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Organization Development Tactics for Start-ups
S.VIJAYA DEVIDREAMPIPE CONSULTING
GROWTHVS
DEVELOPMENT
CHILD GROWTH VS
DEVELOPMENT
ECONOMIC GROWTH
VS DEVELOPMEN
T
ORGANIZATION GROWTH
VS DEVELOPMENT
GROWTH DEVELOPMENT
• NUMBER OF CLIENTS • NUMBER OF EMPLOYEES• OFFICE SPACE • TOP LINE • BOTTOM LINE• FUNDING
• PEOPLE ORIENTATION• POSITIVE CULTURE• VALUE ALIGNMENT • LEADERSHIP• AGILITY• INNOVATION
TANGIBLE INTANGIBLE
DO YOU WANT GROWTH OR DEVELOPMENT FOR YOUR
ORGANIZATION ?
“Small Giants : Companies that Choose to be Great Instead of Big” - Bo Burlingham
FOR ORGANIZATIONS TO DEVELOP, DO THE
INDIVIDUALS HAVE TO DEVELOP ?
“WHAT ARE THE PULLS OF DEVELOPMENT FOR AN INDIVIDUAL ?”
LEARNINGAS A PROCESS
FOR DEVELOPMENT
“WHAT GOT ME HERE, WON’T GET ME THERE”
TWO TYPES OF LEARNING
ACQUIRED LEARNING
ADAPTIVE LEARNING
ACQUIRED LEARNING ADAPTIVE LEARNING
• Similar to adding more applications to a computer system• Acquiring new knowledge and skills• Become efficient in executing tasks
• Similar to upgrading the system with a new OS• upgrading the meaning-making system• Helping the mind to deal with increasing levels of complexity• Fundamental shift in worldview, belief and value systems
For further reading : http://integralleadershipmanifesto.com/manifesto/making-subject-object/
WORLDVIEW(MINDSET)
VALUES&
BELIEF SYSTEM
WHAT ARE YOUR VALUES ?
WHAT ARE YOUR ORGANIZATION’S
VALUES ?
VALUES FRAMEWORKACHIEVER MINDSET – values excellence, advancement, prosperity, achievement and status
POWER MINDSET - values power, freedom, adventure and control
TRADITIONAL MINDSET – values stability, security, belonging and boundaries
PLURALISTIC MINDSET – values connection, tolerance, cultural sensitivity, diversity, sustainability and interdependence
Accomplishment Achieving Action-Oriented Appreciation Benevolent Careful Caring Clean Creditable Daring Dedicated Dependable Determined Strength Stability
Energetic Enthusiastic EthicalEqualityHelpful HonestyHonorableKindness Knowledge Learning Legacy LoveNimble Noble Non- Conforming
VALUES VOCABULARY
HOW DO WE ACHIEVE ADAPTIVE LEARNING
FEEDBACK LOOP
DOUBLE FEEDBACK LOOP
• PSYCHOMETRIC TOOLS• COACHING• HUMAN PROCESS LABS
SPECIFIC TOOLS FOR ADAPTIVE LEARNING
GROUP DEVELOPMENT
GROUP DEVELOPMENTHOW DO YOU KNOW A GROUP IS DEVELOPING ?
• IF THE GROUP HAS A BASIC AGREEMENT ON ITS VALUES, VISION AND MISSION
• IF ADEQUATE FEEDBACK MECHANISMS ARE AVAILABLE FOR IMPROVING PERFORMANCE
• OPTIMUM USE OF MEMBER RESOURCES HAPPENS
• IF THE GROUP HAS THE CAPACITY TO LEARN FROM IT’S FAILURES AND EXPERIENCES
• IF THE INTERNAL PROCESSES ARE INTEGRATED – COMMUNICATION, DECISION MAKING, BOUNDARY MANAGEMENT, ETC
• IF GOALS ARE WELL DEFINED AND ARE ACCEPTED BY EVERYONE
GROUP NORMS• SET OF EXPECTATIONS OR ASSUMPTIONS • ON WHAT IS RIGHT AND WHAT IS NOT RIGHT • EITHER FORMAL OR INFORMAL • THEY PREDICT AND CONTROL THE BEHAVIOUR OF GROUPS AND INDIVIDUALS • COULD BE EITHER HEALTHY OR UNHEALTHY • DIFFICULT TO CHANGE AND INTRODUCE NEW NORMS • INTERLOCKING GROUP NORMS DETERMINE CULTURE
“ALL ORGANIZATIONS ARE DESIGNED PERFECTLY TO GET THE RESULTS THEY
ARE GETTING”
“IF WE WANT DIFFERENT RESULTS, WE MUST DO THINGS DIFFERENTLY”
THINK OF A METAPHOR FOR YOUR
ORGANIZATION
CLAN
ARENA
MACHINE
NETWORK
ECOLOGICAL
METAPHORS FOR ORGANIZATIONSDiscipline. Conservative. Loyalty. Resistance to change. Protective
High risk taking ability. High on energy, low on cohesion. Competitiveness. Opportunistic. SpeedPlanning. Rational Thinking.Calculated Risk Taking. Boundary Management. Order & Balance
Strategic. Meritocratic; Achievement.Self Development.Building Mutually Beneficial Relationships
Mentoring. fostering teams; Community Building; Humanising organisation goals; Democratic
For further reading : https://eumuniverse.wordpress.com/about/
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