This document discusses the concept of "teaming", which refers to coordinating and collaborating across boundaries without stable team structures. It is especially needed for complex, unpredictable work. The document uses the example of building the Beijing National Aquatics Center to illustrate teaming across four firms, three continents, and dozens of specialties. It outlines keys to effective teaming like shared goals and diverse expertise. It also discusses challenges like competitive mindsets and aversion to failure. The document advocates building a teaming mindset, psychological safety to speak up, celebrating intelligent failures, and learning from failures in order to succeed in a dynamic world.
Product innovation is not about coming up with more ideas. It's about creating an environment where it is safe to fail - both quickly and cheaply. In this talk, Ed will share stories of leaders who have successfully created these environments, common obstacles that get in our way and a some simple techniques we can try to overcome these obstacles. These include how to de-stigmatize failure by celebrating it, how to have difficult conversations with your peers, and how to make testing ideas cheap and safe with continuous delivery, customer interviews and prototype testing.
Mariano Palacios nació en Burgos en 1972. Es licenciado en derecho y ha ejercido como abogado durante 11 años, especializado en derecho civil y mercantil. Actualmente representa a los ciudadanos como concejal en el Ayuntamiento de Madrid, creyendo que es posible una política más transparente y cercana a los ciudadanos.
Este documento describe el correo electrónico y sus elementos básicos. Explica que el correo electrónico permite enviar y recibir mensajes y archivos a través de sistemas de comunicación electrónicos usando protocolos como SMTP. Detalla que una dirección de correo electrónico contiene un nombre de usuario separado del dominio por el símbolo @ y que esta dirección debe ser proporcionada por un proveedor de correo. Además, señala algunos aspectos importantes de las direcciones de correo como la importancia de elegir una fácil de recordar
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
El documento describe el sistema esquelético humano, incluyendo sus principales huesos y funciones. El esqueleto está compuesto de 206 huesos divididos en el esqueleto axial y apendicular. El esqueleto axial incluye los huesos de la cabeza, columna vertebral y tórax, mientras que el esqueleto apendicular incluye las extremidades. Algunas de las funciones principales del esqueleto son proveer soporte estructural, permitir el movimiento a través de la fijación de músculos, y proteger ó
Este documento describe varios factores de riesgo y posibles enfermedades ocupacionales para trabajadores en diferentes entornos laborales como talleres mecánicos, soldadura, construcción, metalmecánica y laboratorios. Describe factores como ruido, radiaciones, material particulado, riesgos mecánicos y químicos. También menciona enfermedades como trastornos musculoesqueléticos, sordera, intoxicaciones, afecciones dermatológicas y respiratorias que pueden resultar de la exposición
Product innovation is not about coming up with more ideas. It's about creating an environment where it is safe to fail - both quickly and cheaply. In this talk, Ed will share stories of leaders who have successfully created these environments, common obstacles that get in our way and a some simple techniques we can try to overcome these obstacles. These include how to de-stigmatize failure by celebrating it, how to have difficult conversations with your peers, and how to make testing ideas cheap and safe with continuous delivery, customer interviews and prototype testing.
Mariano Palacios nació en Burgos en 1972. Es licenciado en derecho y ha ejercido como abogado durante 11 años, especializado en derecho civil y mercantil. Actualmente representa a los ciudadanos como concejal en el Ayuntamiento de Madrid, creyendo que es posible una política más transparente y cercana a los ciudadanos.
Este documento describe el correo electrónico y sus elementos básicos. Explica que el correo electrónico permite enviar y recibir mensajes y archivos a través de sistemas de comunicación electrónicos usando protocolos como SMTP. Detalla que una dirección de correo electrónico contiene un nombre de usuario separado del dominio por el símbolo @ y que esta dirección debe ser proporcionada por un proveedor de correo. Además, señala algunos aspectos importantes de las direcciones de correo como la importancia de elegir una fácil de recordar
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
El documento describe el sistema esquelético humano, incluyendo sus principales huesos y funciones. El esqueleto está compuesto de 206 huesos divididos en el esqueleto axial y apendicular. El esqueleto axial incluye los huesos de la cabeza, columna vertebral y tórax, mientras que el esqueleto apendicular incluye las extremidades. Algunas de las funciones principales del esqueleto son proveer soporte estructural, permitir el movimiento a través de la fijación de músculos, y proteger ó
Este documento describe varios factores de riesgo y posibles enfermedades ocupacionales para trabajadores en diferentes entornos laborales como talleres mecánicos, soldadura, construcción, metalmecánica y laboratorios. Describe factores como ruido, radiaciones, material particulado, riesgos mecánicos y químicos. También menciona enfermedades como trastornos musculoesqueléticos, sordera, intoxicaciones, afecciones dermatológicas y respiratorias que pueden resultar de la exposición
We cover:
Why should I do Techstars?
What am I giving up?
Does Techstars really work?
What’s special about Boulder?
What is the timing of the program and what is a typical day?
Do I have to live in Boulder?
What does Techstars look for and how can I standout?
What isn’t Techstars?
What should I do next?
El documento contiene mensajes entre amigos que destacan las cualidades únicas y valiosas de cada uno. Diego agradece a Jhon por su amistad y estar ahí para él. Kami también considera a Jhon como un gran amigo a pesar de sus diferencias y está dispuesto a apoyarlo.
Fredrick Herzberg studied engineers and accountants to understand job satisfaction and dissatisfaction. He found that intrinsic motivators like challenging work that satisfy higher-order needs tend to increase motivation, while a lack of extrinsic hygiene factors like salary and benefits tend to cause dissatisfaction. Managers should focus on eliminating dissatisfiers to meet basic needs, and use intrinsic motivators to encourage achievement and motivation.
Un gallego es descubierto en una pelea de gallos por llevar un guajolote en lugar de un gallo de pelea. Otro gallego es descubierto apostando a favor del guajolote en lugar de los gallos que participan en la pelea.
Esta paisagem contém elementos naturais como árvores, rochas, rio e areia, mas também elementos humanos como uma casa e estrada, embora os elementos naturais sejam mais abundantes. O relatório descreve os elementos naturais e humanos encontrados na paisagem e foi preparado por Catarina Kryhan7a1,no6.
The efforts of the present Government seem to be paying off. The Empowered Committee of State Finance Ministers have cleared the draft Model GST law and the Government has released it for public opinion on June 14, 2016. GST is meant to be a game-changer for the Indian economy as it envisages to replace various indirect taxes viz. Excise, CVD and SAD portion of Customs, CST, VAT, Service Tax, Entry Tax, Octroi, Luxury Tax, Entertainment Tax with only one single tax to be called “Goods and Services Tax”.
The draft law comprises of:
1. Draft Goods and Services Tax Act, 2016 covering both Central and State law on GST. This has 25 Chapters under various headings, 4 Schedules on certain matters and 1 Rule for GST Valuation.
2. Draft Integrated Goods and Services Tax Act, 2016. This has 11 Chapters under various headings.
The key features of the draft law are explained in the article
Presented at FITC Toronto 2016
See details at www.fitc.ca
Sometimes if you’re lucky, you get asked to do a really big project. If the project is a good stretch or you need to pay the bills, then of course you have to say yes. Hopefully you know how to do it, but if you don’t…then you need to learn the necessary skills — fast. This is the story of taking on giant, expensive projects with hard deadlines and many unrelated skills. How to persuade collaborators to be on your side, motivated to work their asses off and love you anyway.
Objective
Entertain the audience with failures and eff-ups (and some success too) while inspiring them to try new things
Target Audience
Anyone looking for a reason to lose their fear of leveling up.
Assumed Audience Knowledge
Interest in art, electronics and how money influences projects
Five Things Audience Members Will Learn
What it feels like to have to learn to code in a short period of time (hint: easier than it sounds)
What it feels like to have to think about data in terms of something beautiful in a short period of time (hint: way, way harder than it sounds)
How to pretend you can do anything
About working with collaborators that will help you grow
Dirty secrets about how much and how little you can get paid to make the fantastic
Tratamiento de metastasis hepatica de origen colorrectal. connieguest6b7539
Presentación de la Dra Consuelo Cornejo en la reunión del servicio de Colon y Recto del hospital Edgardo Rebagliati EsSALUD. Jefe del Servicio Dr David Ortega. Jefe del Departamento Dr Ivan Vojvodic
This document describes business services and virtual office programs available from 1600 Executive Suites in Minneapolis, Minnesota. A wide range of business services are listed including client parking validation, call forwarding, courier services, document scanning, fax services, office assistant services, IT support, and transcription. Virtual office programs are also described which allow businesses to project a professional image and access services like a business address, conference rooms, and phone answering without a full-time office. Quotes from long-time tenants praise the personalized service and feeling of community.
This document provides suggestions for creating an advertisement to promote physical fitness and activity at a school. It encourages using pictures and sounds to make the ad effective and provides examples of impressive advertisements. The goal is to create an advertisement that will motivate students and make the school a more physically active place.
Arcadia alive operational decision making may 2014 videoArcadiaAlive
The document discusses improving decision making through behavioral change and human factors. It notes that people ultimately make the difference and achieving more through collaboration. While most training does not change behavior, blending psychology and management can support sustainable behavioral change. Common errors in thinking and reasons for rule violations are outlined. Risk perception factors and a framework for personal and business risk management are also provided. Overall, the document emphasizes that the best decisions involve learning from others through social interactions and ensuring diverse sources of independent ideas.
This document summarizes a workshop on Appreciative Inquiry that was held for the Sunrise School Division administrative team. The workshop covered the principles and process of Appreciative Inquiry, including defining what it is, its 4 phases (Discovery, Dream, Design, Destiny), and examples of how it has been used in the Vancouver School Board. Participants engaged in activities to share inspiring experiences, imagine future possibilities for education, and make recommendations to realize their dreams. The goal was to explore how an appreciative approach could be applied in their schools.
This document provides an overview of a training program called SafetyCompass that teaches employees how to effectively intervene when they observe unsafe behaviors in the workplace. It discusses how workplaces are complex systems and interventions need to be ubiquitous, reactive and adaptive. It also summarizes research finding employees only intervene in unsafe acts 39% of the time due to concerns about defensiveness or lack of impact. The SafetyCompass training teaches a 4 step approach of stopping the unsafe behavior, asking open-ended questions to understand the reasons behind it, finding a fix for those reasons, and ensuring the fix is implemented and sustained. Case studies show companies that have implemented the training have significantly reduced incident and severity rates.
This document appears to be from a seminar on workplace productivity presented by Jason W. Womack. It includes his contact information and credentials. The seminar covers developing a philosophy of success and productivity, focusing on time, energy, skills, community, purpose and opportunity. It involves exercises for participants to brainstorm, prioritize tasks, identify tools and systems, and develop habits. The overall goal is to help participants work at their full potential of 100% by managing their resources effectively.
May 17, 2012 Presentation by former Blue Angel Solo Pilot CDR Mark Provo on Personal Excellence and Precision Teamwork.
Presentation given at the Fargo Air Museum in Fargo, North Dakota
Presentation at the Naperville ALU Professional Development Conference - describing principles in Dan Pink\'s book: Johnny Bunko the Last Career Guide You\'ll Ever Need
We cover:
Why should I do Techstars?
What am I giving up?
Does Techstars really work?
What’s special about Boulder?
What is the timing of the program and what is a typical day?
Do I have to live in Boulder?
What does Techstars look for and how can I standout?
What isn’t Techstars?
What should I do next?
El documento contiene mensajes entre amigos que destacan las cualidades únicas y valiosas de cada uno. Diego agradece a Jhon por su amistad y estar ahí para él. Kami también considera a Jhon como un gran amigo a pesar de sus diferencias y está dispuesto a apoyarlo.
Fredrick Herzberg studied engineers and accountants to understand job satisfaction and dissatisfaction. He found that intrinsic motivators like challenging work that satisfy higher-order needs tend to increase motivation, while a lack of extrinsic hygiene factors like salary and benefits tend to cause dissatisfaction. Managers should focus on eliminating dissatisfiers to meet basic needs, and use intrinsic motivators to encourage achievement and motivation.
Un gallego es descubierto en una pelea de gallos por llevar un guajolote en lugar de un gallo de pelea. Otro gallego es descubierto apostando a favor del guajolote en lugar de los gallos que participan en la pelea.
Esta paisagem contém elementos naturais como árvores, rochas, rio e areia, mas também elementos humanos como uma casa e estrada, embora os elementos naturais sejam mais abundantes. O relatório descreve os elementos naturais e humanos encontrados na paisagem e foi preparado por Catarina Kryhan7a1,no6.
The efforts of the present Government seem to be paying off. The Empowered Committee of State Finance Ministers have cleared the draft Model GST law and the Government has released it for public opinion on June 14, 2016. GST is meant to be a game-changer for the Indian economy as it envisages to replace various indirect taxes viz. Excise, CVD and SAD portion of Customs, CST, VAT, Service Tax, Entry Tax, Octroi, Luxury Tax, Entertainment Tax with only one single tax to be called “Goods and Services Tax”.
The draft law comprises of:
1. Draft Goods and Services Tax Act, 2016 covering both Central and State law on GST. This has 25 Chapters under various headings, 4 Schedules on certain matters and 1 Rule for GST Valuation.
2. Draft Integrated Goods and Services Tax Act, 2016. This has 11 Chapters under various headings.
The key features of the draft law are explained in the article
Presented at FITC Toronto 2016
See details at www.fitc.ca
Sometimes if you’re lucky, you get asked to do a really big project. If the project is a good stretch or you need to pay the bills, then of course you have to say yes. Hopefully you know how to do it, but if you don’t…then you need to learn the necessary skills — fast. This is the story of taking on giant, expensive projects with hard deadlines and many unrelated skills. How to persuade collaborators to be on your side, motivated to work their asses off and love you anyway.
Objective
Entertain the audience with failures and eff-ups (and some success too) while inspiring them to try new things
Target Audience
Anyone looking for a reason to lose their fear of leveling up.
Assumed Audience Knowledge
Interest in art, electronics and how money influences projects
Five Things Audience Members Will Learn
What it feels like to have to learn to code in a short period of time (hint: easier than it sounds)
What it feels like to have to think about data in terms of something beautiful in a short period of time (hint: way, way harder than it sounds)
How to pretend you can do anything
About working with collaborators that will help you grow
Dirty secrets about how much and how little you can get paid to make the fantastic
Tratamiento de metastasis hepatica de origen colorrectal. connieguest6b7539
Presentación de la Dra Consuelo Cornejo en la reunión del servicio de Colon y Recto del hospital Edgardo Rebagliati EsSALUD. Jefe del Servicio Dr David Ortega. Jefe del Departamento Dr Ivan Vojvodic
This document describes business services and virtual office programs available from 1600 Executive Suites in Minneapolis, Minnesota. A wide range of business services are listed including client parking validation, call forwarding, courier services, document scanning, fax services, office assistant services, IT support, and transcription. Virtual office programs are also described which allow businesses to project a professional image and access services like a business address, conference rooms, and phone answering without a full-time office. Quotes from long-time tenants praise the personalized service and feeling of community.
This document provides suggestions for creating an advertisement to promote physical fitness and activity at a school. It encourages using pictures and sounds to make the ad effective and provides examples of impressive advertisements. The goal is to create an advertisement that will motivate students and make the school a more physically active place.
Arcadia alive operational decision making may 2014 videoArcadiaAlive
The document discusses improving decision making through behavioral change and human factors. It notes that people ultimately make the difference and achieving more through collaboration. While most training does not change behavior, blending psychology and management can support sustainable behavioral change. Common errors in thinking and reasons for rule violations are outlined. Risk perception factors and a framework for personal and business risk management are also provided. Overall, the document emphasizes that the best decisions involve learning from others through social interactions and ensuring diverse sources of independent ideas.
This document summarizes a workshop on Appreciative Inquiry that was held for the Sunrise School Division administrative team. The workshop covered the principles and process of Appreciative Inquiry, including defining what it is, its 4 phases (Discovery, Dream, Design, Destiny), and examples of how it has been used in the Vancouver School Board. Participants engaged in activities to share inspiring experiences, imagine future possibilities for education, and make recommendations to realize their dreams. The goal was to explore how an appreciative approach could be applied in their schools.
This document provides an overview of a training program called SafetyCompass that teaches employees how to effectively intervene when they observe unsafe behaviors in the workplace. It discusses how workplaces are complex systems and interventions need to be ubiquitous, reactive and adaptive. It also summarizes research finding employees only intervene in unsafe acts 39% of the time due to concerns about defensiveness or lack of impact. The SafetyCompass training teaches a 4 step approach of stopping the unsafe behavior, asking open-ended questions to understand the reasons behind it, finding a fix for those reasons, and ensuring the fix is implemented and sustained. Case studies show companies that have implemented the training have significantly reduced incident and severity rates.
This document appears to be from a seminar on workplace productivity presented by Jason W. Womack. It includes his contact information and credentials. The seminar covers developing a philosophy of success and productivity, focusing on time, energy, skills, community, purpose and opportunity. It involves exercises for participants to brainstorm, prioritize tasks, identify tools and systems, and develop habits. The overall goal is to help participants work at their full potential of 100% by managing their resources effectively.
May 17, 2012 Presentation by former Blue Angel Solo Pilot CDR Mark Provo on Personal Excellence and Precision Teamwork.
Presentation given at the Fargo Air Museum in Fargo, North Dakota
Presentation at the Naperville ALU Professional Development Conference - describing principles in Dan Pink\'s book: Johnny Bunko the Last Career Guide You\'ll Ever Need
This document discusses building high-performing teams. It provides insights from leadership experts on how to create a culture of teamwork, including establishing values of integrity, accountability, diligence, perseverance and discipline. It also outlines seven lessons of effective leadership, such as having a compelling vision and gaining consensus on shared principles. Additional tips include creating trust, looking for results over formalities, and encouraging communication and new ideas to build up a team. Common barriers that break down teams include lack of trust, competing agendas and poor communication.
The document discusses how traditional PowerPoint presentations can be boring, especially for younger audiences. Research shows that whiteboard video presentations are more engaging and lead to better information retention. Studies found a 15-18% increase in remembering information from whiteboard videos compared to only a 5% increase through traditional methods. Psychologists note that whiteboard videos are fun and enjoyable, keeping audiences engaged while also putting them in a good mood. Classroom assessments found students and teachers reacting positively to whiteboard video presentations.
Webinar presented by Jamie V. Parker for KaiNexus.
In this webinar you will:
Uncover one common change management teaching that's flat-out wrong (and what to do instead)
Understand the psychology of change and its relation to Respect for People and Continuous Improvement
Discover the one most important factor to help transform to a Lean culture
Learn 8 practical steps to help teams embrace change more quickly
Jamie Parker
Process + Results Leadership Coaching
Jamie has served in operations management roles for 17 years, including six years practicing Lean. So she knows first-hand the challenges, opportunities, and possibilities organizations face. Today Jamie helps organizations practicing Lean move from employee resistance, inconsistent performance, and improvement stagnation to highly engaged frontline teams solving problems and continuously improving toward organizational goals. Jamie does this by helping organizations transform their leaders using her signature Process + Results Lean Leadership Transformation Model. Jamie has facilitated workshops for the Association for Manufacturing Excellence, American Society for Quality, and Fortune 50 executives, in addition to years of coaching and facilitating in her formal management roles. She authored Chapter 6 in the book Practicing Lean and has facilitated webinars and podcasts in partnership with Gemba Academy. Jamie brings passion, fun, and purpose to her work in Lean and leadership.
When it comes to achieving your dreams, many assume it is impossible to have your dream and not sacrifice. See if this is true or not through this presentation
This document provides 4 ways to help a stressed employee based on feedback from over 4000 people with depression or anxiety. The 4 themes that emerged are:
1. Showing compassion by listening without judgment and encouraging action.
2. Ensuring employees can access mental health experts as not all doctors are trained to handle mental health issues.
3. Helping employees find meaning and purpose in their work to revitalize their work.
4. Promoting exercise to help reduce stress and low mood.
1) Behavioural safety aims to improve safety by addressing human factors and behaviors rather than just procedures or equipment. People often know how to work safely but fears related to appearing incompetent or upsetting others can undermine safe behaviors.
2) Implementing behavioral safety requires understanding the root causes of unsafe behaviors like lack of awareness, experience, or problems outside of work. It also takes strong leadership to drive cultural and behavioral changes.
3) A safety culture with management commitment and employee involvement is fundamental to effectively managing safety. Without support from all management levels, employees cannot be influenced to prioritize safety.
Similar to Dimension Design Speed Briefing Slides (15)
1. Experiential Events — Mastering
the New Art of Teaming
Amy C. Edmondson
Novartis Professor of Leadership and Management
Harvard Business School
Darrin Jackson
Director of Creative Services, Dimension Design
2. 2
To view the complete session video, visit:
http://www.dimensiondesign.com/teaming/
3. 3
Amy C. Edmondson
Novartis Professor of Leadership and
Management, Harvard Business School
Darrin Jackson
Director of Creative Services,
Dimension Design
Moderator Featuring
6. TEAMING IS A VERB
• Teaming is teamwork on the fly — coordinating
and collaborating, across boundaries, without
the luxury of stable team structures
• Teaming is especially needed when work
is COMPLEX and UNPREDICTABLE
6
team • ing (v.)
7. TEAMING UP TO BUILD THE WATER CUBE
7
Click here for National Geographic Channel's video about
Teaming and the Beijing National Aquatics Center.
http://channel.nationalgeographic.com/videos/engineering-the-watercube/
8. TEAMING UP TO BUILD THE WATER CUBE
8
Click here for National Geographic Channel's video about
Teaming and the Beijing National Aquatics Center.
http://channel.nationalgeographic.com/videos/engineering-the-watercube/
9. BEIJING WATER CUBE
Teaming across Boundaries
• Four firms
• Three continents
• Dozens of specialties
• Two languages
9
10. TEAMING ACROSS BOUNDARIES
1. A compelling shared goal
2. Diverse expertise
3. Distinct but flexible roles
4. Ideas welcomed independent of status
5. Deliberate, smart experimentation
6. Frequent transparent communication
7. Persistence through failure
11. WHAT GETS IN THE WAY
OF EFFECTIVE TEAMING?
1. A pervasive competitive mindset
2. The desire to look good.
3. Aversion to failure
11
13. BUILDING A TEAMING MINDSET
13
TEAMING MINDSET
MUST BE ADOPTED ON PURPOSE
SUCCESS AS SHARED & EXPANSIVE
FOCUS ON THE WORK & THE CUSTOMER
FOSTERS RELATIONSHIPS
COMPETITIVE MINDSET:
OVERLEARNED
SUCCESS AS ZERO-SUM
FOCUS ON SELF
FOSTERS COMPARISONS
15. IMPRESSION MANAGEMENT
IS SECOND NATURE
15
NO ONE WANTS TO LOOK:
IGNORANT
INCOMPETENT
INTRUSIVE
NEGATIVE
IT’S EASY TO MANAGE!
DON’T ASK QUESTIONS
DON’T ADMIT WEAKNESS OR MISTAKE
DON’T OFFER IDEAS
DON’T CRITIQUE THE STATUS QUO
16. 16
“All those in favor say ‘Aye’”
“Aye”
Heaven
forbid!!
No! No! A
thousand
times no!
Perish the
thought!
You’ve
got to be
kidding!
Say it
ain’t so!
“Aye” “Aye”“Aye”“Aye”“Aye”
17. MAKING IT SAFE TO TEAM
Psychological safety is a belief that
one will not be punished or humiliated
for speaking up with ideas, questions,
concerns, or mistakes.
FRAME THE WORK
17
18. DIALING BACK ON PERFORMANCE?
18
Is it a matter of finding the right
point on a balance beam?
PSYCHOLOGICAL
SAFETY
PERFORMANCE
PRESSURE
21. 3 TYPES OF FAILURES
1. Preventable failures
where we have a blueprint but fail to use it
2. Complex failures
complex factors (internal, external or both)
combine in new ways to produce failures in
reasonably familiar contexts
3. Intelligent failures
undesired results of thoughtful forays into
novel territory
21
22. FAIL WELL
1. Avoid preventable failures
2. Anticipate and mitigate complex failures
3. Promote intelligent failures
22
24. KEY ELEMENTS OF
INTELLIGENT FAILURES
1. The opportunity explored is significant
2. The outcome will be informative
3. The cost and scope are relatively small
4. Key assumptions are explicitly articulated
5. The plan will test the assumptions
6. The risks of failing are understood, and
mitigated to the extent possible
24
25. LEADING TEAMWORK ON THE FLY
1. Foster a teaming mindset
2. Build psychological safety
3. Celebrate intelligent failure
25
26. A RECIPE FOR SUCCESS
IN A DYNAMIC WORLD
1. AIM HIGH
2. TEAM UP
3. FAIL WELL
4. LEARN FAST
5. REPEAT
26
Successful organizations today depend on new forms of TEAMING that constantly adjust to changing situations
…LEADERS help bring this about through vision, support, and example…
How many of you thought of a sports team? How many thought of something else?
It’s appropriate to think of sports. After all that’s where we got the idea – of teamwork. Of teams.
Sports teams exemplify the notion of a team –Stunningly clear goal. Interdependent work. People picked deliberately. bounded, clear membership. It’s that last bit that’s getting tricky.
How many of you thought of a sports team? How many thought of something else?
It’s appropriate to think of sports. After all that’s where we got the idea – of teamwork. Of teams.
Sports teams exemplify the notion of a team –Stunningly clear goal. Interdependent work. People picked deliberately. bounded, clear membership. It’s that last bit that’s getting tricky.
Increasingly, the emphasis is on teaming, not teams. On the processes of collaboration – not the entities.
Around 2 p.m. on August 5, 2010, a part of the San José mine collapsed, blocking the passage to the tunnels deep within the mine.
The miners close to the entrance, although shaken by the deafening thump, emerged unscathed from the mine shortly thereafter.
But a group of 33 miners working deeper within the mine were now buried some 700 meters underground with a 700,000-ton rock corked between them and the mine entrance.
Buried deeper than: the Statue of Liberty (93 meters), the Eiffel Tower (324 meters), and the Empire State Building (381 meters)
33 miners managed to make their way to a 50-square-meter (540-square-foot) pre-designated “refuge” within the mine.
Never had a recovery been attempted at such depths unstable terrain, rock so hard it defied ordinary drill bits, severely limited time, and the potentially incapacitating fear that plagued the buried miners
Experts put the chances of rescue at less than 1 percent
Around 2 p.m. on August 5, 2010, a part of the San José mine collapsed, blocking the passage to the tunnels deep within the mine.
The miners close to the entrance, although shaken by the deafening thump, emerged unscathed from the mine shortly thereafter.
But a group of 33 miners working deeper within the mine were now buried some 700 meters underground with a 700,000-ton rock corked between them and the mine entrance.
Buried deeper than: the Statue of Liberty (93 meters), the Eiffel Tower (324 meters), and the Empire State Building (381 meters)
33 miners managed to make their way to a 50-square-meter (540-square-foot) pre-designated “refuge” within the mine.
Never had a recovery been attempted at such depths unstable terrain, rock so hard it defied ordinary drill bits, severely limited time, and the potentially incapacitating fear that plagued the buried miners
Experts put the chances of rescue at less than 1 percent
Over 100 professionals collaborated in a fast paced intense process to design and build this astonishing structure
Pause – which on this list are your ORG’s strengths – which could be improved?
70
LTYR…
What’s the explicit message? How does he want them to behave?
What’s the implicit message? What are people taking away about the challenge ahead? How might they behave?
People already in a situation where they’ve seen colleagues leave…
New mindset
Talent management discussions…
Let’s face it… No one wakes up in the morning…
key point is that knowledge workers face these risks every day. We rarely stop to think about what that means. Fortunately, it’s easy – trivial – to manage them (for individuals). Just done ask questions, ask for help, or reveal mistakes or problems
This is a pretty good solution for INDIVIDUALS. A bad state of affairs for the organization.
How leaders behave can make this more acute – or much better.
Let’s start with a lighthearted glimpse of the phenom from the New Yorker…
This cartoon mocks the silencing of dissent that occurs in hierarchies. The question I have, looking it it, is why do all of those seemingly nice guys feel the need to withhold their thoughts from that other seemingly nice guy … well, yeah, he’s the boss, and we can speculate that he has punished people who disagree with him, in the past…
But, as today’s research will show. It’s not all about the boss.
The point is – it’s hard to team – to let down one’s guard, to offer ideas, to ask for help – without a sense of psych safety. To answer this question, lets go to my favorite scholarly journal.
END
Successful organizations today depend on new forms of TEAMING that constantly adjust to changing situations
…LEADERS help bring this about through vision, support, and example…