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Apparently, Organizational Culture Needs Help

Apparently, Organizational Culture Needs Help | Culture Change | Scoop.it
The one thing we can be assured of until humans safely land and colonize Mars is "organizational culture" will continue to be a topic of conversation. It's about on par with the Leadership vs.
Liz Rykert's insight:

Nice summary of the challenges and opportunities in understanding what we mean by organizational culture. I am not sure I entirely agree with Pontefract's definition of culture in an organization:"An organization’s culture is defined by the manner in which employees are treated by their direct leader."


Regardless, I do think having a way to talk about what can feel ephemeral is important.


Lots of interesting comments in this thread too.

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A Sneak Peek: What are Leadership Programs Saying about Network Leadership? | Leadership Learning Community

A Sneak Peek: What are Leadership Programs Saying about Network Leadership? | Leadership Learning Community | Culture Change | Scoop.it

Via june holley
Liz Rykert's insight:

Great to be learning about what it takes to lead in networks from June Holley and the Center for Creative Leadership. If culture change happens as result of the patterns of interacting then understanding how networks work is critical. It is in networks, formal and informal that these patterns of interaction take place.

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june holley's curator insight, March 3, 10:28 AM

Tons of great survey result information here about network leadership.

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What Is Organizational Culture? And Why Should We Care?

What Is Organizational Culture? And Why Should We Care? | Culture Change | Scoop.it
What leaders need to know to change orgs for the better.
Liz Rykert's insight:

Nice summary from a discussion the author led on Linked In on organizational culture.


He comes to this conclusion: "Finally, cultures are dynamic. They shift, incrementally and constantly, in response to external and internal changes. So, trying to assess organizational culture is complicated by the reality that you are trying to hit a moving target. But it also opens the possibility that culture change can be managed as a continuous process rather than through big shifts (often in response to crises). Likewise, it highlights the idea that a stable “destination” may never — indeed should never — be reached. The culture of the organization should always be learning and developing."

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Does Kindness Change School Culture? - YouTube

Hear from principals, teachers, counselors, students and parents how the Random Acts of Kindness Foundation's free K-8 classroom materials positively impact ...
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Understanding the Future of Work: 8 Traits of Collaborative Leadership ... - Business 2 Community

Understanding the Future of Work: 8 Traits of Collaborative Leadership ... - Business 2 Community | Culture Change | Scoop.it

With the collaborative economy pushing businesses into the next phase of social business, executives must learn how to motivate, encourage and lead employees [and customers too] in a way that adds value to everyone involved in the collaborative work environment. Employees and customers are collaborating on products, services and content more than ever before. In preparation for the collaborative economy, consider what role do executives play in fostering a collaborative environment when employees and customers can receive what they need from each other?

 


Via jean lievens, Kevin Jones, june holley
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Monica Ambrosini's curator insight, December 6, 2013 1:13 PM

Despite a bit too simple it's a concise and effective snapshot..

Ivon Prefontaine's curator insight, February 19, 1:14 PM

Effective collaboration is about handling the tension that emerges from integrating personal and collective. It is about positive uses of power and its flow through the collective and each person.

Leadership Learning Community's curator insight, February 23, 6:20 PM

Nice chart!

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Changing a business culture: Get people to feel they can make changes on their own

Changing a business culture: Get people to feel they can make changes on their own | Culture Change | Scoop.it

"If your team doesn't feel empowered to do something, then, in essence, nothing ever really will gets done." Larry Leatherman

Liz Rykert's insight:

Great tale of transformation form within by Larry Leatherman when he as at Bristol Myers Squibb.

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Leadership Learning Community's curator insight, February 23, 6:25 PM

About empowerment and initiation.

Jacob M Engel's curator insight, August 12, 6:29 PM

Too many organization and business owners, miss this very important point! Empowering your people will allow them to take ownership of the issues and fell obligated to do it...

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Introduction to Computational Cultural Psychology: Yair Neuman

Introduction to Computational Cultural Psychology (Culture and Psychology)

~ Yair Neuman (author) More about this product
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Human psychology is deeply rooted in the culture in which people live. Introduction to Computational Cultural Psychology introduces a revolutionary approach for studying cultural psychology. Drawing on novel computational tools and in-depth case studies, Professor Yair Neuman offers thought-provoking answers to questions such as: how are thought and language deeply related? How can computers help us to understand different cultures? How can computers assist military intelligence in identifying vengeful intentions? And how is our concept of 'love' rooted in our basic embodied experience? Written by a leading interdisciplinary researcher this book is a "tour-de-force" which will be of interest to a variety of researchers, students and practitioners in psychology as well as an interdisciplinary audience with an interest in the intricate web weaved between the human psyche and its cultural context.


Introduction to Computational Cultural Psychology
by Yair Neuman

Cambridge University Press

http://tinyurl.com/m9x7eyn


Via Complexity Digest
Liz Rykert's insight:

I suspect there are some clues within for triggering and tracking culture change...read on!

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The Critical Few: Components of a Truly Effective Culture

The Critical Few: Components of a Truly Effective Culture | Culture Change | Scoop.it
Forget the monolithic change management programs and focus on the elements of your culture that drive performance.
Liz Rykert's insight:

Fav Quote: "Companies that...focus on three specific elements—critical behaviours, existing cultural traits, and critical informal leaders—have the most success (at changing culture). We call these “the critical few.”



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Rescooped by Liz Rykert from networks and network weaving
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Designing for Collaboration

Designing for Collaboration | Culture Change | Scoop.it

Collaboration is essential in our interconnected world, and everything interesting has become "cross", “multi” and "inter" today: international, inter-disciplinary, cross-functional, multi-generat...


Via june holley
Liz Rykert's insight:

Culture Change demands collaboration....

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june holley's curator insight, February 10, 1:51 PM

INNOVATIVE USE OF WORLD CAFE PROCESS

Ari Sahagún's curator insight, February 18, 7:43 PM

Collaboration built on the world cafe process

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Making Social Innovation Work Inside Your Organization - 1028243

Making Social Innovation Work Inside Your Organization - 1028243 | Culture Change | Scoop.it
Liz Rykert's insight:

Interesting Webinar on Inscaping from Stanford Social Innovation Review related the previous scooped article on the same topic. People find ways to integrate an experiential approach to everything they are doing - not just what we achieved but how did this feel for us?

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Rescooped by Liz Rykert from Complex World
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How a New Science of Cities Is Emerging from Mobile Phone Data Analysis

How a New Science of Cities Is Emerging from Mobile Phone Data Analysis | Culture Change | Scoop.it
“ Study the way people make mobile phone calls in metropolitan areas and you can see a city breathe, say computer scientists.”The results reveal some fascinating patterns in city structure. For a start, every city undergoes a kind of respiration in which people converge into the center and then withdraw on a daily basis, almost like breathing. And this happens in all cities. This “suggests the existence of a single ‘urban rhythm’ common to all cities,” say Louail and co.
Via Claudia Mihai
Liz Rykert's insight:
Interesting to see hoe cell phone data can help us learn how people move through and interact in cities. I am sure we will learn more as we get smarter with big data.
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How Can the Study of Complexity Transform Our Understanding of the World?

How Can the Study of Complexity Transform Our Understanding of the World? | Culture Change | Scoop.it

Via june holley
Liz Rykert's insight:

Shifting culture in an organization is a complex challenge. It takes seeing patterns and dynamics and and helping others see them too. Complexity science is the lens of choice when thinking about culture change for me.

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Manifesto | Disrupt Magazine.

Manifesto | Disrupt Magazine. | Culture Change | Scoop.it
Liz Rykert's insight:

Great set of simple rules from the people at Disrupt Magazine http://disruptmgzn.com/ . Feels like a great set of simple rules to shift culture (which often started by dirstrupting or creatively destrying certain practices or behaviours). 

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Leadership Learning Community's curator insight, January 21, 2:19 PM

Lots of things here to add to our ideas about network leadership.

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Why You Need to Develop 'Informal Leaders' Among Employees

Why You Need to Develop 'Informal Leaders' Among Employees | Culture Change | Scoop.it
Just as important as getting leadership on board is engaging the company's middle tier of informal leaders, notes expert Jon Katzenbach.
When Jon Katzenbach speaks, you should listen.

Via Alexis Assimacopoulos
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Guided Self-Organisation

Typically, self-organisation (SO) is defined as the evolution of a system into an organised form in the absence of external pressures. SO within a system brings about several attractive properties, in particular, robustness, adaptability and scalability. In the face of perturbations caused by adverse external factors or internal component failures, a robust self-organising system continues to function. Moreover, an adaptive system may re-configure when required, degrading in performance “gracefully” rather than catastrophically. In certain circumstances, a system may need to be extended with new components and/or new connections among existing modules — without SO such scaling must be preoptimised in advance, overloading the traditional design process.
In general, SO is a not a force that can be applied very naturally during a design process. In fact, one may argue that the notions of design and SO are contradictory: the former approach often assumes a methodical step-by-step planning process with predictable outcomes, while the latter involves non-deterministic spontaneous dynamics with emergent features. Thus, the main challenge faced by designers of self-organising systems is how to achieve and control the desired dynamics. Erring on the one side may result in over-engineering the system, completely eliminating emergent patterns and suppressing an increase in internal organisation with outside influence. Strongly favouring the other side may leave too much non-determinism in the system’s behaviour, making its verification and validation almost impossible. The balance between design and SO is the main theme of guided self-organisation (GSO). In short, GSO combines both task-independent objectives (e.g., information-theoretic and graph-theoretic utility functions) with task-dependent constraints.


http://guided-self.org


Via Complexity Digest
Liz Rykert's insight:

Love the paradox in this. Worth digging into. 

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Eli Levine's curator insight, March 3, 9:24 PM

Indeed, you must obey the laws of society and those of economics, environmental science and psychology in order to govern a world.

 

The simple rules are already in place.  The question is how do we conform to those rules so that we realize the most optimal social function for everybody?

 

This is where lawyering and traditional politiking takes a back seat, and the technical world of governing begins.

Think about it.

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Test the Strength of Your Culture

Test the Strength of Your Culture | Culture Change | Scoop.it
I am releasing today a new "Culture Strength Test," that you can take online, for free. This is by no means a full culture assessment (a service I also offer, of course), but it is a quick way for ...
Liz Rykert's insight:

Fun  - You take a the Test!


Take a look at tool it is build in too -  www.decisionaire.com - it allows you to design a questionnaire and design a customized report. If someone tries it let me know what you think!

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The key to transformational leadership in business is self-doubt

The key to transformational leadership in business is self-doubt | Culture Change | Scoop.it
Leaders need confidence, but businesses that can transform the world require curious leaders that question their own certainties
Liz Rykert's insight:

Favourite Quote: "Imagine the society we could create if we chose to serve the wellbeing of people and nature first, and the generation of profits second." It seems a little self-doubt by leaders can go a long way.

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TEDx MidAtlantic 2013: Monique Sternin discusses Positive Deviance - YouTube

TEDx MidAtlantic 2013: Monique Sternin discusses Positive Deviance, highlighting the first application of the Positive Deviance Approach in Viet Nam.
Liz Rykert's insight:

Monique is a delight - it was an honour to learn from her and apply Positive Deviance as a practice that truly changes culture.

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Leadership Learning Community's curator insight, February 23, 6:24 PM

Positive deviance - identifying those who have succeeded and getting them to share what they have figured out with others - is a key strategy for network leaders.

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Self-Organizing Networked Systems: So when do we call a system self-organizing?

Self-Organizing Networked Systems: So when do we call a system self-organizing? | Culture Change | Scoop.it
Self-Organizing Networked Systems -- A new paradigm for controlling networked systems

Via june holley, Lisa Kimball
Liz Rykert's insight:

Culture in an organization feels like it results from self-organizing patterns of relating. Here is one of three refs within the article - it is short and worth the read: A self-organizing system (SOS) consists of a set of entities that obtains an emerging global system behavior via local interactions without centralized control.
(from Research Days'08, see [IWSOS:2008]))

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luiy's curator insight, February 12, 7:28 AM

- A self-organizing system (SOS) consists of a set of entities that obtains an emerging global system behavior via local interactions without centralized control.
(from Research Days'08, see [IWSOS:2008]))

- Self-organization is the process where a structure or pattern appears in a system without a central authority or external element imposing it through planning. (Wikipedia)

- A self-organizing system is a system that changes its basic structure as a function of its experience and environment. (Farley and Clark 1954)

- Are they really refering to the same thing? So be warned, when a discussion heads towards the definition of self-organization!

Leadership Learning Community's curator insight, February 15, 1:07 PM

Another important concept to help structure leaders' collaborative learning.

Rescooped by Liz Rykert from Random Overlaps
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The Social Labs Revolution: A New Approach to Solving our Most Complex Challenges: Zaid Hassan, Joi Ito: 9781626560734: Books - Amazon.ca

The Social Labs Revolution: A New Approach to Solving our Most Complex Challenges

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The Social Labs Revolution: A New Approach to Solving our Most Complex Challenges: Zaid Hassan, Joi Ito: 9781626560734: Books - Amazon.ca
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Liz Rykert's curator insight, February 11, 12:56 PM

Looks like another one for the reading list - great to see insights from many of the "labs" that have sprung up to work on complex social challenges captured in a book. I just placed my order at my local bookstore!

Leadership Learning Community's curator insight, February 15, 1:26 PM

Lots of great ideas here for new approaches to network leadership. A real action learning model.

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Social Physics: How Good Ideas Spread—The Lessons from a New Science: Alex Pentland

Social Physics: How Good Ideas Spread—The Lessons from a New Science

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For good or ill, big data and networks have taken over our lives and, unfortunately, they too often run amok. From the Arab Spring, mediated on Twitter and Facebook, to the NSA spying scandal, to the 2008 financial crash, big data and networks are causing wrenching changes but very rarely can we piece together why, how, or what do to about the problem.  Alex “Sandy” Pentland and his team have created a new data science that not only describes how networks of people behave but also creates actionable intelligence from that understanding.  Called “Social Physics,” it encapsulates social, analytical, computer, and managerial sciences into a synthesis that allows us to build more resilient and creative societies while at the same time providing greater protection for personal privacy and resistance to cyber attack.  Pentland’s new book, SOCIAL PHYSICS: How Good Ideas Spread—The Lessons from a New Science, is a landmark tour of this new science, offering revolutionary insights into the mysteries of collective intelligence and social influence.


Via Complexity Digest
Liz Rykert's insight:

Adding this one to my reading list.

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The Ecozoic City: Change Observer: Design Observer

The Ecozoic City: Change Observer: Design Observer | Culture Change | Scoop.it
How humans are reintegrating their endeavours into a larger ecological consciousness.
Liz Rykert's insight:

This article is a great description of how we are looking at the reintegration of cities and ecosystems and seeing living systems within cities (or even perhaps as cities). My fav quote from this article is: "The fact that most of these actions are small does not diminish their significance. Change bubbling up from the bottom is how complex systems change — and cities are no exception."


Cities are one scale of system, organizations are another. 

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Leverage Points: Places to Intervene in a System - The Donella Meadows Institute

Leverage Points: Places to Intervene in a System - The Donella Meadows Institute | Culture Change | Scoop.it

Via Lisa Kimball
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Liz Rykert's comment, February 5, 10:28 AM
I especially liked the list of points for intervention - I am going to try this with a group I am working with.
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Beyond Sage on the Stage Consulting

Beyond Sage on the Stage Consulting | Culture Change | Scoop.it
While many patients, anxious about their well-being, simply want the doctor to tell them what to do, that is, ultimately, a prescription for failure. Sustainable change only happens when people take full responsibility for their own condition.
Liz Rykert's insight:

Enjoyed this short piece by Mitch Ditkoff - particularly this quote: "If you bring in outside consultants to help your company transform its culture, be mindful of this: No one outside of your company is going to transform your culture. The only way it's going to happen is if you, your CEO, senior team, and a critical mass of committed, collaborative, energized, creative, adaptive, change agents co-create the blueprint with your outside consultant, a person who has already made the transition from "sage on the stage" to "guide on the side," someone with no ax to grind, nothing to prove, and is rooting for you to replace him or her as soon as possible."


I couldn't agree more.

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economic complexity: Charts of economic development: a fantastic journey

economic complexity: Charts of economic development: a fantastic journey | Culture Change | Scoop.it
Liz Rykert's insight:

Be sure to check out the MIT/Harvard Tool at http://www.atlas.cid.harvard.edu/ and generate your own insights for product flows, complexity and opportunity. They have data on 128 countries up until 2011.


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