Organizational excellence

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Brief introduction to scalable organisations, mindset, talent management and culture.

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Organizational excellence

  1. 1. Organizational Excellence
  2. 2. Organizational Excellence
  3. 3. Organizational Excellence Scalable organization
  4. 4. Organizational Excellence Scalable organization Mindsets
  5. 5. Organizational Excellence Scalable organization Mindsets Talent management
  6. 6. Organizational Excellence Scalable organization Mindsets Talent management Praise not blame
  7. 7. Scalableorganization
  8. 8. Scalable organizationMore than 5 managers at a given levelrequire 1 more FTE to make up for the timethey spend coordinating.
  9. 9. Scalable organizationMore than 5 managers at a given levelrequire 1 more FTE to make up for the timethey spend coordinating.More than 12 managers at the same levelspend 100% of their time coordinating and0% developing their teams.
  10. 10. Scalable organizationMore than 5 managers at a given levelrequire 1 more FTE to make up for the timethey spend coordinating.More than 12 managers at the same levelspend 100% of their time coordinating and0% developing their teams.The solution is to simulate a smallorganization by breaking up into smallerrelatively independent parts.
  11. 11. Scalableorganization
  12. 12. ScalableorganizationOrganizational debt grows ifnot managed.
  13. 13. ScalableorganizationOrganizational debt grows ifnot managed.Decision-making should befast and close to the problem.
  14. 14. ScalableorganizationOrganizational debt grows ifnot managed.Decision-making should befast and close to the problem.Management vs Leadership
  15. 15. ScalableorganizationOrganizational debt grows ifnot managed.Decision-making should befast and close to the problem.Management vs Leadership Management will give you compliance but Leadership will give you commitment!
  16. 16. MindsetsTheory X vs Theory Y Fixed vs Growth.
  17. 17. Theory X(authoritarian management style)
  18. 18. Theory X(authoritarian management style) The average person dislikes work and will avoid it he/she can.
  19. 19. Theory X(authoritarian management style) The average person dislikes work and will avoid it he/she can. Therefore most people must be coerced or pushed to work towards organizational objectives.
  20. 20. Theory X(authoritarian management style) The average person dislikes work and will avoid it he/she can. Therefore most people must be coerced or pushed to work towards organizational objectives. The average person prefers to be directed; to avoid responsibility; is relatively unambitious, and wants security above all else.
  21. 21. Theory Y(participative management style)
  22. 22. Theory Y(participative management style)Effort in work is as natural as work and play.
  23. 23. Theory Y(participative management style)Effort in work is as natural as work and play.People will apply self-control and self-directionin the pursuit of organizational objectives, withoutexternal control or the threat of punishment.
  24. 24. Theory Y(participative management style)Effort in work is as natural as work and play.People will apply self-control and self-directionin the pursuit of organizational objectives, withoutexternal control or the threat of punishment.People usually accept and often seek responsibility.
  25. 25. Theory Y(participative management style)Effort in work is as natural as work and play.People will apply self-control and self-directionin the pursuit of organizational objectives, withoutexternal control or the threat of punishment.People usually accept and often seek responsibility.The capacity to use a high degree of imagination,ingenuity and creativity in solving organizationalproblems is widely, not narrowly, distributed in thepopulation.
  26. 26. Fixed vs Growth Mindsets
  27. 27. Fixed vs Growth MindsetsFixed mindset: Abilities more or less fixed Challenges are a chance to demonstrate abilities Fear of failure
  28. 28. Fixed vs Growth MindsetsFixed mindset: Abilities more or less fixed Challenges are a chance to demonstrate abilities Fear of failureGrowth mindset: Abilities can be developed Challenges are a chance to learn and grow Failure is part of learning
  29. 29. Fixed vs Growth Mindsets
  30. 30. Theory Y > Theory X Growth > FixedTheory Y and Growth mindsetorganizations consistently out-perform their Theory X and Fixedmindset competitors.
  31. 31. Talent management
  32. 32. Talent management Attract talented individuals
  33. 33. Talent management Attract talented individuals Develop in-house talent:
  34. 34. Talent management Attract talented individuals Develop in-house talent: Look at every employee and think “how do we make you the best that you can be?”
  35. 35. Talent management Attract talented individuals Develop in-house talent: Look at every employee and think “how do we make you the best that you can be?” Identify key individuals with special potential and implement programs to develop these people.
  36. 36. Talent management Attract talented individuals Develop in-house talent: Look at every employee and think “how do we make you the best that you can be?” Identify key individuals with special potential and implement programs to develop these people. Keep talented individuals!
  37. 37. Talent management Encourage excellence: communicate excellence as a target! conferences books brown-bag sessions time for re-factoring (which has loads of other benefits) slack sponsorship of events
  38. 38. Praise culturePositive feedback is by far the best modifierof human behavior!When someone repeatedly thinks “Ishouldnt do X” they are in fact activating &strengthening the neural patterns related todoing X, increasing the likelihood of thatactivity in the future.Use peer reward schemes to introduce aculture of positive feedback.
  39. 39. Organizational Excellence
  40. 40. Organizational Excellence Scalable organization
  41. 41. Organizational Excellence Scalable organization Mindsets
  42. 42. Organizational Excellence Scalable organization Mindsets Talent management
  43. 43. Organizational Excellence Scalable organization Mindsets Talent management Praise not blame

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