Change Leadership...
Follow
Find tag "open"
12.1K views | +1 today
Change Leadership Watch
How change happens and who is leading it.  For the BEST of the BEST curated news SUBSCRIBE to our monthly newsletter via  Reveln.com/Tools/ (We never SPAM!)
Your new post is loading...
Your new post is loading...
Scooped by Deb Nystrom, REVELN
Scoop.it!

Doing Well by Doing Good: Michigan's Fave Food Brand Converts $50 Mil Business Into Worker-Owned Co-Op

Doing Well by Doing Good: Michigan's Fave Food Brand Converts $50 Mil Business Into Worker-Owned Co-Op | Change Leadership Watch | Scoop.it
Zingerman's Community of Businesses is a staple of Ann Arbor, and it's achieved great success through highly unorthodox practices.


The flagship deli, founded in 1982, is now just one of nine businesses in the Zingerman's Community of Businesses, which also includes a bakery, creamery, candy company, and restaurant.


These businesses are founded on a unique philosophy without traditional business hierarchy.  Zingerman's emphasize collective decision-making.  [Now] ...the company is on track to make $50 million this fiscal year.


A worker co-op is an old business model that has seen renewed interest post-recession due to a lack of investors creating jobs in communities.


Zingerman's has been focused on getting its employees to think like owners long before hard economic times.

Deb Nystrom, REVELN's insight:

Employees who think as owners?   What a concept - that's been around for ages, just not implemented widely.  Here's why it is working, from the article:

   

  • Open-book management:  even the lowest-level employee will work better if they know how the company is doing financially and should have a stake in its success.
        
  • Weinzweig and the 17 other partners, who act as managers, want to find a way to get employees involved in the consensus, rather than just sitting in to ask questions and offer insight. ....Essentially, that could give someone like [a] new part-time employee as much voting power as the CEO.
        
  • Weinzweig thinks that traditionally managed organizations, in which executives operate in a different sphere from their employees, "are operating with about 5% of their intellectual and creative capital, which really doesn't make sense."
    
It's a competitive, global world now, and traditional management, born out of the wide open markets of the industrial age, are no longer as competitive without the insights of all stakeholders, especially staff / employees.
    
~  Deb
more...
Deb Nystrom, REVELN's curator insight, June 20, 7:33 PM

As I commented originally on Change Leadership Watch:  Employees who think as owners?   What a concept - that's been around for ages, just not implemented widely.  Here's why it is working, from the article:

   

  • Open-book management:  even the lowest-level employee will work better if they know how the company is doing financially and should have a stake in its success.
        
  • Weinzweig and the 17 other partners, who act as managers, want to find a way to get employees involved in the consensus, rather than just sitting in to ask questions and offer insight. ....Essentially, that could give someone like [a] new part-time employee as much voting power as the CEO.
        
  • Weinzweig thinks that traditionally managed organizations, in which executives operate in a different sphere from their employees, "are operating with about 5% of their intellectual and creative capital, which really doesn't make sense."
    
It's a competitive, global world now, and traditional management, born out of the wide open markets of the industrial age, are no longer competitive without the insights of all stakeholders, especially staff / employees.
    
~  Deb
Rescooped by Deb Nystrom, REVELN from Change Management Resources
Scoop.it!

The Trusted Advisors with Open Space event was a Hit in Las Vegas!

The Trusted Advisors with Open Space event was a Hit in Las Vegas! | Change Leadership Watch | Scoop.it

"I asked the 'change elite,' how many of you know about/have participated in an Open Space event?" - Deb (curator of this newsletter)


Well, among change practitioners, only about 8 - 10 hands were raised in a group of over 150 attendees at the global Association of Change Management Practitioners in Las Vegas this past week, (April 1-4, 2012) where we discussed Success Secrets of Trusted Change Advisors.


I'm just back from Las Vegas this week, and wanted to share this preliminary view from the "change elite," heh, with you.

_____________________


"First people need to know you, then like you, then trust you."

_____________________



Preliminary photos from our Open Space event are also shared on this link.  


Chip Heath, coined us as the "change elite" - that would be all of us attending ACMP 2012 conference.  Heh.  Professor Heath, Stanford, is the author of Switch: How to Change Things when Change is Hard, and was our first keynote speaker this past Sunday.


What a pleasure it was to offer Open Space to such an audience of over 150 following an energized, robust Q & A discussion with an elite group of panel-mates as well, a mix of change leader internals at major, well-known large companies and external consultants.  


I was in a middle role, as I functioned as a hybrid internal/external while I worked at the University of Michigan in Organization Development:


  • Liz Guthridge - Session Facilitator, Connect Consulting Group;
  • Deborah Nystrom - Open Space facilitator (me); Reveln Consulting & CMRsite.com; 
  • Jim Bohn, PhD., Global Director, CMO - Johnson Controls;
  • Gail Severini, Conner Partners;
  • Michael Nestor, Vice President, Head of Change Management, Bayer Group


And yes, it was Vegas.  I've include ONE photo on this post of my Las Vegas tour, the day before the conference started.   (As they say, what happens in Vegas, stays on Facebook, twitter, LinkedIn and now, ScoopIt.)


We also welcome you to the discussion via our new "Trusted Advisors" LinkedIn discussion group, which is an open, join-able group.


Check out the session Slideshare there, that includes our Open Space and Trusted Advisors handout, which I'll also upload to my Reveln blog soon in .pdf format.


Photo credit:  Deb Nystrom, Reveln Consulting


Thanks for stopping by!

more...
No comment yet.
Scooped by Deb Nystrom, REVELN
Scoop.it!

Myths & Reality of Control & Corporations, Innovation, Agile & Change Leaders 2012- Forbes

Myths & Reality of Control & Corporations, Innovation, Agile & Change Leaders 2012- Forbes | Change Leadership Watch | Scoop.it

The gem in this Forbes post focusing on reconciling disciplined execution with innovation is that it concludes with how much it IS about control when collaborative group methods, Agile included, are used.


Excerpts:

  


The solutions that the experts have offered to the problem of reconciling disciplined execution with innovation have all tended to be various ways of increasing or modifying control over an increasing number of ideas:

  



What’s annoying about Agile to control-minded management practitioners and theorists is that it recognizes that the problem lies in control itself.


...[It IS about] giving greater freedom to those people doing the work to exercise their talents and creativity, but doing so within short cycles so that those doing the work can themselves see whether they are making progress or not.


...Agile thrives on transparency.

   

...control thrives on non-transparency.


...introducing (real) Agile means exposing all of the non-transparent tricks that hierarchical managers play on their subordinates to maintain power. Is it any wonder that Agile isn’t naturally popular with the command-and-control gang?



Photo credit: Agile Boston event, by IT Event Photography Boston

more...
No comment yet.