What is Organisation Design

What is Organisation Design?

Organisation Design is a foundational skill for all HR professionals as well as managers. Yet from my experience, it is relegated to very few specialists, who often don’t even make it to the high ranks of the HR profession. I’ve already mentioned in a previous post how essential is the setting up of Operating Governance as a critical component for Agile Transformation. I have also discussed previously the fact that drawing an Organisation Chart is not the main aim of Organisation Design. I’ve also recently reviewed the Guide on Organisation Design by Naomi Stanford, a great book to start understanding what Organisation Design is at a very practical level. With this post I want to bring us one step further: as we redefine the role of HR to become The Architects of Work, something that Dave Ulrich again suggested at the recent HR Congress in Nice, we need to make sure we master the ins and outs of Organisation Design, which is why I’ve decided to concentrate on this topic, amongst others, on this blog. And what’s best than starting with a good definition of what Organisation Design is? Defining Organisation …

Being Deliberately Developmental

Build Your Skills: Being Deliberately Developmental

Being Deliberately Developmental is a key concept introduced in the book “An Everyone Culture” that I’ve recently read and reviewed. And I think it holds an important place in the context of Building Your Skills for the Future of Work. It’s especially important if you’re not part of a Deliberately Developmental organization, and you don’t yet have the power to influence this transformation for your organisation. Become Deliberately Developmental Even as a simple employee, you can focus on developing this intent through a set of key practices. Let’s see them together: Become developmental buddies with someone. Creating a sense of home is important for your development, and you can experience it by mutually sharing what you’re working on about yourself. Remember that it’s not about giving each other advice about how to solve problems. Rather, it’s about giving one another a chance to regularly check in about how your growing edge is showing up on a daily basis. Useful questions to ask a development buddy go something like this: “What did that experience bring up …

Reading Challenge 2019

My 2019 Reading Challenge

Last year in September, I decided to go back and read more. I have been an avid reader in the past, but in the previous three years, the number of books that I had read decreased consistently. There was always something more appealing, probably a Netflix series to watch. I kept browsing a lot on the web, but it’s not the same. So in September last year, I took the resolution to read more. And have since used Goodreads to track my advancements, using the Reading Challenge feature, which essentially allows you to set a target and keep track of how much you read. I set myself to read at least 50 books. Well, I’m now well over 100 (and the year is not over). The Value of a Reading Challenge But what are the advantages of reading? Easy: it gives a real boost to my Learning Agility, wakes up curiosity. It allows me to discover a lot of new things. On a personal basis, it will enable me to be authentic (by just having a look at my reading list, you can immediately catch my multipotentialite and knowmad side). …

Followership and Leadership

Management is often assumed to be the story of Leader and Followers.But truly understanding Followership is critical to understand how organisations work. We are so ingrained in the idea that Leadership is critical, that we tend to forget that a Leader alone won’t be able to achieve much. The role of Leadership is overrated in organisations. The role of Followership is instead underrated. With this article, I want to shed some light on this conundrum and offer some personal perspectives on how to be able to improve on both fronts. The idea of this post came by reading the book Yes to the Mess by Frank J. Barrett that I have recently reviewed.  A leader is only as good as his or her followers. Doug Williamson Defining Followership It is the ability to take direction well, to get in line behind a program, to be part of a team and to deliver on what is expected of you.  John S. McCallum, Followership, the other side of Leadership The concept of Followership dates back down to the first studies on Leadership, but it is only in …

Book Review: An Everyone Culture by Robert Kegan and Lisa Laskow Lahey

Book Review: An Everyone Culture by Robert Kegan and Lisa Laskow Lahey

An Everyone Culture is another eye-opening book that focuses on how organisations should be organised to provide real meaning for their employees. Its subtitle, Becoming a Deliberately Developmental Organization, immediately looks at the solution that the two authors, Robert Kegan and Lisa Laskow Lahey, both faculty at Harvard University, are suggesting. I must admit that the book is not the usual business book. There’s much research behind it, both in the field (with a few case studies that are used across the book), but above all a constant reference on psychological research.  The book starts with a simple observation. Everyday… …most people are spending time and energy covering up their weaknesses, managing other people’s impressions of them, showing themselves to their best advantage, playing politics, hiding their inadequacies, hiding their uncertainties, hiding their limitations. Hiding. Robert Kegan and Lisa L. Lahey, An Everyone Culture, page 1. It’s from this observation that the research of this book starts. research shows that the single biggest cause of work burnout is not work overload, but working too long without experiencing your own personal …