Change can hurt. When done to us, it can hurt double. Too much of it can exhaust us. Sure ‘Transformation’ is 'Disruptive', but it can also be destructive.
Which is why I help team self-identify and self-design small experiments over the course of 3 month test cycles. These are tiny steps which have a compound effect over time, and which over 3 months, can have a big impact, change habits and all that with little to no disruption.
No need for buy-in when a group has to unpick their own problems, design their own solutions, and learn their own lessons.
Sit back and take inspiration from this short documentary, where the team at Selective Asia, talk us through their change journey. They discuss how they took the bold move to dial down the traditional ways of running a business, replacing them instead with autonomy and self-organising teams.
Want more detail?
This short case study explains some of the specific processes we put in place.
To become more adaptive, organisations must take inspiration from a couple of very different world views: engineering & psychology.
The former uses smart structures and processes which can help large numbers of people to self-organise. The latter uses methods including facilitation, coaching and self-reflection to help both individuals and groups become more adaptive and to self-manage. This is why I use both.