Transforming companies into communities - Oscar Rosa and Sjoerd Luteyn (ebbf)


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In this presentation you will have insights on how to create the conditions in organizations to become a community, where the soul of the organization is the driving force.

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  • There are many reasons why we represent the soul by a pentagram, but the first one is, that you are able to describe your soul. Your identity. You can describe your soul by defining some timeless principles and some timely principles. You have to create complete clarity on who this community is. What it defines. What is has in common. What the common ground is for all actions. Finding the soul helps you with this.
    In a process where you work with at least 25 people that represent the organization, you will find the soul in 3 days. Through a process of storytelling, distraction and consultation, you will find the true essence of what makes you you. And once you know this, the process of transformation starts. More on that later.
    What are the principle we have found, you need to find.
  • Values. Values are the beliefs that drive your decisions, your attitude and your behavior. There are many mistakes about values. It is not the word printed on your coffee cup. It is not the 4 words you put on a website in the full trust everybody will read them and agree with them. Values are the stories. The moments in time when you (as a company) made a difference. It where the small contributions of people that made you to who you are. And the way people behave, is one of the most important things you need to find.
    Values are the stories, represented by a word or a sentence.
    The values describe the most important indicators of our culture; how we work with each other and clients on a day to day basis.
    A France research company once did a survey to values in the top 500 of Europe. Most of the companies seemed to share the same values (a top 10, with hollow words like ‘innovative, customer oriented and quality). And yet most people could not be exchanged. These words are rather expected social behavior than a true description of the culture of the organizations.
  • Why. What is the source of energy? What makes your hart really tick? What is it that you do that gives you an incredible amount of energy? When your eyes get bigger and when you sit on the front part of your chair. Or maybe even stand up. If you Live your why, your body responds. A limbic response comes up and can not be controlled.
    Finding the source of energy is crucial. As when people do this, they are almost up to any task or challenge. They just love to do this. It brings joy and happiness to what you do. And this in itself is contagious. It will positively influence others to join.
  • But to what purpose are you doing this? What is the contribution of this community? What need of higher order are you full filling?
    Purpose can never be turn-over or profit. A profit is in essence a means to guarantee sustainability, the question pops up: to sustain what? What do we contribute?
    We belief everything is connected. And when something is not connected, it is isolated. And isolated cells, can only grow as the expense of others. Whilst connected sells develop in collaboration with the world around them. The receive energy and give energy. To put it a bit stronger: in the body, cells that are isolated and growing by themselves, are called cancer. They either kill the body, or get killed. Only in some case it is able to act as a parasite and travel with the whole body for a longer time.
    It is also that from this level, the connection to the higher system, that the true innovation comes from. Contributing to a need above you, will help you see things from outside the system you live in. Einstein one said: problems can never be solved from the same level of consciousness that created them. Your purpose is therefor not only your contribution, but also you entry to innovation and progress. It is the one connection, that gives your organization, your community meaning.
    A nice example could be: what would happen if the core purpose of BMW or any other car brand, wouldn’t be about building the best, the safest, the most affordable... etc... car.... but instead: answering the needs of personal and sustainable mobility in the world. This would give real meaning to what to car company would contribute to the world. It would show a clear North for people to focus on. It would open up a complete new world of thinking and innovation, as the field of cars has become a purpose of people’s interests and needs. The reason d’être has become the connecting element.
  • To live these principles (use your why, work within a values based culture, contributing to a higher need) you need skills. Competences. How’s. What is it, that you need to do, to live these principles? What do you need to be best at, in this moment in the current context, to manifest the values, why and purpose?
    Where all the above can not been taught, this one is. All the above can be nurtured. But if you have a different set of values (or better: a conflicting set of values), a why that doesn’t connect to the one of the community, a purpose that is not what so ever connected to the organization, you might as well leave this community. You will, no matter how big your competences are, disturb the transformation of the company into a community. You will disrupt the culture. Disconnect it to the higher purpose, and deny the why.
    But how’s can be learned and developed. They can be brought into a community of their missing. The can be educated and improved.
  • And all of this is then manifested into your offerings. Your products and services.
    This is the channel through which people perceive your organization.
    If the What is not a manifestation of all the above, the product or service is not contributing to your trustworthy brand.
  • The above are the timeless principles of the identity of this organization.
    The bottom is the timely and will for sure change through time.
  • The above are the timeless principles of the identity of this organization.
    The bottom is the timely and will for sure change through time.
  • The above are the timeless principles of the identity of this organization.
    The bottom is the timely and will for sure change through time.
  • The above are the timeless principles of the identity of this organization.
    The bottom is the timely and will for sure change through time.
  • This is your company. Your community.
  • There is the other.
    This could be an employee, a customer, his wife, the journalist, it doesn’t matter.
  • You take an Action towards this person. For example: you sell a product, you deliver after sales (or not), you hire someone, you fire someone, you send an email, it doesn’t matter.
  • Based upon your action, some get’s a Belief who you are. We are all wired to categories behavior instantly. So, an image is created.
    And then you communicate.
  • If you actions and your communications are not aligned, not consistent, the belief that someone has of you will be disrupted. It will be strange, as you said in communication you would do this... and in your actions it seems different. (examples)
    In other words... if your actions are just (and I’ll get back to that later)
  • And your communication is truth,
  • What will appear is
  • TRUST!
  • The dialogue, is all about true engagement. One of the biggest mega-trends we can not ignore is the shift of power. Where the power was always with a few rulers, more and more we realize that the true power lies with the people. In organizations this is exactly the same.
    The process of Dialogue has two large motions: Inform and Involve.
    The context is set for people to contribute, to give meaning. Within that area, they are invited to participate. To live the values and the why, to contribute to the purpose. To manifest the evolve the How’s, and to innovate / sell / support / buy / use the What’s.
    Most organizations are applying this to a certain extend (think about an employer survey). If it is done, it is mostly done in a balance of 80% informing and 20% informing. An emerging culture of progress turns this around: 20% informing and 80% involving.
    The true motivation of people’s engagement lies in the invitation for participation. If people are involved, they immediately feel ownership if the common and shared created insights.
  • Transforming companies into communities - Oscar Rosa and Sjoerd Luteyn (ebbf)

    1. 1. Transforming Companies into Communities Oscar Rosa & Sjoerd LuteynOscar Rosa & Sjoerd Luteyn
    2. 2.
    3. 3. a global learning community, accompanying mindful individuals passionate about contributing to a prosperous, sustainable & just civilization through their daily work.
    4. 4. finding the soul living the soul
    5. 5. "You can never change things by fighting the existing reality. To change something, build new models that makes the existing model obsolete." R. Buckminster-Fuller
    6. 6. “The task of creating a global development strategy that will accelerate humanities coming of age, constitutes a challenge to reshape fundamentally all the institutions of society...”
    7. 7. ...The enterprise requires a radical rethinking of most of the concepts and assumptions, currently governing social and economic life.” The prosperity of humankind - BIC
    8. 8. faith & beliefs reason
    9. 9. faith & beliefs reason consistency change
    10. 10. conscious knowledge practice of good deeds
    11. 11. finding the soul living the soul
    12. 12. The attainment of any object is conditional upon Knowledge, Volition and Action. Unless these three conditions are forthcoming there is no execution or accomplishment. Foundations of world unity. - Abdu’l-Bahá
    13. 13. finding the soul living the soul
    14. 14. just
    15. 15. truth just
    16. 16. just truth trust
    17. 17. dialogue
    18. 18.
    19. 19.