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Aaron Dignan on being complexity conscious and people positive

...n organisation, and all these different kinds of grand theories about how we work. And they each have their own lexicon and their own principles, and mindsets. And I felt like it's too much to bear, when I made a list of them. I mean, you can easily write down 48 or 50 principles that suddenly become overwh...more
...bout what do we believe about the world at large and how it works. And if you connected all the dots, you ended up with these two kind of fundamental mindsets from which everything else can spring. And so people positive was the first. It's sort of aligned with self- determination theory and a lot of other...more
...n, we're going to do this new org chart, we're going to introduce this new policy and everything will be perfect. And so complexity conscious is the mindset that says - the world is dynamic, it's unpredictable, we're moving fast. And in fact, we're also, you know, people in a system inside that world. And...more
...nds. Those are all the ways to try to deal with that complexity. And try to make sense of it. So I think that those were really the two foundational mindsets. And if you look at them, they can actually be in tension with each other. Which is really cool. So the complexity conscious mindset might lead us to...more
...wo foundational mindsets. And if you look at them, they can actually be in tension with each other. Which is really cool. So the complexity conscious mindset might lead us to do experiments that have real costs - experiments where people fail, where people have to be fired, or where people lose their jobs ...more
...this in this balance in this harmony. So that was a that was really an exciting point when I was writing the book - where I was like, okay, okay, two mindsets. We can do that - like people can remember that they can understand that. Lisa Gill: Yes, I think they're very catchy. It helps that it's alliterated...more
...bout this before (in the reading community and in various other places), but I have this interest in human skills and how we relate to each other and mindsets. How do all of these things need to shift and what do we need to learn and unlearn in order for these new kinds of principles and practices to really...more
... it's very difficult to coach 300,000 people. So, that's quite an ambitious undertaking to say that you're going to actively intervene and change the mindsets of 300,000 people on a one-to-one basis. That's hard. On top of that, there have been some arguments put forward that I think might carry some weigh...more
...eight. And these say that it might be like colonialism, right? Like, it might actually be dangerous for us to say, 'we know better than you what your mindset should be'. So we're going to come in, and we're going to actually change your mindset - we're going to change the way you think and what you value a...more
...be dangerous for us to say, 'we know better than you what your mindset should be'. So we're going to come in, and we're going to actually change your mindset - we're going to change the way you think and what you value and how you show up. And obviously, you know, good coaches don't do that - they particip...more
...hink from our perspective, if we can change things in the system that affect everyone at scale - that start new patterns, that reinforce the kinds of mindsets and identities that we want as a collective, that we all believe are going to serve us better, then they can pave the way for that personal developme...more
..., what's present for you right now that you can step into and what's the adjacent possible that is just one adjustment away? If we can align on those mindsets, if we can align on a belief in people positivity and complexity consciousness, if we can have a principled take on what work should be, then it's re...more
...hat we've tangled? And how do we find our way to new things, and that's going to be a journey that goes on forever. So, to me, I would spend time on mindset, I would spend time on theory and discussion of the nature of work and the nature of people, I would try things, start small and learn by doing. So t...more

Miki Kashtan on the three shifts needed for self-managing organisations to thrive

...the systems that we're operating in, in order to collaborate in a self managing way. So it's a really deep conversation about navigating power, about mindset shifts, new levels of dialogue and self awareness. It's kind of impossible to do it justice in a summary, really. But Miki talks with such intentiona...more
...n individual basis, changing it from below is the highest skill level necessary – to be able to collaborate with someone who isn't in a collaborative mindset, and also has power in relation to you. That is the biggest deal, that is where nonviolence really gets tested. So they're internal changes. There ar...more
...managers. So, beyond structures and and systems, what are the sort of human shifts that need to happen? What can I do as a human being to develop the mindset, the skills, the abilities needed to collaborate in in a more self managing way? Miki Kashtan: I'll start with telling you a story. And through that ...more
...es, we worked out a decision that everyone said, "Yeah, that works. I can I can deal with that." So some of the principles there. The main one is the mindset shift from "what do I believe is the best thing to do" to "what is most likely to work for everyone". And it is literally something that changes peop...more
...ion that works for everyone, because you look at it from above. And so you're looking for something that can see the whole. So a fundamental shift in mindset is from me to we, and all of us have that capacity. It's there. It's built into our evolutionary design. Because we evolved, as far as I understand t...more
...pacity is still within us. It's just atrophied. So we don't remember to do it. But when asked, almost invariably, people can do it. So that's one key mindset shift is: what will work for everyone. And we tend to polarise. If I want something and you want something else, it's like, "Oh, my God. And it's lik...more
...win, but she came up with the idea of an integrative solution, as opposed to domination or compromise integration. So those are those are some of the mindset changes. And the shift in terms of skill. It's about learning dialogue skills. And in particular, I can give two principles. The first one is: how t...more

Nand Kishore Chaudhary from Jaipur Rugs on love, collective consciousness and self-management

...gs is connected with 40,000 artesans in 600 villages in India, and all these women are working from their own home. We work with them to change their mindset and bring heart to heart connection with each other. The carpet industry is one of the most unorganised sectors and is still largely dependent on con...more
...is it unusual? Or did people find it valuable pretty quickly? NK Chaudhary: It depends on the people. There are so many people who have got the fixed mindset. And it is very difficult to make them realise. But I think as I told you the people who are like the child while innocent, then they take my advice ...more
...an then further become the ambassadors of the same in our organisation. The second is: to create the right and relevant training programme to bring a mindset change in the whole organisation. So now we are seeking help from people around the world who have already implemented self-management across their o...more
...s well, that one of the challenges is in the head office, and you've learned a few lessons I think about hiring people and realising that perhaps the mindset change isn't possible or that they're too ingrained. So as you grow as an organisation, how do you think you can keep alive this culture? As new peop...more
...lly make a difference? And do I really have time to be doing all of this?" What do you say to people who are sceptical about the difference that this mindset makes? NK Chaudhary: I want to tell you one thing that since I started with this business... I've been in this business for the last 42 years, and fo...more

Lisa Gill and Mark Eddleston celebrate 50 episodes of Leadermorphosis

...pace that we work in is maturing, how do you imagine it might be looking over the next year, and particularly with what's going on at the moment? So, mindset's been mentioned, and that's the focus of the episode with Miki Kashtan, (which is really worth a listen). And you mentioned just earlier that often ...more
...at employee ownership in a way that's really holistic, I guess? So not just like on paper, but actually what that means, and really having a co-owner mindset that stems from real, actual kind of co-ownership rather than just something symbolic, if you know what I mean?...more
... about feedback, but there is still an emphasis on development. But that's also really hard to do. So no one has cracked this relational human stuff, mindset stuff - how to be as a leader, how to create that paradox of how to create environments where everyone is powerful, and and yet, at the same time, al...more
...g anyway, so it's like, what have you got to lose? It's worth trying something, isn't it? Do a pilot, experiment with something. I think that's a key mindset shift - it's not about this kind of old way of thinking about change, where you change the whole thing and then freeze it and then change it. It's li...more

Pasteur Byabeza on transitioning to self-management at Davis College

...eans being open and honest with others and ourselves. That's really important, and has really helped us a great deal. Another one is embracing growth mindset. We believe we are a community of lifelong learners - that's how we accept changes, we learn new things, new ways of doing things. See, that's evolut...more
...hanges, we learn new things, new ways of doing things. See, that's evolution, we change. Human beings - we change, we evolve. You know, that's growth mindset. We believe we can learn new ways of doing things and that comes from a culture of embracing growth mindset. Another one is drawing the owl. That's o...more
...hange, we evolve. You know, that's growth mindset. We believe we can learn new ways of doing things and that comes from a culture of embracing growth mindset. Another one is drawing the owl. That's our terminology, but it means getting things done and learning as you go. So those three together have really...more

Frederic Laloux with an invitation to reclaim integrity and aliveness

...L Gill: Yeah, it does resonate with me… My colleagues and I at Tuff we call it a productive or un-productive mindset in relation to what you want. And I also think about this amazing company in Sweden, Björn Lundén, this publishing company and the founder is this am...more
...nd everything has an individual and the collective component. One way of saying it is everything has an internal individual component, my beliefs, my mindsets… And everything has an individual external component — my actions, my behaviours — that you can actually see and measure. An inner collective compone...more
...tures where people tend to default to “Oh, yeah, but you know, we should retrain people or we should sort of have a deep programme to change people’s mindsets.” Maybe another example that comes up often is: people shy away from difficult conversations. So self-managing is working, but people don’t give eac...more

Bill Fischer and Simone Cicero on Haier and the entrepreneurial organisation

...L Gill: Yeah, my bias is that I come from a training background and so I’m always curious about the human, relational aspects and what is the kind of mindset that’s needed for this way of working to thrive, especially if you’re a manager. And often when there’s a transformation an organisation, like Zappos...more
..., for example, to really ‘get’? You know, I’m thinking about what you were saying earlier as well about Taoism and how that’s influenced this kind of mindset, if you like. B Fischer: What I think Haier has done, as it’s moved towards hiring more entrepreneurial workers — and that that didn’t start at the ...more
..., “Let’s think about all the internal reasons we can’t do it before we even begin thinking about the customer”. So I think, you know, a lot of it is mindset, a lot of it is…changing the way in which people prioritise inside/outside, and then what gets adjusted to what. And then, in Qingdao, clearly, peopl...more

Amy Edmondson on psychological safety and the future of work

...as you say, the psychological safety piece for me, is something that’s being talked about less, the less tangible stuff, the interpersonal stuff, the mindset shift or the skills, the human piece, as opposed to the practices, structures, processes. So I think that’s a really valuable dimension to talk about...more
...e responsible for creating this climate of psychological safety, but it’s also about the non-leaders, if I can use that term, stepping up in a way, a mindset shift to seeing themselves as active players in that game… AE: To be the change that you wanna see and realise — and I’m often reminding my sons of ...more
...the coming generation of leaders does recognise that the challenges that lie ahead are huge. So as long as you can get beyond the “It’s all about me” mindset, the writing is on the wall that this is gonna take everything you’ve got. And it’s not all about you, but it is all about others and I think that’s ...more

Margaret Heffernan on how to act our way out of the status quo trap

... a big takeaway from this conversation already is that the way out of the status quo is not by thinking about it by doing. Which already is kind of a mindset shift. Right? Yes. And it doesn't seem to be a huge one, except the evident resistance to it suggests that it's much harder than it sounds. ...more

Jorge Silva on horizontal structures and participatory culture at 10Pines

...u're organised. I'm wondering what you're learning in terms of - not so much in terms of structures and processes - but in terms of the skills or the mindset that's needed in order to work in this more self-managed way? Jorge Silva: Well, yeah, I think that we were thinking about that a lot. One important ...more

Peter Koenig on source, money and consciousness

...know you've talked about how, in organisations, you can have people who are aware that they are a source, and then people who have a kind of employed mindset; "I'll do the minimum that's required to not get fired or to not get in trouble or do my nine to five, and then I'll go home." And so to me, there's ...more

Margaret Wheatley on leadership and Warriors for the Human Spirit

... are sort of systems like holocracy out there. But I speak to lots of people who feel like there's something missing - the kind of human part and the mindset - I guess, the heart-mind part that you're talking about, that not many people are talking about that or how we can train that. So what are your thou...more