Tag Archives: HR

Primary Cultural Alignment

This is some early-stage thinking about cultural alignment: I’m acutely aware that I have no evidence to back this up, and am therefore writing largely from instinct and observation, the last tools of the desperate. So take this as it … Continue reading

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#WorkingOutLoud on The Projection and Flow of Trust

Some more early stage #WorkingOutLoud around the Landscape of Trust today. I’ve been thinking about culture, and the influence of trust within this: does high trust hold a culture static, or make it dynamic? Recently i shared some early work … Continue reading

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12 Aspects of Trust

I’ve started to tease out the 12 aspects of ‘trust‘ that i’ll use to guide the development of ‘The Trust Sketchbook‘. The Sketchbook is going to be my crowdfunded experimental Zine and will form a co-created and co-drawn reflection on … Continue reading

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#WorkingOutLoud: Illustrations on the Socially Dynamic Organisation

I spent yesterday working with a group of around forty HR leaders, exploring aspects of the Socially Dynamic Organisation: i took the chance to sketch up some reflections, just my notes really, but sharing them here as part of #WorkingOutLoud. … Continue reading

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Sketching the Socially Dynamic Organisation

A Socially Dynamic Organisation will be fundamentally adapted: not simply a minor reinvention of the current state, but rather a fundamental evolution in organisational design and execution. Not unrelated to the current state, but certainly evolved from it. I shared … Continue reading

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Intractable Resistance: Frustrated Change

There is a familiar dilemma around change: if we focus on small and manageable projects, it’s easy to define, easy to achieve, but ultimately often fragmented and ineffective when it comes to addressing the wider challenge. But if we focus … Continue reading

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Resilience: Technology, Community, and Power

I’m working on a new session to deliver this afternoon around resilience in organisations: our ability to become less brittle in the face of asymmetric and unknown disruption. I’m primarily concerned with linking up three separate streams of work: the … Continue reading

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