How can you be a better radical in healthcare? Here is a presentation that outlines some of the ways to navigate a health system and convince others that your ideas are worthwhile! Enjoy.
Changing the prevailing mindset that maintains the status quo is one of the hardest things to do. Change in a system as complex as healthcare is even harder! If you believe that a mindset of opportunity and optimism is needed to move your team or system to the next stage of change; then this is the session for you.
Marlies has been facilitating change processes using liberating structures for the last eight years and has found them incredibly useful to start the conversation. There are many approaches in the suite of liberating structures but Marlies has found TRIZ the most versatile and easy to use. She will share with you three different ways that she has used it. Michael Auld, Shannon Hennig and Lindsay Meyer will join her to talk about their experiences with TRIZ.
Storytelling: The Art of Engagement for Every LeaderMarlies van Dijk
Engaging workshop on the power of storytelling. Practical tips and some good references to check out!
As part of the Cross Canadian Surgical meeting in Vancouver on February 18, 2015
How to become a better rebel in healthcare! ITNC_April 9, 2015Marlies van Dijk
Rebels offer a lot of value to change the status quo and innovate inside in #healthcare. This talk is all about how to become a more effective boat rocker in the healthsystem.
The document provides guidance on developing a Twitter strategy, including when to tweet, what to tweet, how to find people to follow, how to get people to follow you, how to be engaging, and how to measure success. It discusses topics like using hashtags and photos, following those who follow you, responding to others, and starting conversations. The document also includes a case study on using Twitter for a patient advisor group and emphasizes regular communication, promotion, and using analytics to measure engagement.
Culture change not as easy as it sounds canadian patient safety forum_october...Marlies van Dijk
This document discusses lessons learned from social movements and liberating structures that can help change organizational culture. It highlights that adaptive challenges require learning and input from stakeholders, unlike technical problems where authority can dictate the solution. A TRIZ exercise is presented to help teams creatively discuss how to avoid their worst ideas to improve outcomes. Power distance and its impact on communication and innovation within hierarchies is also examined. The goal is to help organizations become more adaptive and encourage ideas and commitment from all levels.
This document summarizes a Twitter 101 training session on using Twitter. The session was presented by @kevin4quality and @tweetvandijk on March 18, 2015. It introduced basic Twitter functions like handles, hashtags, retweets, direct messages and lists. It provided examples of how Twitter can be used to engage others, spread information, raise awareness of issues and participate in online conversations. Attendees were encouraged to find people to follow on topics of interest and let their personalities shine on Twitter.
Changing the prevailing mindset that maintains the status quo is one of the hardest things to do. Change in a system as complex as healthcare is even harder! If you believe that a mindset of opportunity and optimism is needed to move your team or system to the next stage of change; then this is the session for you.
Marlies has been facilitating change processes using liberating structures for the last eight years and has found them incredibly useful to start the conversation. There are many approaches in the suite of liberating structures but Marlies has found TRIZ the most versatile and easy to use. She will share with you three different ways that she has used it. Michael Auld, Shannon Hennig and Lindsay Meyer will join her to talk about their experiences with TRIZ.
Storytelling: The Art of Engagement for Every LeaderMarlies van Dijk
Engaging workshop on the power of storytelling. Practical tips and some good references to check out!
As part of the Cross Canadian Surgical meeting in Vancouver on February 18, 2015
How to become a better rebel in healthcare! ITNC_April 9, 2015Marlies van Dijk
Rebels offer a lot of value to change the status quo and innovate inside in #healthcare. This talk is all about how to become a more effective boat rocker in the healthsystem.
The document provides guidance on developing a Twitter strategy, including when to tweet, what to tweet, how to find people to follow, how to get people to follow you, how to be engaging, and how to measure success. It discusses topics like using hashtags and photos, following those who follow you, responding to others, and starting conversations. The document also includes a case study on using Twitter for a patient advisor group and emphasizes regular communication, promotion, and using analytics to measure engagement.
Culture change not as easy as it sounds canadian patient safety forum_october...Marlies van Dijk
This document discusses lessons learned from social movements and liberating structures that can help change organizational culture. It highlights that adaptive challenges require learning and input from stakeholders, unlike technical problems where authority can dictate the solution. A TRIZ exercise is presented to help teams creatively discuss how to avoid their worst ideas to improve outcomes. Power distance and its impact on communication and innovation within hierarchies is also examined. The goal is to help organizations become more adaptive and encourage ideas and commitment from all levels.
This document summarizes a Twitter 101 training session on using Twitter. The session was presented by @kevin4quality and @tweetvandijk on March 18, 2015. It introduced basic Twitter functions like handles, hashtags, retweets, direct messages and lists. It provided examples of how Twitter can be used to engage others, spread information, raise awareness of issues and participate in online conversations. Attendees were encouraged to find people to follow on topics of interest and let their personalities shine on Twitter.
Civic engagement to transform health is critical. Open space technology is one brilliant way to build a platform for change and action. Quality Forum 2015
Organizational Rebels: Trends in Trauma St. Louis MO, USAMarlies van Dijk
The document discusses organizational radicals and making changes within organizations. It suggests that those who are willing to challenge the status quo and suggest radical new ideas are the ones who change the world. It notes that change often starts on the fringe with activists and boat rockers. However, being a radical can be disempowering and may lead one to conform or leave the organization. It also discusses how those who are highly connected have more power to influence change than those with just hierarchical power. Finally, it reflects on insights around rebels and troublemakers.
We know culture plays a key role in any organization. What role does it play in healthcare? Not speaking up and being safe is a significant issue for safe patient care. This presentation outlines why.
Creative Jam Session: Quality Forum 2015 Vancouver BCMarlies van Dijk
An interactive workshop where creative thinking tools are put to the test. Flexing creative muscles in healthcare is not always easy to do. We hope these ideas will be useful when you go back home to solve your wicked problems! Andrew and Marlies
Influential and Authentic Communication Workshop (2.5 hrs)Marlies van Dijk
The document discusses influential and authentic communication. It emphasizes connecting with audiences through values, emotions, and storytelling. Leaders are advised to frame issues in a compelling way that inspires action, avoid focusing solely on technical problems or targets, and instead promote a shared sense of purpose. Authenticity, vulnerability, and courage are important for leadership. Leaders should find ways to communicate authentically and tap into the power of storytelling to influence and persuade others.
Leading change is not as easy as it sounds. This slide pack gives an overview of a presentation I gave to a group of front line manager at a regional hospital in Red Deer Alberta. Enjoy! Marlies
Organizational radicals and boat rockers are key for change and innovation to take hold in healthcare. This presentation outlines some of the challenges and ways you can be a more effective radical.
Open space technology is a perfect fit for healthcare! In an era where we know front line staff, clinicians and patients are at the heart of healthcare reform; open space technology is a breath of fresh air. Here are a few things we learned along the way.
Getting Your Organisation Innovation ReadyPaul Taylor
How can you boost innovation in your organisation?
What are the three corporate idea killers?
And how can cope with the late majority who (secretly) don't really want to see any change?
This presentation draws lessons from the foundation of Bromford Lab and introducing change to a large organisation.
It was originally presented at a Local Government Comms event on 25th March.
This document discusses adapting to change and engaging people in change efforts. It describes three types of people - Contributors, Compliant, and Contras - and notes that Contributors create six times the value of Compliant people. It provides tips for supporting dissent, rebellion, and authenticity to promote innovation. Throughout, it emphasizes the importance of connecting with people emotionally and showing them how changes will positively influence their feelings to gain momentum for new initiatives.
Keeping it real: How to engage and motivate staffMarlies van Dijk
This document discusses ways to engage and motivate staff in the workplace. It begins with a personal story and then discusses three types of employees: Contributors, who are highly engaged; Compliant, who do what is asked; and Contras, who are resistant to change. Research shows that engaged Contributors create much more value than Compliant employees. The document provides tips for engagement, such as making employees feel they belong, allowing more autonomy, treating people fairly, and focusing on positive change rather than just complaints. It emphasizes listening to staff, being transparent, and asking about desired changes rather than just implementing new guidelines. Celebrating individual strengths and collaborating are also recommended for engagement.
Adapting to the future marliesvan dijk_ale_finalMarlies van Dijk
This document discusses adapting to the future and being bold in the face of change. It notes that technology will advance rapidly in the coming years and highlights the need to manage current performance while also creating the future. It emphasizes starting change on the fringes with activists and being bold at work by encouraging others. The document provides examples of thinking ahead of organizations and how to bring others along despite remaining ahead of the curve with innovative ideas.
Plenary talk at the Sim Summit National Conference hosted by the Royal College of Physicians and Surgeons. September 2018.
Redefining innovation for healthcare and what it takes to change to be ready for the future!
The document discusses design sprints and how they differ from traditional analytic and rule-based approaches. It provides tips for understanding problems by reviewing past consultations, interviews, data, observations, stakeholder maps, and what other organizations are doing. The document suggests that the best problems for design sprints are those that need action, involve multiple stakeholders, and are person-centered and complex. It also promotes visual thinking and provides a link to more information about design sprints.
This presentation is for the Health Innovation School in the Netherlands. It gives an overview of what we have encountered as we implemented co-design efforts in relation to one of our core strategies: Patient First
This 90 min workshop talks about how you better lead or deal with change as a person. It reviews some tips and approaches that will help you sell your ideas in the workplace. It includes exercises and story telling/framing approaches.
A Culture of Innovation: What does it look like on the ground?Marlies van Dijk
This document discusses fostering a culture of innovation in organizations. It provides examples of different levels of innovation, from status quo thinking to trying new things. It emphasizes that innovation is about connecting different ideas and perspectives. The document suggests managing current operations while also selectively forgetting the past to create new opportunities. It prompts readers to consider actions they could take to be more innovative and provides references on fostering innovation.
Civic engagement to transform health is critical. Open space technology is one brilliant way to build a platform for change and action. Quality Forum 2015
Organizational Rebels: Trends in Trauma St. Louis MO, USAMarlies van Dijk
The document discusses organizational radicals and making changes within organizations. It suggests that those who are willing to challenge the status quo and suggest radical new ideas are the ones who change the world. It notes that change often starts on the fringe with activists and boat rockers. However, being a radical can be disempowering and may lead one to conform or leave the organization. It also discusses how those who are highly connected have more power to influence change than those with just hierarchical power. Finally, it reflects on insights around rebels and troublemakers.
We know culture plays a key role in any organization. What role does it play in healthcare? Not speaking up and being safe is a significant issue for safe patient care. This presentation outlines why.
Creative Jam Session: Quality Forum 2015 Vancouver BCMarlies van Dijk
An interactive workshop where creative thinking tools are put to the test. Flexing creative muscles in healthcare is not always easy to do. We hope these ideas will be useful when you go back home to solve your wicked problems! Andrew and Marlies
Influential and Authentic Communication Workshop (2.5 hrs)Marlies van Dijk
The document discusses influential and authentic communication. It emphasizes connecting with audiences through values, emotions, and storytelling. Leaders are advised to frame issues in a compelling way that inspires action, avoid focusing solely on technical problems or targets, and instead promote a shared sense of purpose. Authenticity, vulnerability, and courage are important for leadership. Leaders should find ways to communicate authentically and tap into the power of storytelling to influence and persuade others.
Leading change is not as easy as it sounds. This slide pack gives an overview of a presentation I gave to a group of front line manager at a regional hospital in Red Deer Alberta. Enjoy! Marlies
Organizational radicals and boat rockers are key for change and innovation to take hold in healthcare. This presentation outlines some of the challenges and ways you can be a more effective radical.
Open space technology is a perfect fit for healthcare! In an era where we know front line staff, clinicians and patients are at the heart of healthcare reform; open space technology is a breath of fresh air. Here are a few things we learned along the way.
Getting Your Organisation Innovation ReadyPaul Taylor
How can you boost innovation in your organisation?
What are the three corporate idea killers?
And how can cope with the late majority who (secretly) don't really want to see any change?
This presentation draws lessons from the foundation of Bromford Lab and introducing change to a large organisation.
It was originally presented at a Local Government Comms event on 25th March.
This document discusses adapting to change and engaging people in change efforts. It describes three types of people - Contributors, Compliant, and Contras - and notes that Contributors create six times the value of Compliant people. It provides tips for supporting dissent, rebellion, and authenticity to promote innovation. Throughout, it emphasizes the importance of connecting with people emotionally and showing them how changes will positively influence their feelings to gain momentum for new initiatives.
Keeping it real: How to engage and motivate staffMarlies van Dijk
This document discusses ways to engage and motivate staff in the workplace. It begins with a personal story and then discusses three types of employees: Contributors, who are highly engaged; Compliant, who do what is asked; and Contras, who are resistant to change. Research shows that engaged Contributors create much more value than Compliant employees. The document provides tips for engagement, such as making employees feel they belong, allowing more autonomy, treating people fairly, and focusing on positive change rather than just complaints. It emphasizes listening to staff, being transparent, and asking about desired changes rather than just implementing new guidelines. Celebrating individual strengths and collaborating are also recommended for engagement.
Adapting to the future marliesvan dijk_ale_finalMarlies van Dijk
This document discusses adapting to the future and being bold in the face of change. It notes that technology will advance rapidly in the coming years and highlights the need to manage current performance while also creating the future. It emphasizes starting change on the fringes with activists and being bold at work by encouraging others. The document provides examples of thinking ahead of organizations and how to bring others along despite remaining ahead of the curve with innovative ideas.
Plenary talk at the Sim Summit National Conference hosted by the Royal College of Physicians and Surgeons. September 2018.
Redefining innovation for healthcare and what it takes to change to be ready for the future!
The document discusses design sprints and how they differ from traditional analytic and rule-based approaches. It provides tips for understanding problems by reviewing past consultations, interviews, data, observations, stakeholder maps, and what other organizations are doing. The document suggests that the best problems for design sprints are those that need action, involve multiple stakeholders, and are person-centered and complex. It also promotes visual thinking and provides a link to more information about design sprints.
This presentation is for the Health Innovation School in the Netherlands. It gives an overview of what we have encountered as we implemented co-design efforts in relation to one of our core strategies: Patient First
This 90 min workshop talks about how you better lead or deal with change as a person. It reviews some tips and approaches that will help you sell your ideas in the workplace. It includes exercises and story telling/framing approaches.
A Culture of Innovation: What does it look like on the ground?Marlies van Dijk
This document discusses fostering a culture of innovation in organizations. It provides examples of different levels of innovation, from status quo thinking to trying new things. It emphasizes that innovation is about connecting different ideas and perspectives. The document suggests managing current operations while also selectively forgetting the past to create new opportunities. It prompts readers to consider actions they could take to be more innovative and provides references on fostering innovation.
CHAPTER 1 SEMESTER V COMMUNICATION TECHNIQUES FOR CHILDREN.pdfSachin Sharma
Here are some key objectives of communication with children:
Build Trust and Security:
Establish a safe and supportive environment where children feel comfortable expressing themselves.
Encourage Expression:
Enable children to articulate their thoughts, feelings, and experiences.
Promote Emotional Understanding:
Help children identify and understand their own emotions and the emotions of others.
Enhance Listening Skills:
Develop children’s ability to listen attentively and respond appropriately.
Foster Positive Relationships:
Strengthen the bond between children and caregivers, peers, and other adults.
Support Learning and Development:
Aid cognitive and language development through engaging and meaningful conversations.
Teach Social Skills:
Encourage polite, respectful, and empathetic interactions with others.
Resolve Conflicts:
Provide tools and guidance for children to handle disagreements constructively.
Encourage Independence:
Support children in making decisions and solving problems on their own.
Provide Reassurance and Comfort:
Offer comfort and understanding during times of distress or uncertainty.
Reinforce Positive Behavior:
Acknowledge and encourage positive actions and behaviors.
Guide and Educate:
Offer clear instructions and explanations to help children understand expectations and learn new concepts.
By focusing on these objectives, communication with children can be both effective and nurturing, supporting their overall growth and well-being.
The best massage spa Ajman is Chandrima Spa Ajman, which was founded in 2023 and is exclusively for men 24 hours a day. As of right now, our parent firm has been providing massage services to over 50,000+ clients in Ajman for the past 10 years. It has about 8+ branches. This demonstrates that Chandrima Spa Ajman is among the most reasonably priced spas in Ajman and the ideal place to unwind and rejuvenate. We provide a wide range of Spa massage treatments, including Indian, Pakistani, Kerala, Malayali, and body-to-body massages. Numerous massage techniques are available, including deep tissue, Swedish, Thai, Russian, and hot stone massages. Our massage therapists produce genuinely unique treatments that generate a revitalized sense of inner serenely by fusing modern techniques, the cleanest natural substances, and traditional holistic therapists.
Get Covid Testing at Fit to Fly PCR TestNX Healthcare
A Fit-to-Fly PCR Test is a crucial service for travelers needing to meet the entry requirements of various countries or airlines. This test involves a polymerase chain reaction (PCR) test for COVID-19, which is considered the gold standard for detecting active infections. At our travel clinic in Leeds, we offer fast and reliable Fit to Fly PCR testing, providing you with an official certificate verifying your negative COVID-19 status. Our process is designed for convenience and accuracy, with quick turnaround times to ensure you receive your results and certificate in time for your departure. Trust our professional and experienced medical team to help you travel safely and compliantly, giving you peace of mind for your journey.
As Mumbai's premier kidney transplant and donation center, L H Hiranandani Hospital Powai is not just a medical facility; it's a beacon of hope where cutting-edge science meets compassionate care, transforming lives and redefining the standards of kidney health in India.
COLOUR CODING IN THE PERIOPERATIVE NURSING PRACTICE.SamboGlo
COLOUR CODING IN THE PERIOPERATIVE ENVIRONMENT HAS COME TO STAY ,SOME SENCE OF HUMOUR WILL BE APPRECIATED AT THE RIGHT TIME BY THE PATIENT AND OTHER SURGICAL TEAM MEMBERS.
VEDANTA AIR AMBULANCE SERVICES IN REWA AT A COST-EFFECTIVE PRICE.pdfVedanta A
Air Ambulance Services In Rewa works in close coordination with ground-based emergency services, including local Emergency Medical Services, fire departments, and law enforcement agencies.
More@: https://tinyurl.com/2shrryhx
More@: https://tinyurl.com/5n8h3wp8
English Drug and Alcohol Commissioners June 2024.pptxMatSouthwell1
Presentation made by Mat Southwell to the Harm Reduction Working Group of the English Drug and Alcohol Commissioners. Discuss stimulants, OAMT, NSP coverage and community-led approach to DCRs. Focussing on active drug user perspectives and interests
Exploring the Benefits of Binaural Hearing: Why Two Hearing Aids Are Better T...Ear Solutions (ESPL)
Binaural hearing using two hearing aids instead of one offers numerous advantages, including improved sound localization, enhanced sound quality, better speech understanding in noise, reduced listening effort, and greater overall satisfaction. By leveraging the brain’s natural ability to process sound from both ears, binaural hearing aids provide a more balanced, clear, and comfortable hearing experience. If you or a loved one is considering hearing aids, consult with a hearing care professional at Ear Solutions hearing aid clinic in Mumbai to explore the benefits of binaural hearing and determine the best solution for your hearing needs. Embracing binaural hearing can lead to a richer, more engaging auditory experience and significantly improve your quality of life.
At Apollo Hospital, Lucknow, U.P., we provide specialized care for children experiencing dehydration and other symptoms. We also offer NICU & PICU Ambulance Facility Services. Consult our expert today for the best pediatric emergency care.
For More Details:
Map: https://cutt.ly/BwCeflYo
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Address: Singar Nagar, LDA Colony, Lucknow, Uttar Pradesh 226012
Phone: 08429021957
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Unlocking the Secrets to Safe Patient Handling.pdfLift Ability
Furthermore, the time constraints and workload in healthcare settings can make it challenging for caregivers to prioritise safe patient handling Australia practices, leading to shortcuts and increased risks.
The Importance of Black Women Understanding the Chemicals in Their Personal C...bkling
Certain chemicals, such as phthalates and parabens, can disrupt the body's hormones and have significant effects on health. According to data, hormone-related health issues such as uterine fibroids, infertility, early puberty and more aggressive forms of breast and endometrial cancers disproportionately affect Black women. Our guest speaker, Jasmine A. McDonald, PhD, an Assistant Professor in the Department of Epidemiology at Columbia University in New York City, discusses the scientific reasons why Black women should pay attention to specific chemicals in their personal care products, like hair care, and ways to minimize their exposure.
At Malayali Kerala Spa Ajman, Full Service includes individualized care for every client. We specifically design each massage session for the individual needs of the client. Our therapists are always willing to adjust the treatments based on the client's instruction and feedback. This guarantees that every client receives the treatment they expect.
By offering a variety of massage services, our Ajman Spa Massage Center can tackle physical, mental, and emotional illnesses. In addition, efficient identification of specific health conditions and designing treatment plans accordingly can significantly enhance the quality of massaging.
At Malayali Kerala Spa Ajman, we firmly believe that everyone should have the option to experience top-quality massage services regularly. To achieve that goal we offer cheap massage services in Ajman.
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Hypertension and it's role of physiotherapy in it.Vishal kr Thakur
This particular slides consist of- what is hypertension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is summary of hypertension -
Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
Mental Health and well-being Presentation. Exploring innovative approaches and strategies for enhancing mental well-being. Discover cutting-edge research, effective strategies, and practical methods for fostering mental well-being.
Why is change so hard? Organizations that destroy the statut quo win. Individuals who push their organizations, who inspire other individuals to change the rules, thrive.
On average, it takes 17 years for research to translate into practice
Big change only happens in healthcare organizations because of radicals
The passionate people who are willing to take responsibility for change!!
Yet, what happens to radicals??????????
Let’s think about Heretics….Heresy is any provocative belief or theory that is strongly at variance with established beliefs or customs. A heretic is a proponent of such claims or beliefs.[1]
The end results for people who challenge established ideas/conventions isn’t always pretty!
Ignaz Philipp Semmelweis[Note 1] (July 1, 1818 – August 13, 1865)
a Hungarian physician known as an early pioneer of antiseptic procedures.
Described as the "savior of mothers", Semmelweis discovered that the incidence of puerperal fever could be drastically cut by the use of hand disinfection in obstetrical clinics. Puerperal fever was common in mid-19th-century hospitals and often fatal, with mortality at 10%–35%. Semmelweis proposed the practice of washing with chlorinated lime solutions in 1847 while working in Vienna General Hospital's First Obstetrical Clinic, where doctors' wards had three times the mortality of midwives' wards.[3] He published a book of his findings in Etiology, Concept and Prophylaxis of Childbed Fever.
Despite various publications of results where hand-washing reduced mortality to below 1%, Semmelweis's observations conflicted with the established scientific and medical opinions of the time and his ideas were rejected by the medical community.
Some doctors were offended at the suggestion that they should wash their hands and Semmelweis could offer no acceptable scientific explanation for his findings. Semmelweis's practice earned widespread acceptance only years after his death, when Louis Pasteur confirmed the germ theory and Joseph Lister, acting on the French microbiologist's research, practiced and operated, using hygienic methods, with great success.
In 1865, Semmelweis was committed to an asylum, where he died at age 47 after being beaten by the guards, only 14 days after he was committed.
On December 1, 1955, in Montgomery, Alabama, Parks refused to obey bus driver James F. Blake's order that she give up her seat in the colored section to a white passenger, after the white section was filled. Parks was not the first person to resist bus segregation. Others had taken similar steps, including Irene Morgan in 1946, Sarah Louise Keys in 1955, and the members of the Browder v. Gayle lawsuit (Claudette Colvin, Aurelia Browder, Susie McDonald, and Mary Louise Smith) were arrested months before Parks. NAACP organizers believed that Parks was the best candidate for seeing through a court challenge after her arrest for civil disobedience in violating Alabama segregation laws though eventually her case became bogged down in the state courts.[2][3]
Parks' act of defiance and the Montgomery Bus Boycott became important symbols of the modern Civil Rights Movement. She became an international icon of resistance to racial segregation. She organized and collaborated with civil rights leaders, including Edgar Nixon, president of the local chapter of the NAACP; and Martin Luther King, Jr., a new minister in town who gained national prominence in the civil rights movement.
Steve Jobs challenged things to be different
Had a vision for a different world
Can we imagine a world right now with out our iPads, iMacs, iPhones, Apple TV?
“The ones who are crazy enough to think that they can change the world are the ones who do” - Jack Kerouac
I was at a national organization in Canada and I challenged internal policies and was not towing the party line.
I ended up voicing my concerns in an e-mail and I was reported to the CEO. Which led to a “letter on my file” – not sure if you
have heard of that – I hadn’t … I was deeply offended – but pinned it on my office wall to show people that this was a feather
In my cap vs. a punishment.
I knew I had to leave.
How do you form teams
New ventures – build a great team vs. perfecting an idea. Success is dependent on the quality of the idea – but deeply dependent of the ability of the team to execute.
What if you have no control over the team?
E’s become great relationship and engagement manager. To understand the ability of good team members. Those can be used to leverage the sense of co-ownership
See the sense of co-ownership.
They have ability to pull others along with them.
Live in a state of “manage discomfort’ – there might be an unease as they are entrepeneurs – or even to find space to be entrepreneurial
Act entrepreurial outside of their job description. “capable of squeezing through the smallest of opportunity to build evidence that my idea is good”
Official job title “change agent” – operate off the org chart – seek out places in nook and crannies in the organzation -then develop truth of the value of their idea
Octopus – she says I can squeeze through the smallest opportunity to get my idea out there – or it would get killed
Another guy: project manager – he showed value through other side projects and through a community of practice. Although his company thought he should do that through his day job
Day it is broken out – one hour meetings not condusive to entrepreneurial thinking.
Meeting culture – what can happen and not happen. Entrepreneurs get bigger blocks of time to do creative work
Hour long meetings – not contusive to entrepreneurial behaviour. They look for ways to structure their days differently – larger blocs of time.
An organization can have strong or weak entrepreneurial cultures
Ppt “what and how” – story telling – powerful to mobilize others to act. Through stories. Through a new outcome or new reality.
Notice that there is meager support to how to develop good story telling. Entrepreuners know this skill – through trial and error.
Two practices 1) recognize what the language gap is between stakeholders – ie,., trying telling stories about new idea at several levels – really needed to understand the concept the idea – she thought everyone was on the same page but she was missing the mark. 2)technique: progressive disclosure (from interaction and design field)– essence: sequencing information and action across several groups of people. Start with small disclosure and reveal more and more. Ie,. Progressively disclosed more in his story – and added on that as people were caught up. New idea later broadly socialized to get resources.
Important element piece
Experimentation
Wired for experimentation but the orgs they work for are not. Not surprising. Experimentation is hard to operationalize and support.
Following rules and operating procedures – they do not see it as killing experimentation.
Experimentation = google 20% of the time. First steps for experimentation is overcoming self doubt – getting challenged all the time can be tiring. Trick is figuring out what idea is a good one and which one is not.
E are good at creative conflict as a way to experiment. Creative Conflict: Opposition to help shape opportunities – different from opposition that is resistant to change.
Example: VP Brings early ideas to them – reiterate shape ideas
E sees both success and failure as a learning opportunity. Uncomfortable if they sit on a success too long. They know someone will come along and challenge it.
How do you learn to become an entreprenuer inside.
Build 2 knowledge
Domain knowledge: expertise in their industry in their product or field
Organizational knowledge: “the know how” how an organization works. Tacid experiential experience on how an org works. Reading the landscape. Thinking like an anthrapologist – being able to learn about the history but respond to information coming in.
A process of de- education. Unlearning prior behaviours that does not serve an E. If you a disengaged employee you are building habits that don’t serve you as an E. De educate yourself on perfectionism – does not serve you well if you are a E. Holding on to an idea to tightly. Working towards performance evaluation. Executing ideas of others. Build into habits – and other E muscles will atrophy.
Those will atrophy other E muscles – you need to de-learning curve. Unlearn of things so you can build different habits.
How can we link ideas for change/improvements….
Some of you are itching to ask. “How do I do this?” or even worse “How do I get my boss to let me do this?” or to be blunt “whats the risk free way to insinuate myself into the system so I get approval for making change/” Surely there’s a method of making change without being burned at the stake?
It turns out there is, but you already know what it is. Belief.
Nobody is going to listen to your idea for change, sagely shake his head, and say: “Sure, go do that”. No one annoints you as a leader.
Nobody is going to see your powerpoint presentation and hand you a check.