More Ambassador Programs Key Needs •  Clear urgency of future state •  shared vision and execution •  Time to think, create, fail and innovate •  Leadership support and engagement •  Skills development •  Embedded DNA •  Collaboration and dialogue h"p://ayeletbaron.com  

  38. III. Building A Connected Networked Organization III. Building A Connected Networked Organization h"p://ayeletbaron.com  

  39. Sticky Organisations “A  large  organisa9on  is  almost  nothing  but  a   massive  knot  of  pre-­‐exis9ng  rela9onships.”   Ma;  Edgar   h"p://www.quora.com/Innova9on/Why-­‐dont-­‐big-­‐companies-­‐innovate-­‐more/answer/Ma"-­‐Edgar?srid=pJZn&share=1   Source:  www.onlydeadfish.co.uk  @neilperkin   h"p://www.flickr.com/photos/104810962@N02/10826694396/  

  40. You Are Who You Choose to Spend Time With You Are Who You Choose to Spend Time With “When  people  join  groups  where  change  seems  possible,  the  poten9al  for  that   change  to  occur  becomes  more  real.”   Source:  www.onlydeadfish.co.uk  @neilperkin  

  41. Source:  www.onlydeadfish.co.uk  @neilperkin   h"p://thisisindexed.com/  

  42. Who Do You Trust? Who Trusts You? Who Do You Trust? Who Trusts You? h"p://ayeletbaron.com   Blue  Morpho  Bu"erfly  And  A  Three-­‐Year-­‐Old  Girl   By  Luke  MacGregor  

  43. What Fosters Trust? What Fosters Trust? Cheetah  Cub  And  Her  Mother,  Kenya   By  Marco  Urso   h"p://ayeletbaron.com  

  44. Becoming A Connected Organization Open Dialogue Mindset Becoming A Connected Organization Open Dialogue Mindset Relationships Flow + Employees + Customers + Partners + Vendors + Community Embedded DNA Relationships Flow + Employees + Customers + Partners + Vendors + Community Embedded DNA h"p://ayeletbaron.com   Coley  Chris9ne  Catalano  

  45. Who is in Your Connected Network? Who is in Your Connected Network? h"p://ayeletbaron.com  

  46. We Need More Leaders in the Edges Go out to your edges. Explore the possibilities. Because you will find more opportunity in the edges, where you will be able to imagine, invent and thrive. -Ayelet Baron We Need More Leaders in the Edges h"p://ayeletbaron.com   h"ps://www.flickr.com/photos/bonste/  

  47. Let’s Talk Ayelet Baron Book a workshop or speech on how to build a 21st century organization today: ayelet27@gmail.com Speaker Facilitator Innovator Disruptor http://simpligyingwork.com http://www.huffingtonpost.com/ayelet-baron/ http://www.itbusiness.ca/author/ayeletb @ayeletb on Twitter h"p://ayeletbaron.com  

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