1 appreciative inquiry conference - sept 16, 2007, orlando, florida designing strength based...
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1 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Designing Strength Based Designing Strength Based OrganizationsOrganizations
“An Emerging Practice Workshop”
With
Bernard J Mohr & Bob Laliberté Innovation Partners International
Nancy Shendell-FalikNewark Beth Israel Medical Center, NJ
Bob BelangerCertainteed / St Gobain
2 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
During the next 6 ¼ hours, we will, with your participation attempt the following death defying feats!
a) Co-develop description of a “Strength Based
Organization”
b) Learn about three “levels” of designing
c) Experience a “mini” Appreciative Design process
d) Hear about and discuss two great examples of
Appreciative Designing
e) Talk about “Appreciative Designing” and a 4 phase
process for it at the “whole organization” level
f) Translate today’s ideas into the realities of your
“back-home” situations
3 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Strength Based Strength Based OrganizationsOrganizations
• What characterizes them?
• How well do they perform?
• What results can they achieve?
• Unique day to day management challenges?
4 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
The Strength Based Organization (SBO) is a manifestation of Peter Drucker’s invitation to us:
“The task of leadership is to create an alignment of strengths in ways that make the organizations weaknesses irrelevant.”
Let’s make sense of this by reflecting on our own experiences and by responding to a few questions…
Strength Based OrganizationsStrength Based Organizations
5 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
1. What organizations do you know that exemplify the Strength Based Organization as you imagine it to be?
2. What are the daily strength based processes, practices, systems or structures within these organizations that align strengths in ways that make the organizations weaknesses irrelevant?
3. How do these organizations bring meaning and value to people’s lives, their customers and the world?
Strength Based OrganizationsStrength Based Organizations
6 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• Constant visioning of the individuals and organization in action
• The Positive Core, the organization’s DNA, is made public and continually utilized
• Relationship building through positive disclosure
• Story telling is valued as a process for communicating the complex knowledge amd wisdom of the organization
Strength Based Organizations”Strength Based Organizations”What characterizes them?What characterizes them?
7 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• Groups of people routinely meet with purpose and intention… instead of deadly agendas, sincere inquiries abound
• Individuals/teams routinely volunteer in areas of strengths
• There is a constant reframing of problems to opportunities… resilience abounds
• Diversity of perspective is encouraged - cross-team, cross-department and cross-organization work… and valued
Strength Based OrganizationsStrength Based OrganizationsWhat characterizes them?What characterizes them?
8 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• People are hired for their strengths… followed by focusing on what qualities caused the hire and then developing these even further.
• Coaching and mentoring aims to bring out peoples best (rather than “constructive feedback” intended to “fix” people)
Strength Based OrganizationsStrength Based OrganizationsWhat characterizes them?What characterizes them?
9 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• As part of the ONGOING visioning process, people buy-in… they demonstrate ownership
• Enthusiasm and creativity keep the organization fresh and continually improving
• People rally quickly to resolve challenges… they take action because they are confident in their strengths
• People find generative ways to recognize success and learn about strengths from difficulties
• People speak up for the good of the organization • They are successful together
Strength Based OrganizationsStrength Based OrganizationsHow they perform?How they perform?
10 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• Save a business (Nutrimental)• Become world class (GMCR)• Create an environment of high diversity (CBC)• Substantially reduce cycle time (John Deere)• New processes of cooperation where they did
not exist (John Deere)• Dramatic development of people and
organizations… find new potential• Reduce or increase business• Perform at high speed with agility• Build hope… where none existed (Fairview
Schools)
Strength Based OrganizationsStrength Based OrganizationsResults they have achieved?Results they have achieved?
11 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• Overcoming a deficit world. Letting go of
fixing problems, refocusing efforts based on
innovation, strengths and future potential
Strength Based OrganizationsStrength Based OrganizationsChallenges in their daily Challenges in their daily
Management? Management?
12 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
The Logical Thinking Process: A Systems Approach to Complex Problem Solving
Dettmer, H. William
ASQ Book of the Week9/12/07
QuickTime™ and aTIFF (Uncompressed) decompressor
are needed to see this picture.
13 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
• Valuing the work of innovation teams AND managers
• Constant development and change
– Maintaining the energy toward change, and the unintended consequences arising from that
– Balancing innovation and change with the daily work of the organization
• Leading through inspiration and a focus on what is wanted vs fear and a focus on what is NOT wanted
• Being and practicing AI in hundreds of small opportunities we have each day
Strength Based OrganizationsStrength Based OrganizationsChallenges in their daily Challenges in their daily
Management? (cont’d) Management? (cont’d)
Does Design Matter?Does Design Matter?
“I am led to conclude that an organization’s structure can be moral or immoral in and of itself. Thus I realize that consciously constructing an organization that, by its design, impairs people’s health is ultimately no different than willfully using asbestos in the construction of a brick-and-mortar building when we know that the material is likely to compromise the health of the buildings inhabitants.”
Jerry Harvey, PH.D
Professor Emeritus of Management Science, George Washington
“Most people spend 50% of their time not just doing their job but fighting their own institutional bureaucracies.”
Dee Hock, Founder, Visa International
“All systems are perfectly designed to achieve the results they are currently getting.” Marv Weisbord, Author, “Productive Workplaces”
15 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Levels of Appreciative Levels of Appreciative DesigningDesigning
• Low = design of a “one time” event (eg. - a strategic planning retreat, a performance appraisal session, a visioning workshop etc.)
• Medium = design of a “mission critical” business process (eg. - patient transfer from unit to unit, strategic planning deployment process) or an organizational sub unit (eg team, department etc)
• High = design of a whole “stand alone” organizational unit (eg. a business unit, a plant, etc)
Does Design Matter?Does Design Matter?
“All systems are perfectly designed to achieve the results they are currently getting.”
Marv Weisbord, Author, “Productive Workplaces”
17 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Four Lenses For DesigningFour Lenses For Designing
CULTURE/CONVERSATION
THE WORK ITSELF(TECHNICAL SYSTEM)
OUTSIDE REQUIREMENTS
THE ORGANIZATION(SOCIAL SYSTEM)
18 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Appreciative DesigningAppreciative Designing
What does it mean to Design something?
Designing What?
How is Appreciative Designing different?
What does a 4 phase process for Appreciatively Designing a whole Strength Based Organization look like?
19 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Appreciative DesigningAppreciative Designing
What does it mean to Design something? Brownfield.
20 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Appreciative DesigningAppreciative Designing
What does it mean to Design something - Greenfield.
21 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Designing What?Designing What?
Strength Based…..
Processes, Systems, Structures and Strategies for:
1. The Organization’s Core Work
2. Capacity Development - in Leaders, Teams and
Individuals
3. Direction Setting, Goal Deployment
Measurement, and Adjustment
4. Innovation Management
22 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
How is Appreciative How is Appreciative Designing different?Designing different?
Traditional (deficit based) Designing
• Top down and/or small design team
• Identify and fix what’s broken (or design something new without reference to past)
• Designing as pre-curser to implementation
Appreciative (Strengths based) Designing
• Guided by top AND highly participative (design community)
• Begin with “whats worth preserving or building upon” (even when in “greenfield”)
• Designing as simultaneous with
implementation
23 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
A 4 Phase Process for Appreciative A 4 Phase Process for Appreciative Designing of Strength Based Designing of Strength Based
OrganizationsOrganizationsDEFINITIONEstablishing
the
Foundation for the
Strength Based
AppreciativeDesign
Process
DISCOVERYUnderstand,
Map and share
Current Strengths,
Assets,
Hopes, Oppt’ys &
Req’ts For Future
Success
DREAM
& DESIGNImagining the
Plant in Action (& Results
Obtained)
and Developing The Socio-
Technical Architecture
of New Organization
DELIVERYImplementation
Planning and Implementation
24 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
A 4 Phase Process for Appreciative A 4 Phase Process for Appreciative Designing of Strength Based Designing of Strength Based
OrganizationsOrganizationsDEFINITION
Establishing the
Foundation for The
Strength Based Organization Design Process
DISCOVERY
Understanding Current Strengths
Hopes, Oppt’ys &
Req’ts For Future Success
DREAM/DESIGN
Imagining the Plant in Action (Results Obtained)
and Developing The Nuts and Bolts of the New Organization
DELIVERY
Implementation
Planning and Implementation
Advantages and stages of this approach understood
Steering Group & Design Community selected
Current mission, vision and business plan reviewed
High-level, current state process descriptions to establish shared ground
Scope, success factor’s, key roles identified;
Customised plan for proceeding created -I.e. decisions about who will be involved at each stage including engagement strategies for key external stakeholders
Discovering, mapping, sharing and prioritizing the org’ns strengths and capacities and opportunities from the lenses of:
•External requirements and opportunities•Internal core process functioning•Internal organization and mng’t systems•Internal culture
Reviewing the “current state” information - have we identified the right opportunities to address?
Ideas for short-termbreakthroughs
Envisioning the org’nalive with its
strengths andcapacities - imagining
the new results( Future state
activity mapsDetailing the new
org’nand new core
processes)
Design Innovations generated
In areas such as• Technology• Group Boundaries and
Coordination • Jobs/Skills• Compensation• Information & Measurement• Hiring/selection Procedures• Training Systems • Quality Control • Continuous Innov. systems• Customer and Supplier Links
Strategic Mng’t systems
Ideas for short-termbreakthroughs
Identification of projectdependencies - Whoand what else isneeded?
Estimates of implementationresource requirementsAgreement on priorityProjects
Agreement on how we will learn and adapt as we implement the changes
Implement, A-valuations, modifications
25 Appreciative Inquiry Conference - Sept 16, 2007, Orlando, FloridaDesigning Strength Based Organizations © Mohr and Laliberte - www.InnovationPartners.com
Contact InfoContact Info• Bernard J. Mohr, is an organizational designer and keynote speaker focusing on Organizational Innovation.
Innovation in how people organize and coordinate, how strategy is translated into daily practice, how improvement in quality, effectiveness and relationships is approached and the way organizations (public, private and not for profit) address challenges such as mergers, rapid expansion, new market demands and social contribution. Recent books include "Appreciative Inquiry: Change At the Speed of Imagination" (Jossey Bass, 2001) and Essentials of Appreciative Inquiry: A Roadmap For Creating Positive Futures (Pegasus Communications, Waltham, USA 2002) and “The Appreciative Inquiry Summit: A Practitioner's Guide for Leading Large-Group Change” (Berrett-Koehler 2003). He can be reached at 207-874-0118 or [email protected]
• Bob Laliberte has managed or consulted to organizations for more than 30 years in the field of high-performance work system design, redesign and project management. ハ His focus is on innovative whole system change approaches. For 20 years prior to consulting, Bob worked in engineering or OD/HR capacities for American Optical, Polaroid and lastly Domtar where he led the organizational design and start-up of the Newington site, still recognized as one of the most productive wallboard facilities in the world. ハ He holds a BSME from Northeastern, an MS in Management Science from WPI; teaches the Project Management Certificate Program at two universities and is adjunct faculty at the University of Maine. He can be reached at 207-787-4191 or [email protected]
• Nancy Shendell-Falik, RN, MA is the Vice President of Patient Care Services at Newark Beth Israel Medical Center, an affiliate of the Saint Barnabas Health Care System. In this position, Ms. Shendell-Falik is responsible for all administrative and clinical operations for the Departments of Nursing, Pharmacy, Anesthesia, Renal and Transplant Services, and Infection Control, as well as clinical areas including Critical Care, Medical-Surgical, Perioperative, Emergency Department, Behavioral Health, Maternal and Infant Health and Children’s Hospital of New Jersey. She can be reached at 973-926-7612 or [email protected]
• Bob Belanger is Manager, Operations Development, Certainteed Gypsum Inc. Bob has spent 17 years in the wall board manufacturing business – as Plant Manager and various roles in Maintenance, Quality, Mill and as a Production Superintendent. He started in one of the first high speed plant’s built in the United States, featuring line speeds in excess of 400 FPM, two Board Dryers and a very unique high performance work structure. He is currently responsible for all operations development at Certainteed Gypsum and is also the HighCommitment/High Engagement design coordinator for the greenfield plant in Moundsville, West Virginia. He can be reached at 813-944-7778 or [email protected]