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Rescooped by Liz Rykert from Corporate Culture and OD
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Why should we care about corporate culture

Why should we care about corporate culture | Culture Change | Scoop.it
Why should we care about corporate culture. Culture and strategy go hand in hand.

Via Alexis Assimacopoulos
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The Culture Deck — Medium

The Culture Deck — Medium | Culture Change | Scoop.it
How people work is as important as what they do. 
Liz Rykert's insight:

Thanks June Holley for this Scoop! It looks like a great summary of the emerging importance of culture in the workplace, how it is generated and is shaped or changed over time. Nice set of rules. One thing that seems missing is any ref to Ed Schein and his book Organizational Leadership and Culture ?? 

http://books.google.ca/books/about/Organizational_Culture_and_Leadership.html?id=tMPDAgAAQBAJ&redir_esc=y


Maybe the strong Agile/Lean focus?

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Social Technology and the Changing Context of Leadership

Social Technology and the Changing Context of Leadership | Culture Change | Scoop.it

Social technologies with their inherent democratic, anti-hierarchical quality easily transcend internal and external boundaries, suddenly creating a powerful thrust for horizontal collaboration and participation. They give each and every member of an organization a creative voice and enable real-time virtual connectivity in a way we have never seen before. This makes them a great catalyst for the organizational principles that are required by the new leadership context of the 21st century.


Via Kenneth Mikkelsen, Alexis Assimacopoulos
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Donna Karlin's curator insight, June 24, 2014 8:12 AM

In an increasingly global community this is critical. Collaboration across borders and in increasingly virtual work environments, a new playbook is in order.

Donna Karlin's curator insight, June 24, 2014 8:19 AM

In an increasingly virtual work environment and global community this is critical

june holley's curator insight, July 19, 2014 7:33 AM

Some really important material on connection between leadership and social technology...

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An ecology for systemic change. How to foster and empower disruptiv...

Looking at how to embed into the system the code for its renewal. Fostering factors of opportunity and renewal as commons. A draft presentation, work in prog...

Via june holley
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june holley's curator insight, May 23, 2014 9:02 AM

Liz Rykert, check this out! Panarchy.

Eli Levine's curator insight, May 25, 2014 10:25 AM

An interesting article on how to bring about effective change.  I've always said, it's about changing the logic and perspective of people first.  This then influences culture, action, function and operation, which can then lead to appropriate personnel changes (if necessary) followed by changes in the architecture of the system stemming FROM the cultural and psychological changes.

 

Trouble is, I'm not sure how I can do this from where I am or with how I am at present.  I need greater access to the right people who are already in the system and I need to have enough bona fides and gravitas to be listened to seriously.

 

We'll see if I'll be able to complete my mission.

 

Think about it.

 

http://www.youtube.com/watch?v=uloWscIshNs

 

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Strategic Philanthropy for a Complex World (SSIR)

Strategic Philanthropy for a Complex World (SSIR) | Culture Change | Scoop.it
Foundations need to adopt a more emergent approach to strategic philanthropy.
Liz Rykert's insight:

Quote that got my attention:


"We have now come to the conclusion that if funders are to make greater progress in meeting society’s urgent challenges, they must move beyond today’s rigid and predictive model of strategy to a more nuanced model of emergent strategy that better aligns with the complex nature of social progress."

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Peer Pressure Can Be a Lifesaver

Peer Pressure Can Be a Lifesaver | Culture Change | Scoop.it
Changing behavior isn’t easy, but carrying out good health practices in communities for all to see can be contagious.
Liz Rykert's insight:

Nice piece in the NYTimes - focusing on strategies needed to solve things when a change in behaviour is needed to make the shift.


Fav Quote: "When a problem is inextricably linked to behavior change, it’s essential to make the solution both convenient to practice, and something that can be socially reinforced."

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Rescooped by Liz Rykert from Learning + Leading in Healthcare
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Ten Skills for the Future Workforce

Ten Skills for the Future Workforce | Culture Change | Scoop.it

Great one from Marcia. If you don't know where you're going, any road will take you there. 


Via Jay Cross, Loretta Donovan
Liz Rykert's insight:

Thx to Lorretta Donovan for this scoop! Clear focus on the attributes anyone needs to work in current and future workplaces. Feels like a skill set for complex systems. 

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Rescooped by Liz Rykert from Complexity
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Strong Corporate Cultures Are “Self-Organizing”

Strong Corporate Cultures Are “Self-Organizing” | Culture Change | Scoop.it
In the e-social world, companies are increasingly finding that top-down, command-and-control organizations are not effective. Hierarchy means very little in an environment where the lowliest employee

Via Lisa Kimball
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Laughing at Corporate Culture

Funny look at corporate culture. If you don't find it funny you can "draw your laughter" :) (Taken from the latest series of quite an interesting show.)


Via Alexis Assimacopoulos
Liz Rykert's insight:

Thanks to Alexis for this piece!

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The New Role Of Leaders

The New Role Of Leaders | Culture Change | Scoop.it
Hierarchy fails in the digital age not because it is illegitimate, but because it is slow and the world has become fast.
Liz Rykert's insight:

Great blog post by Greg Satell. 


Fave quotes:


"Strategy is no longer a game of chess.  We can’t think only in terms of planning and execution, but need to understand how information flows and cascades self-organize around strategic intent.  Hierarchy fails in the digital age not because it is illegitimate, but because it is slow and the world has become fast."


and


"Today, you gain power and capability not by increasing scale, but by deepening and widening connections."

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Liberating Structures Workshop

Liberating Structures Workshop | Culture Change | Scoop.it
The Surprising Power of Liberating Structures: Simple Rules to Unleash a Culture of Innovation
Smart leaders know that they would greatly increase impact and innovation if only they could get everyone fully engaged. The challenge is how. 
Liberating Structures are novel, practical and effective methods to help you accomplish this goal with groups of any size.
During this roll-up-your-sleeves immersion workshop, participants will learn and immediately practice 10-12 Liberating Structures while receiving tips on how to use them in the workplace or community settings and traps to avoid. A practical understanding of most individual Liberating Structures activities can be developed in less than one hour each. This is enough to go out and apply them with little risk. From social entrepreneurs to healthcare teams, to artists, planners and community organizers Liberating Structures help you tap into the creativity and ideas of everyone you are working with. Liberating Structures users act their way into new thinking rather than thinking their way into new acting.
Facilitators
Liz Rykert, President, Meta Strategies, a Toronto-based strategy group working in complex organizational change and digital technology. Liz is a strategist and coach who works with people on complex and stubborn problems. As a skilled Liberating Structures facilitator, Liz creates opportunities for learning packed with fun and meant to have you experience new ways of working. Liz works in community based organizations, healthcare, and academic settings to help people transform the systems they work in and build a productive and healthy culture. Liz is a student of complexity science and a big believer in the power of networks. Liz has a knack for uncovering new ideas and bringing them to life for the benefit of everyone.
Erika Bailey is a Change Facilitator at The Moment Inc. Erika has designed and delivered programs, interventions and large-scale problem solving in complex and adaptive organizations across multiple sectors. Her expertise includes front-line change and innovation processes, experiential learning, and developmental innovation. Erika employs her solid academic background (including a Masters of Human Systems Intervention), years of field experience, and artistic roots to think and act creatively with people and challenges. She uses Liberating Structures regularly to maximize the sustainability of positive behavioural change for her clients.
Leah Gitterman MHSc, Manager and Senior Consultant, IGNITE Consulting, Infection Prevention and Control, University Health Network. Leah is a consultant specializing in behavioural and culture change across the spectrum of healthcare. With over eight years of experience working with the infection prevention and control team at the University Health Network Leah has been at the forefront of work in Canada and the U.S. to improve safety in healthcare  using behavioural change approaches, including ‘Positive Deviance’ and ‘Front Line Ownership’. Leah has a MHSc degree in Community Health and Epidemiology from the University of Toronto and is a certified Patient Safety Officer.
Come on your own or even better, bring a team and a challenge you are facing and get ready to move it ahead!
Additional Details and Contact Information
Refreshments provided – lunch on your own.
If you have used Liberating Structures in your work we want to hear from you! We will be incorporating lots of stories and examples into the day so send an email to Liz Rykert (her email is below) and let us know your experience with Liberating Structures. 
For questions and inquires please contact Liz Rykert ­ Meta Strategies ­ liz@metastrategies.com
 
To learn more about Liberating Structures please visit www.liberatingstructures.com
 
Time: 9-4
Cost: 150.00 plus HST
Location: St. James Cathedral Centre | 65 Church Street, Toronto 
 
 
 
Liz Rykert's insight:

Very Excited about planning this workshop!

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Amazon.com: Flex: The New Playbook for Managing Across Differences eBook: Jane Hyun, Audrey S. Lee: Kindle Store

Flex: The New Playbook for Managing Across Differences - Kindle edition by Jane Hyun, Audrey S. Lee. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading Flex: The New Playbook for Managing Across Differences.
Liz Rykert's insight:

Looks like an interesting new resource for culture change strategists and people working in new distributed systems. Adding to my reading list!

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Rescooped by Liz Rykert from Self-organizing and Systems Mapping
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▶ Yochai Benkler on Distributed Innovation, Creativity, Peer Production - Ch@nge - YouTube

Professor of Law at Harvard, Yochai Benkler, introduces his OpenMind Ch@nge article: Distributed Innovation and Creativity, Peer Production, and Commons in N...

Via june holley
Liz Rykert's insight:

Thanks June Holley - this look great!

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The Leadership 'X' Factor That Creates 'It' Companies

The Leadership 'X' Factor That Creates 'It' Companies | Culture Change | Scoop.it
Great leadership and culture are behind the best companies in the world today.

Via David Hain, Alexis Assimacopoulos
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David Hain's curator insight, June 29, 2014 2:40 AM

The no.1 source of sustainable competitive advantage!

Miklos Szilagyi's curator insight, June 29, 2014 3:02 AM

"...people are the culture..." yeahhh, that's why it takes time to change it if you want to change the ingrained one (modify it slowly, gradually...)  If to change people individually is difficult (and goes only with their consent and highly charged motivation....), consequently to change culture is even more difficult because the system effect... and your best, most brilliant strategy will fail if it does not take into account the culture and if necessary, the change of it... the pure, aseptic oarding desk blueprints will never take the real "3D" form, they are umrealizable because of this....

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Design Philosophies From the Masters

Design Philosophies From the Masters | Culture Change | Scoop.it
Liz Rykert's insight:

I love finding simple clean advice like this...

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Rescooped by Liz Rykert from Network Leadership
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Leadership & The Power of Curious

Leadership & The Power of Curious | Culture Change | Scoop.it
Building relationships starts with connection and conversation. Learn how the power of curious can change how you build relationships and lead your team.

Via june holley
Liz Rykert's insight:

Thanks June Holley - this looks amazing!

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The Moment » Innovation Culture

The Moment » Innovation Culture | Culture Change | Scoop.it
Liz Rykert's insight:

Check out this amazing set of learning opportunities from The Moment. My colleague Erika Bailey is helping to lead. If you are into innovation and design thinking then these sessions are for you. 


If you register with "MakeSpace" as the code you will get 500.00 off. 

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Clustered Networks Spread Behavior Change Faster | Science | WIRED

Clustered Networks Spread Behavior Change Faster | Science | WIRED | Culture Change | Scoop.it

Via june holley
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Rescooped by Liz Rykert from Learning + Leading in Healthcare
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Patient Experience of Care: Inventory of Improvement Resources

Patient Experience of Care: Inventory of Improvement Resources | Culture Change | Scoop.it
This inventory lists a variety of free resources that are available to support health care organizations in determining what they need to do to improve patient experience and how to implement those improvements.

Via callooh, Loretta Donovan
Liz Rykert's insight:

Great summary of resources for people working on improving the patient experience in healthcare from the people at the Robert Wood Johnson Foundation - an innovator and leader in finding new ways to tackle intractable problems. 

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Rescooped by Liz Rykert from Learning + Leading in Healthcare
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Social learning

Social learning | Culture Change | Scoop.it

Via Loretta Donovan
Liz Rykert's insight:

Nice clear guide in well designed infographic sharing insights and tips for first time managers including strategies for leading in distributed systems and networks.

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Rescooped by Liz Rykert from networks and network weaving
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Change - tools and ideas to meet the future

A collaborative presentation. For the next 90 minutes we will give you ideas to understand the future and collaborative tasks to put it into your context. B...

Via june holley
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june holley's curator insight, May 7, 2014 1:52 PM

Think about this in terms of your non-profit -

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The moment of clarity | ReD Associates

The moment of clarity | ReD Associates | Culture Change | Scoop.it
The human sciences address the reality of people’s lives at their most complex and, quite frankly most interesting
Liz Rykert's insight:

Looks like a great read on engaging the human sciences to solve difficult problems. Adding it to the list!

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To Create Change, Leadership Is More Important Than Authority

To Create Change, Leadership Is More Important Than Authority | Culture Change | Scoop.it

HBR Blog

Liz Rykert's insight:

Great piece on the type of leadership one needs to effect culture change (One might even assume the kind of leadership needed to work in networks and distributed systems). 

Two great quotes:


"That’s why change management efforts commonly fail.  All too often, they are designed to carry out initiatives that come from the top.  When you get right down to it, that’s really the just same thing as telling people to do what you want, albeit in slightly more artful way.  To make change really happen, it doesn’t need to be managed, but empowered. That’s the difference between authority and leadership." and 


..."That essentially is what the threshold model of collective behavior predicts: Ideas take hold in small local majorities; many stop there and never go any further, but some saturate those local clusters and move on to more reluctant groups through weak ties.  Eventually, a cascading effect ensues."

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Want to Innovate Government? Focus on Culture | PublicCEO

Want to Innovate Government? Focus on Culture | PublicCEO | Culture Change | Scoop.it
By Ben Balter. When innovating in government, the technology’s the easy part. Innovative efforts often do one of two things: They take long-established technology from the private sector and inject it into an agency, or They reimagine long-assumed processes from the citizen’s perspective. The ultimate meta yak shave If you want to innovate government, 90-day, 120-day, or six-month “fellowships” (read: ...
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The Guide to Understanding Corporate Culture | Switch and Shift

Key to understanding culture is to recognize that what executives think impacts culture is different than what employees think. In the differences is the
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