a suite of frameworks for organizational effectiveness
TRANSCRIPT
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A SUITE OF FRAMEWORKS FOR PERSONAL AND ORGANIZATIONAL EFFECTIVENESS Ayman MashhourMarch - 2017
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Agenda
Abstract Introduction Challenge A Suggested Holistic Approach The Landscape of Models and Frameworks Foreseeable Benefits Summary Call to Action References
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Abstract
The objective of this presentation is to share an array of frameworks and models that when used together can lead to a significant enhancement of an overall effectiveness of the individuals within an organization
The point of view being advocated here is how the chosen concepts can form a strong foundation for ongoing evolution of an organization and the individuals it comprises
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Introduction
The presentation draws on a number of known models and frameworks that are used to understand and transform organizational behavior
The premise for leveraging those models is to have good practices to follow on an ongoing basis that would maximize the benefit for an organization as opposed to using such models sparsely and/or intermittently
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Challenge• Enhancing results, of a person’s
undertakings, requires that we address the layers that drive those results
• Essentially, the whole pursuit of raising effectiveness needs to start at the “thoughts” level
• In today’s world, with an ever increasing pace and pressure, individuals as well as organizations tend to fall in the following traps:
Working on the top layers – results and behaviours
Ignore the cumulative wisdom available in those organizations as well as that of the professional development literature
Using the same mindset when dealing with people-related problems that we use to sort out problems with processes/things
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A Suggested Holistic Approach
The point of view of I am advocating is based on the following principles: Pay attention to the difference of people problems as opposed to processes and things Use an integrated set of models that includes:
Enabling high performance Mitigating derailment Fostering knowledge creation
Use the chosen models on an ongoing basis – not just in one-off events (e.g., seminars and workshops)
Realize that reaping the benefits of such models would happen when we attempt to perfect them by knowingly practicing them – with the understanding that this is a journey of transformation and growth
Revisit the battery of models to ensure it is fit for purpose – and add and retire stuff as appropriate
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The Landscape of Models and Frameworks
Enabling Performanc
e
Knowledge Creation
Mitigating Derailment
Being in your zone
Optimal Experience
The seven habits of highly effective people
First things first Giving and
receiving feedback
Leadership styles and their impact on organizational climate and results
Six steps to transforming performance
o Mental mapso Knowing your
natural preferences
o Choose your focuso Handling
resistance to change
o Ridding of bad habits
o Feel the fear and do it anyway
o Team formation cycle
o Awakening to your purpose
Learning styles Knowledge spiral The power of subconscious
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The Landscape of Models and Frameworks
Being in “the zone”
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The Landscape of Models and Frameworks
The optimal experience
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The Landscape of Models and Frameworks
The Seven Habits of Highly Effective People
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The Landscape of Models and Frameworks
First Things First
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The Landscape of Models and Frameworks
Feedback
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The Landscape of Models and Frameworks
Leadership Styles and their impact
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The Landscape of Models and Frameworks
David Rock’s Six Steps to Transforming Performance
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The Landscape of Models and Frameworks
Mental maps
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The Landscape of Models and Frameworks
Knowing your preferences – Myers Briggs Type Indicator
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The Landscape of Models and Frameworks
Knowing your preferences – Hermann Brain Dominance Instrument
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The Landscape of Models and Frameworks
Choose your focus
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The Landscape of Models and Frameworks
Handling Resistance to Change
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The Landscape of Models and Frameworks
Ridding of bad habit(s)
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The Landscape of Models and Frameworks
Feel the Fear and Do It Anyway
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The Landscape of Models and Frameworks
Team Formation Cycle
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The Landscape of Models and Frameworks
Awakening to your Purpose
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The Landscape of Models and Frameworks
Learning Styles
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The Landscape of Models and Frameworks
Knowledge Spiral
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The Landscape of Models and Frameworks
The Power of the Subconscious Mind
To tap into the power of subconscious mind, try the following when dealing with problems that you need to solve – this can apply to exam questions:• Define the most difficult and toughest – and keep at that level, do not try to think of a
solution• Start with the second easiest – this gives you confidence and keeps your conscious mind
busy enough so as not to block your subconscious• Attempt your toughest problem – and chances are you are going to come across
plausible solutions• Leave the easiest one till the end of your constrained time – that one you can solve
“blindfolded”.
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Foreseeable Benefits
Boosting the strengths in each every person – and the organization, collectively
Becoming aware of ourselves and the others – which would make communications more constructive and hopefully minimize time and energy waste
Create an atmosphere that is conducive to ongoing development, learning and improvement
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Summary
We have covered: The challenges we are facing – distractors that can lead us to miss great
opportunities An introduction to an array of cumulative wisdom that was developed by
authorities in the domain of processional and leadership development – and are adopted by a significant number of successful individuals and enterprises
We contend to you to please make use of them!
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Call to Action
Start by understanding the models Get into the habit of tapping into the power of those models – by practicing
them with passion Be a missionary within your circles: friends, family and colleagues to help
create a better world – leveraging your best traits/talents and by being aware of the differences with the others
View the differences with others as a way to synergize and come to better and more informed decisions
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References David Rock. Quiet Leadership. Ken Robinson. The Element. Mihaly Csikszentmihaly. The Flow. Stephen Covey. The Seven Habits of
Highly Effective People. Stephen Covey. First Things First. David Rock. SCARF model. CICOM Brains. Leadership Styles,
Climate and Results. MBTI literature. HBDI literature.
Kotter and Schlesinger. Dealing with Resistance to Change.
Judson Brewer. TED talk: A Simple Way to Break a Bad Habit.
Susan Jeffers. Feel the Fear and Do It Anyway.
Bruce Tuckman. Team Building Model. Eckhart Tolle. A New Earth. David Kolb, Peter Honey and Alan
Mumford. Learning Styles. Nonaka and Takeuchi. Knowledge
Management Cycle. Francis Cattermole of the OUBS. In his
lectures on “Creativity, Innovation and Change”.