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/

THANK YOUvijaya@dreampipe.in

DREAMPIPE CONSULTING

+91 99200 66224