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Spark the Change
Toronto, 09.06.2016
@NielsPflaeging
How our organizations
will become agile, radically decentralized
and ...
Complexity is like the weather.
Culture
•  Fixed, individual targets
•  Management by Objectives
•  Budgets and Plans
•  Performance Appraisal
•  Hierarchical Pre...
Formal part of
value creation
Solution: Machine
Dynamic part of
value creation
Solution: Man
high
dynamics
Local markets,
high customization
Sluggish/dull,
low dynamics
high
dynamics
Spacious markets,
little competition
Local markets,
high customization
Sluggish/dull,
low dynamics
high
dynamics
high
dynamics
Spacious markets,
little competition
“Outperformers” exercise
mark...
Formal part of
value creation
Solution:
Machine
Dynamic part of
value creation
Solution: Man
Sluggish/dull,
low dynamics
h...
Periphery
Market
Center
1 Impulse
4 Command
3 Decision
2 Information
5 Reaction
Center
Market
Periphery
Client
Is in
charge!
1 Impulse
2 Decision
3 Reaction
Center
Market
Periphery
Client
Serves the
periphery,
if needed
Is in
charge!
3. Fase „beta“
o “fase de integración“
2. Fase „alpha“
o “fase de diferenciación“
Transformación tipo 2:
“Profundización“
...
3. Fase „beta“
o “fase de integración“
Transformación tipo 2:
“Profundización“
Transformación tipo 1:
“Burocratización“
Tr...
Transformación tipo 2:
“Profundización“
Transformación tipo 1:
“Burocratización“
Transformación tipo 3:
“Transformación Be...
1. Start-up phase
or “Pioneer phase“
2. Alpha phase
or “Differentiation phase“
Type 2 transformation
“Deepening“
Type 1 tr...
Indústry
Retail
Servicies
Government/
NGOs
It is possible.
Theory X Theory Y
People need to work and want to take an interest
in it. Under right conditions, they enjoy it
People dis...
Behaviors
Context
Human
Nature
”Meritocracy“
Budgeting Planning
Control of work hours
Job Descriptions
Competencies Management
Incentives
Individual targ...
•  Fixed, individual targets
•  Management by Objectives
•  Budgets and Plans
•  Performance Appraisal
•  Hierarchical Pre...
Law Beta Alpha
§§1 Freedom to act Connectedness not Dependency
§2 Responsibility Cells not Departments
§3 Governance Leade...
Data Information Knowledge ?
Formal Structure
Informal Structure
Value Creation Structure
Compliance, Power Social Work/Value Creation
Formal Structure Informal Structure Value Creation Structure
Knowledge Age
Systemic, alive
Integrated, team-based
Work the work
Outside-in, led
With-each-other-for-each-other
Complexi...
@NielsPflaeging
nielspflaeging.com
organizeforcomplexity.com
betacodex.org
slideshare.net/npflaeging
How our organizations...
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
 Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)
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Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)

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Keynote slides by Niels Pflaeging for his session at Spark the Change Toronto 2016

Published in: Leadership & Management

Organize for Complexity - Keynote by Niels Pflaeging at Spark the Change (Toronto/CA)

  1. 1. Spark the Change Toronto, 09.06.2016 @NielsPflaeging How our organizations will become agile, radically decentralized and networked. Sooner than we think
  2. 2. Complexity is like the weather.
  3. 3. Culture
  4. 4. •  Fixed, individual targets •  Management by Objectives •  Budgets and Plans •  Performance Appraisal •  Hierarchical Pressure •  Pay by Position or Performance •  Incentives and Bonuses •  …
  5. 5. Formal part of value creation Solution: Machine Dynamic part of value creation Solution: Man
  6. 6. high dynamics Local markets, high customization
  7. 7. Sluggish/dull, low dynamics high dynamics Spacious markets, little competition Local markets, high customization
  8. 8. Sluggish/dull, low dynamics high dynamics high dynamics Spacious markets, little competition “Outperformers” exercise market pressure over conventional companies Local markets, high customization
  9. 9. Formal part of value creation Solution: Machine Dynamic part of value creation Solution: Man Sluggish/dull, low dynamics high dynamics high dynamics Age of Crafts Manu- facturing Industrial Age/ Age of Tayloristic Industry Age of Global Markets 1850/1900 Spacious markets, little competition “Outperformers” exercise market pressure over conventional companies Local markets, high customization 1970/80 today
  10. 10. Periphery Market Center
  11. 11. 1 Impulse 4 Command 3 Decision 2 Information 5 Reaction Center Market Periphery Client Is in charge!
  12. 12. 1 Impulse 2 Decision 3 Reaction Center Market Periphery Client Serves the periphery, if needed Is in charge!
  13. 13. 3. Fase „beta“ o “fase de integración“ 2. Fase „alpha“ o “fase de diferenciación“ Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Young organization Older organization 1. Start-up phase or “Pioneer phase “
  14. 14. 3. Fase „beta“ o “fase de integración“ Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Young organization Older organization 1. Start-up phase or “Pioneer phase“ 2. Alpha phase or “Differentiation phase“
  15. 15. Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Young organization Older organization 1. Start-up phase or “Pioneer phase“ 2. Alpha phase or “Differentiation phase“ 3. Beta phase or “Integration phase“
  16. 16. 1. Start-up phase or “Pioneer phase“ 2. Alpha phase or “Differentiation phase“ Type 2 transformation “Deepening“ Type 1 transformation: “Bureaucratization“ Type 3 transformation: “Beta Transformation“ 3. Beta phase or “Integration phase“ Young organization Older organization
  17. 17. Indústry Retail Servicies Government/ NGOs It is possible.
  18. 18. Theory X Theory Y People need to work and want to take an interest in it. Under right conditions, they enjoy it People dislike work, find it boring, and will avoid it if they can Attitude Direction Responsibility Creativity Motivation People will direct themselves towards a target that they accept People will seek and accept responsibility, under the right conditions Under the right conditions, people are motivated by the desire to realize their own potential Creativity and ingenuity are widely distributed and grossly underused People must be forced or bribed to make the right effort People would rather be directed than accept responsibility, (which they avoid) People are motivated mainly by money and fears about their job security Most people have little creativity - except when it comes to getting round rules
  19. 19. Behaviors Context Human Nature
  20. 20. ”Meritocracy“ Budgeting Planning Control of work hours Job Descriptions Competencies Management Incentives Individual targets Performance Appraisal/360° Salary Ranges Training budgets Personnel Development Org charts Target negotiation Holiday applications ”Personnel Expenses“ Suggestion boxes Assessment Centers Knowledge Management Pay for Performance Paid extra hours Bonuses Sales Quotas Dress codes Job titles HR Allocations Cost Management Plan-Actuals variances Forecasting MbO Development Centers Bosses hire Strategic Planning Travel policies Jours fixes Earnings Guidance Matrix Structures Key Accounting, Business Areas Business Partners SWOT Analysis …
  21. 21. •  Fixed, individual targets •  Management by Objectives •  Budgets and Plans •  Performance Appraisal •  Hierarchical Pressure •  Pay by Position or Performance •  Incentives and Bonuses •  … •  Transparency & Improvement •  Comparisons between peers •  Comparisons with previous periods •  Dialog and Dissent •  Social and group pressure •  Pay by market value •  Results Sharing •  … Low dynamics High dynamics
  22. 22. Law Beta Alpha §§1 Freedom to act Connectedness not Dependency §2 Responsibility Cells not Departments §3 Governance Leadership not Management §4 Performance climate Result culture not Duty fulfillment §5 Success Fit not Maximization §6 Transparency Intelligence flow not Power accumulation §7 Orientation Relative Targets not Top-down prescription §8 Recognition Sharing not Incentives §9 Mental presence Preparedness not Planning §10 Decision-making Consequence not Bureaucracy §11 Resource usage Purpose-driven not Status-oriented §12 Coordination Market dynamics not Commands
  23. 23. Data Information Knowledge ?
  24. 24. Formal Structure
  25. 25. Informal Structure
  26. 26. Value Creation Structure
  27. 27. Compliance, Power Social Work/Value Creation Formal Structure Informal Structure Value Creation Structure
  28. 28. Knowledge Age Systemic, alive Integrated, team-based Work the work Outside-in, led With-each-other-for-each-other Complexity-robust Industrial Age Mechanistic, dead Differentiated, individualizing Work the people Top-down, managed In parallel, in line Efficiency-oriented
  29. 29. @NielsPflaeging nielspflaeging.com organizeforcomplexity.com betacodex.org slideshare.net/npflaeging How our organizations will become agile, radically decentralized and networked. Sooner than we think

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