integrating aim, strategy, organization design...

Global Organization Global Organization Design Summit IIDesign Summit II

Summit II Theme: Aligning Organization Design and Culture to

Accelerate Performance and Adaptability in the

Three Horizons of Work

The New Africa Organization Design ForumIntegrating Aim, Strategy, Organization Design, Organization Development,

and Change Management for Optimal Performance

Join the Globa l innovators in “applied” Whole Systems Change in Business, Government, and Non-Government

Organizations. Presenters will be sharing Rea l Stories, Rea l Success, Rea l Cha llenges, Rea l Best Practices - in the ir Case Studies.

Colette Clark,South Africa,Deputy Director General: Service Delivery & Organisational Transformation, DPSA John K. John, India , Assoc Globa l Director, Ta lent Transformation and Entrepreneurship, HCL Technologies

Lisa Cohn, South Africa Digita l Strategist in Advertising and Marketing.

Craig Yeatman, South Africa , Chief Executive Offi cer of the WorldsView™

John Ballam, Durban SA, Director, JC Ba llam Assoc , Master of Philosophy.

Lisa Kimball, US, President of Plexus Institute , Board Member & Conference Cha ir USODN

Avril Williamson, Deputy Dire c tor Genera l; HR , South Africa Department of Home Affa irs

Dick & Emily Axelrod, US, “Terms of Engagement”, Conference Mode l Change

Noble Kumawu, Ghana , co-author of Globa l OD: A Mode l for Africa and the World

Bryan Sivak, US, Chief Innovation Offi cer for the State of Maryland

Mantai Murry, South Africa ,Senior IT Consultant, Datatec

Jeroen Maes, Netherlands, Co-Founder of Rea lize!

Dr. Cynthia Hansen, US, Solution Focused Clinica l Psychologist

Freddie Crous, South Africa , Professor of Industria l Psychology at the University of Johannesburg

Emperors Palace, Kempton park – Johannesburg

Pre-Con Workshops:30 November 2011Conference:1-2 December 2011

Bringing the World of Design to Africa and Africa Design to the World

Stu Winby, USA,is the World’s premier leader in designing adaptive Horizon III organisations

Naomi Stanford, UK/US, “Org Design, a Collaborative Approach”

LIVE VIA SATELLITE!

MEDIA PARTNERS

TEL: +27 11 326 0353 • FAX: +27 11 326 0354 • VISIT OUR WEBSITE: www.amabhubesi.com

Global Organization Design Global Organization Design Summit IISummit II

Horizon:

Typical Structure

Decision Culture

Culture of Change

Best “Fit”Change Method

Design Leaders and Methods

I. HierarchicalInnovations in Core/Mechanistic Design

Hierarchy / Vertical structures

Controlled, authority cascaded from top, directed

Push-Control & Predict, conformity with prescribed culture

Waterfall, strategic planning, supports status quo

Ga lbra ith; Star Mode l, Jacques; Requisite OrderFredrick Taylor; Mechanistic

II. ParticipatoryInnovations in Emerging/Humanistic Design

Hierarchy / Cross functionalVertica l and Horizonta l

Delegated authority from top to se lect teams, feedback loops infl uence dec isions

Push / Pull-Proactive , engage , transfer knowledge , learning, co-created culture

Engagement events and initiatives, shifts the status quo and power re lations

Axe lrod; Conference Mode lEmery/We isberg; Search, Lukensmeyer; AmericaSpeaksOwens; Open Space

III. IAdaptiveInnovations in Experimenta l /Organic Design

Flat / Networked, Circ les, F luid, focus on roles not structure

Distributed to a ll leve ls based on individua l accountability

Pull-Sense & Response to rea l time stimuli, transparency,emergent culture

Real time & built into operating process, vertica l structure fades, focus shifts to results vs. structure

Winby; Dec ision Acce lerators, Robertson; Holacracy, Ressler; Results Only Work Environments

1-2 December 2011

The “Three Horizons” of Work Syngineering Solutions @2011

Ma pping the Alignment of Design and Culture in the “Three Horizons of Work”

TEL: +27 11 326 0353 • FAX : +27 11 326 0354 • V ISIT O UR WEBSITE: w w w. a m a b h u b e si . c o m

T h is y e a r ’s O r g a n iz a t i o n D e s i g n Su m m i t II , “ T h r e e H o r iz o n s ” o f W o rk , p r o p o s e s t h a t t o b e su c c e ssf u l i n a n y

c h a n g e , t h e m e t h o d d e p l o y e d m ust a l i g n w i t h t h e o r g a n iz a t i o n ’s c u l t u r e . A r o o t c a us e o f w hy m o r e t h a n h a l f

o f a l l c h a n g e e ff o r ts f a i l t o m e e t e x p e c t a t i o n s is t h a t s p e c i a l ists a n d l e a d e rs f a i l t o d o t h is . T h is y e a r w e l o o k

t h r o u g h a f u l l l e ns o f c u l t u r e s t h a t e n c o m p a ss e s e v e r y g o v e r n m e n t , p r i v a t e , a n d n o n- g o v e r n m e n t o r g a n iz a t i o n .

A l l o r g a n iz a t i o n s f a l l i n t o o r a c r o ss t h r e e d i m e n s i o n s o f w o rk: H o r iz o n I , a n e st i m a t e d 70% o f e n t e r p r is e s w o r l d -

w i d e o p e r a t e h i e r a r c h i c a l l y ; H o r iz o n II , a n o t h e r 25% a r e p r e d o m i n a n t l y p a r t i c i p a t o r y ; a n d H o r iz o n III , a b o u t

3-5% o f o r g a n iz a t i o n s a r e tr u l y e x p e r i m e n t a l , f l a t , o r g a n i c a n d n e t w o rk e d . M a n y o r g a n iz a t i o n s h a v e a l l o f t h e s e

“ H o r iz o n s ” . T h e p r e s e n t e rs a t t h is y e a r ’s c o n f e r e n c e i n n o v a t e i n a l l “ T h r e e H o r iz o n s ” o f w o rk , a n d w e b e l i e v e

y o u c a n t o o !

“ O rg aniza tion Design is W h o l e Syst e m A li g n m e nt o f th e Th o us a n d s o f D e c isi o ns M a d e Ev e r y d a y A c ross a n O rg a n iz a t i o n t o A c h i e v e Its A i m ”

Jo in th e In n ov a t iv e L e a d e rs a n d Pr a c t it i o n e rs fro m So uth A fri c a , th e Un it e d Kin g d o m , In d i a , G h a n a , th e Un it e d St a t e s,

N i g e ri a , So uth N e w Ze a l a n d / A ustr a li a a n d th e N e th e rl a n d s g a th e rin g in Jo h a n n e s b urg , So uth A fri c a t o e x a m in e

p rov e n a n d e m e rg in g m e th o d s o f o rg a n iz a t i o n a l d e si g n in H i e r a rc h i c a l, P a rt i c i p a t o r y a n d O rg a n i c o rg a n iz a t i o ns.

Global Organization Design Global Organization Design Summit IISummit II 1-2 December 2011

TEL: +27 11 326 0353 • FAX : +27 11 326 0354 • V ISIT O UR WEBSITE: w w w. a m a b h u b e si . c o m

AT DESIGN SUMMIT II YOU WILL LEARN:

• W hy o r g a n iz a t i o n a l c h a n g e e ff o r ts f a i l ( A M c k i ns e y st u d y f o u n d 70% o f a l l c h a n g e e ff o r ts f a i l t o

m e e t e x p e c t a t i o n s)

• W h a t 5 a s p e c ts o f N e u r o s c i e n c e , 3 l e a d e rsh i p p r a c t i c e s a n d 4 e n g a g e m e n t p r i n c i p l e s a r e n e c e ss a r y

f o r sust a i n a b l e c h a n g e ?

• T h e 10 M y t h s a b o u t o r g a n iz a t i o n d e s i g n t h a t c a n d e f e a t o r g a n iz a t i o n a l c h a n g e

• W h a t h a p p e n s w h e n y o u p u t E m p l o y e e s F irst r a t h e r t h a n C u st o m e rs?

• H o w d o i n g o r g a n iz a t i o n d e v e l o p m e n t a c r o ss A fr i c a is d i ff e r e n t fr o m O r g a n iz a t i o n D e v e l o p m e n t

a r o u n d t h e W o r l d

• W hy i t is b e t t e r f o r t h e O D c o n su l t a n t t o b e a tr i c kst e r ( “ s a n g o m a ” ) t h a n a “ p sy c h o -s o c i a l t e c h n o c r a t ”

• H o w e x e c u t i v e s a r e d e v e l o p i n g n e w “ i ns i d e - o u t ” a p p r o a c h e s t o d e s i g n a n d c h a n g e

• H o w a “S o l u t i o n F o c us e d ” a p p r o a c h c a n s o l v e s o m e o f t h e m o st i n tr a c t a b l e p r o b l e m s a n

o r g a n iz a t i o n f a c e s

• T h e t h r e e p i l l a rs o f l e a d e rsh i p t h a t c a n tr a n sf o r m e v e n a b u r e a u c r a t i c g o v e r n m e n t o r g a n iz a t i o n

• W h e n t o us e “ c o n tr o l a n d p r e d i c t ” v e rsus w h e n t o us e “ s e ns e a n d r e s p o n d ” i n y o u r o r g a n is a t i o n .

• T h e d e s i g n i m p l i c a t i o n s o f y o u r p e rs o n a l d e s i g n w h e n d o i n g d e s i g n w o rk

• L i b e r a t i n g Str u c t u r e s t h a t y o u c a n a p p l y t o d a y t o c h a n g e h o w y o u d o c h a n g e

D e a r C o l l e a g u e ,

Bu i l d i n g o n t h e su c c e ss o f l a st y e a r ’s c o n f e r e n c e , w e a r e “ u p p i n g t h e a n t e ” w i t h a n e w c o l l a b o r a t i o n a m o n g t h e l o c a l a n d i n t e r n a t i o n a l d e s i g n c o m m u n i t i e s . I n a ss o c i a t i o n w i t h t h e h i g h l y r e c o g n iz e d I n t e r n a t i o n a l O r g a n iz a t i o n D e s i g n F o r u m , w e a r e p l e a s e d t o a n n o u n c e t h e n e w A fr i c a O r g a n iz a t i o n D e s i g n F o r u m . T h is n e t w o rk e d r e l a t i o n sh i p w i t h A m a b h u b e s i C o n f e r e n c i n g b r i n g s g l o b a l k n o w l e d g e t o g e t h e r w i t h l o c a l e x p e r t is e .

To d a y ’s o r g a n iz a t i o n s f a c e a n u n p r e c e d e n t e d l e v e l o f c h a n g e , b o t h i n n a t u r e a n d s c a l e , w h i c h g e n e r a t e s s i g n i f i c a n t c h a l l e n g e s a n d o p p o r t u n i t i e s . O u r i n c r e a s i n g l y i n t e r c o n n e c t e d a n d i n t e r d e p e n d e n t w o r l d is fr a u g h t w i t h f a r-r e a c h i n g u n c e r t a i n t i e s . T h e s e f o r c e s sh a p e a n d c u t a c r o ss m u l t i p l e syst e m s: g o v e r n a n c e , f i n a n c i a l , e n v ir o n m e n t a l a n d c l i m a t i c , s o c i a l a n d c u l t u r a l . E v e n ts t h a t u s e d t o b e l o c a l iz e d o r is o l a t e d n o w h a v e syst e m i c g l o b a l , o f t e n u n i n t e n d e d , c o n s e q u e n c e s . O r g a n iz a t i o n s f a c e a s e v e r e d o w n t u r n i n t h e g l o b a l a n d l o c a l e c o n o m y, a n d s i m u l t a n e o us l y f a c e b o t h d is e n g a g e d e m p l o y e e s , a n d r e q u ir e m e n ts t o b e m o r e sust a i n a b l e a n d s o c i a l l y a w a r e .

A t D e s i g n Su m m i t II y o u w i l l l e a r n a b o u t t h e d e s i g n a p p r o a c h e s t h a t e q u i p o r g a n iz a t i o n s t o a n t i c i p a t e , r e c o g n iz e , a n d r a p i d l y a d a p t t o t h e c o n st a n t sh i f ts i n t h e p o l i t i c a l , e c o n o m i c , e n v ir o n m e n t a l , s o c i a l , a n d t e c h n o l o g i c a l d r i v e rs o f o u r g l o b a l e n v ir o n m e n t . Us i n g t h e r i g h t d e s i g n a p p r o a c h s i m u l t a n e o u s l y d e l i v e rs a h i g h e r r e t u r n o n i n v e st m e n t t h r o u g h a c c e l e r a t e d p e rf o r m a n c e a n d g r e a t e r a d a p t a b i l i t y – b o t h r e q u ir e m e n ts i n t o d a y ’s w o r l d .C o m e a n d m e e t t h e l e a d e rs fr o m a r o u n d t h e w o r l d w h o a r e c h a l l e n g i n g c o n v e n t i o n a l w is d o m a n d i ns p ir i n g n e w i ns i g h ts i n t h e a r e a s o f d e s i g n , d e v e l o p m e n t , a n d c h a n g e t o t a c k l e t h e s e n e w r e a l i t i e s “ h e a d - o n ” .

I n c r e a s e y o u r r e p e r t o ir e o f m e t h o d o l o g i e s a n d o f p r a c t i c a l i n t e r v e n t i o n s t o b r o a d e n y o u r a b i l i t i e s . Tr a n sf o r m t h e w a y y o u r o r g a n is a t i o n i n n o v a t e s , a d a p ts , a n d p e rf o r m s t h r o u g h a g r e a t e r u n d e rst a n d i n g a n d a p p l i c a t i o n o f w h a t w o rks b e st i n t h e h i e r a r c h i c a l , p a r t i c i p a t o r y, a n d o r g a n i c h o r iz o n s o f w o rk . C o m e e x p a n d y o u r h o r iz o n s . T h is is o n e c o n f e r e n c e y o u w o n ’ t w a n t t o m iss! T h e r e h a s n e v e r b e e n su c h a g a t h e r i n g o n t h is c o n t i n e n t o r i n t h e w o r l d .

D e s i g n Su m m i t II , p r o v i d e s y o u w i t h l e a d i n g - e d g e t o o ls , m e t h o d s , a n d c a s e st u d i e s , t h a t w i l l e q u i p y o u t o e ff e c t i v e l y a d d r e ss y o u r m o st c r i t i c a l c h a l l e n g e s , a n d g a i n t h e i ns i g h t , c o n f i d e n c e , a n d c a p a b i l i t y n e e d e d t o t h r i v e r a t h e r t h a n m e r e l y su r v i v e .

We we lc om e you to O rg a niza tion Design Summ it II.

K i n d r e g a r d s , B e st W ish e s ,M s Tr ish a A u t h a r B i l l Zy b a c h

Su m m i t D ir e c t o r Su m m i t F a c i l i t a t o rA m a b h u b e s i RS A C o n v e n e r, A fr i c a O r g a n iz a t i o n D e s i g n F o r u m


SESSIONSESSION PRESENTERSPRESENTERS

Creating Adaptive Organizations; Using Work Information Networks and Decision Accelerators for the Ultimate Innovation in Horizon III.

Stu is creating new types of organisations that are transforming how we think about doing work. Currently he is using his adaptive “whole systems” approach in the public and private sectors for healthcare innovation and transformation. He will cover the principles and methodology that he has developed and applied, and that have achieved unprecedented results. Use his current work as a case study, he will illustrate why and how adaptive organisations are the future of work – because they respond in real-time to the speed of change in the world.

The Drivers of Effective Design: 4 Engagement Principles, 3 Leadership Practices and 5 Keys of Neuroscience

Organisational design transforms organisations. Whether you like it or not, when you set out to redesign an organisation you are in the business of organisational transformation. This means that “how” you do the design work is as important as “what” you do. If you look at most organisational design efforts, what do you see? Consultants and leaders deeply engrossed in the design work whilst the rest of the organisation is left wondering “What are they going to do to us?” This way of working results in many organisational design efforts creating their own resistance, making organisational design more diffi cult than it needs to be. In this presentation, you will learn four engagement principles and three leadership practices that minimise the engagement gaps that are part and parcel of any organisational design process. You will come to understand how lessons from neuroscience can spell the difference between success and failure in your organisation design work. Most importantly, you will leave this session with ideas you can use in the very next hour.

Design From The Inside Out: “Putting Employees First and Customers Second”

John demonstrates how HCL defi ed the conventional wisdom that companies must put customers fi rst, and then turned the hierarchy upside down by making management and its enabling systems accountable to the employees. By doing so, HCL inspired the imagination of employees and set HCL on a journey of transformation that has made it one of the fastest-growing and most profi table global IT companies, according to BusinessWeek, and one of the twenty most infl uential companies in the world.

Stu Winby, USA, is the World’s premier leader in designing adaptive Horizon III organisations. His expertise lies in strategy innovation, management of innovation, and organisational strategy and design. His recent work has been with Microsoft,

Yahoo!, Alegent Health, Kimberly-Clark, Abgenix, and Procter & Gamble. He took the #26th ranked US healthcare system, Alegent, to #1 in 3 years – surpassing the long standing Mayo Clinic. His work has been documented in Harvard Business School Cases. He is an active member on the White House Initiative on Productivity and guest lecturer at Stanford, Harvard, MIT, Wharton, UCLA and USC business schools. He is a graduate of Harvard’s program on Professional Services Management and Stanford’s program on Innovation Management.

Dick and Emily Axelrod, USA, are internationally recognised as Leaders and Pioneers in the use of employee involvement to effect and accelerate large-scale organisational change. Dick is the author of the award-winning Terms

of Engagement: New Ways of Leading and Changing Organizations. They co-authored You Don’t Have to Do It Alone: How to Involve Others to Get Things Done, which the New York Times called “the best of the current crop of books on this subject.” Their consulting experience includes Boeing, Chicago Public Schools, Calgary Health Authority, Coca-Cola, Harley-Davidson, Hewlett-Packard, and the UK’s National Health Service. Dick and Emily are faculty in University of Chicago’s Leadership Arts Program, and Dick is faculty in Columbia University’s Principals and Practices in Organization Development. Emily serves on the board of the Organizational Design Forum. Dick is the recipient of the Organization Development Network’s Lifetime Achievement Award.

John K. John is the Global Associate Director, Talent Transformation and Entrepreneurship Development at HCL Technologies. In his current scope of responsibility, he drives transformative initiatives of the HCL Philosophy –

“Employees First, Customers Second”. He has 21 years of experience in the Human Resources function and Learning & Development. John has been with HCL Technologies, Bangalore since October 2005. He holds a Post Graduate Honors in Personnel Management & Industrial Relations from the Madras School of Social work, after he completed his Graduation in Economics from the Loyola College, Chennai. He is a sought after trainer on “Making Work, WORK across Cultures” – a Cultural Sensitization workshop that sensitizes US / European customers to the ways of working of Indians & India.

What Past Delegates had to say:

“The speakers were of high quality”. N. Na idoo, Deputy Manager - KZN Offi ce of Premier


“The conference more than met my expectations”, Stuart Wigham, Senior HR Practitioner

- Birmingham City Counc il



The Evolution of Organisations as Growing Organisms

Colette, as a government executive, understands change and design like few contemporaries. Her her practical and conceptual understanding of organization design makes her the perfect person for her leadership role. An outspoken advocate of building change capacity, she is shifting the way government is designed, away from the traditional methods toward change that makes sense today, and that work in the public sector today. Colette is passionate about having government perform well and has been instrumental in building the capacity, systems and structures that are delivering results. Colette will look at the work that has been done through the lens of “The Evolution of Organizations as Growing Organisms to provide a unique and fascinating perspective. She will highlight “Bright Spots” in government.

Does Organisation Design Really Make a Difference in Africa and the World? An exploration of what creates “Powerful Organisations”

This interactive session will examine and have delegates experience what makes a “powerful organisation”. Noble will provide the participants with a unique opportunity to compare organisational designs with existing structures of both companies they know and ones which are deemed “successful”.

Ten Myths of Organisation Design that Leaders Must Know!

If leaders were familiar with the ten myths of organisation design, then the work of an organisation design consultant in an organisation would be a lot more straightforward. Sadly leaders do not know about the myths and organisation designers do not do a great job of publicizing them. So here’s your chance to learn what they are (if you don’t know them already), to share your points of view regarding each, and to prepare yourself for telling your clients and organisational leaders about the dangers of believing that these myths are real.

Colette Clark, South Africa, is the Deputy Director General for Service Delivery and Organisational Transformation in the South Africa Department of Public Service and Administration (DPSA). She acted as Director General for the fi rst half of

2010 and thereafter resumed this new portfolio. She is responsible for Organisational Design within the Public Service and has been the leading advocate for organization design and culture in South African national government.

Noble Kumawu, Ghana, as one of Africa’s leading Organisational Development practitioners, Noble has performed ground breaking work in both helping organisations and individuals to excel and in building OD capacity. His pioneering

work as co-author of Global OD: A Model for Africa and the World has shattered cultural myths about consulting in Africa and around the world. In 2010 he became the fi rst African to receive the prestigious international Richard Beckhard’s Organization Development Award. Noble is a Psychologist with a post-graduate specialisation in Organisational Development. He divides his professional time between Africa and Europe. He is coordinator of Ghana’s OD Consultancy Skills Training Program, one of Africa’s only institutionally accredited programs where almost fi ve hundred OD students have undertaken their Post-Graduate Diploma, Masters or Doctoral Degree in OD.

Naomi Stanford, UK, USA, is an international thought leader in all manifestations of Organization Design and Development. She has authored three books in the fi eld: Organization Design, the Collaborative Approach, The Economist Guide to

Organisation Design, and Organisation Culture – Getting it Right. Her cross-disciplinary and high involvement methods enable organisations to accelerate and sustain change. In the United Kingdom her main focus has been on supporting large multinational companies, and in the United States it has been on supporting government. She teaches MBA students and supervises Doctoral students. Recently she provided consulting skills and organisation development programmes in China. She is a Fellow of the Royal Society of the Arts.


“The topics were relevant and well co-ordinated”, Robert, Deputy Director: JE - DPSA



John Ballam South Africa, is cited as one of the country’s premier OD consultants. His vibrant and dramatic methods are blazing new paths for consultants to engage their customers. John is a maverick organisational development consultant

and a philosopher/educationist. His eclectic practice includes consulting to a wide range of organisations and individuals who feel the need to creatively deepen their integrity. Comfortable with his own shadow, he uses a wide range of traditional, holistic and edgy processes that entice delegates to experience the romance of deep systemic change. His academic interests centre on the construction of the post modern adult identity, which richly informs his consulting practice. John is a father to four, lover of one, poet and paddle ski/fl y fi sherman on his days outside of ‘coporatopeia.’ This life seems to keep reminding him that “The truth is rarely pure and never simple” (Oscar Wilde). John has a Masters of Philosophy.

Over the past 17 years, she has taken a meandering, creative and multi-disciplinary path through various media, from magazines, to TV, to radio, to mobile, as well as developing and creating new platforms for projects across the continent.

The world is moving at an ever more frustratingly fast pace, and she believes that iit is easy to forget who we are producing for - Joe Everyman. Thus she sees the need to focus even more on the human emotional angle. Her continued studies at the Wits Business School are in advancing management and innovation, through the principles of Design. Innovation and Strategy. Her work is at the intersections of creativity and thinking where business objectives, and turn around products and ideas, create win-win business solution for business bottom lines, and society.


“Presenters were well experienced in their fi elds”, Serefete Mogorosu, Assistant Manager,

OD Department - Botswana Bank


“Excellent conference”, Jaco Beyte ll, HR Manager - Lonmin Platinum

The Part of ‘Weeee!’ That Feeds You Most - Finding the Soul of Design in Practise.

Organisational Development (including Design) is far more than the search for a better theoretical paradigm for productivity. At its best, it should be a deeply holistic practice that integrates and challenges organisational culture. Many organisations, he believes, remain trapped in a Plutocratic Fordism, while paying lip service to the real innovation - that OD can “unblock/unlock” the heart (Emotional Intelligence/Spiritual Intelligence) of the organisation as its primary task. This can only happen if OD practitioners themselves are willing to go on the journey from being a ‘psycho-social technocrat’ to becoming an authentic corporate trickster (sangoma1). This transformation must never be confused with the ‘snake-oil2-messianic’ motivational speaker’s role. Artful OD practice is much more about getting one’s own ego out of the way so that individuals and their organisations can fi nd their own way home.

This presentation explores the provocative pathway that courageous practitioners take, as they step into the many spaces ‘between the worlds’ to robustly embrace their own inner post modern chaos/complexity, which is mirrored to and refl ected from the organisations in which they work.1 - This is a traditional healer / Yaqui / Shaman in Southern African communities.

Socially Responsible Design for Profi t and Purpose

Lisa is a lifelong student of South African culture and has been raised in a family which nurtures public involvement and community development. Her drive to learn and grow and innovate – in order to give back to the community - has been her passion. Her talk illustrates how two private sector organizations have found that same passion and purpose. By authenically collaborating with local communities and entreprenuers she shows how Microsoft and South Africa Brewing are creating new business models that simultaneously increase profi tabilty and have signifi cant positive impact on society.


Perspectives on both the public and private sector were touched on”, Manaseh Tshiguvho, Deputy Director

- DBSA OD Department - Botswana Bank



The Innovative Cultural Revolution in Government and Beyond

Bryan has been called a cultural “guerrilla” because of the unorthodox but powerful way he leads. His principles - the Three Pillars of Change (Freedom, Motivation, and Organization Alignment), which he calls “De-Org”, have guided his successful leadership across diverse industries. His vision is to have a government organisation listed as #1 in Fortune Magazine’s top 100 Business list. This session is about how he has provocatively set about making this a reality through the liberation of employee innovation. Bryan will explore how identifying “Bright Spots” and supporting people and programs that accelerate performance through innovation change the game. He will also discuss his role in challenging the entrenched status quo. His approach to design “mashes” Horizon III methods such as Results Only Work Environments (ROWE), Holacracy, and Bright Spots to connect with people’s deeper drives (neuroscience), which can in turn liberate human potential even in daily government work!

Adventures of Leadership through “Inside-Out “Design

Mantai Murry will take you on a journey out of Africa and back again. This sojourn will include her ability to lead, motivate, and inspire distressed, underperforming, geographically dispersed teams – raising them to unexpected levels of performance and innovation. She will illustrate how her unconventional approach to design has worked for her in all “Three Horizons of Work”, and why her “inside-out” methods have won her industry acclaim. Using a “story-telling” approach in her case studies, Mantai will engage delegates in her adventures through unchartered waters, as a black female from Africa working in industries dominated by homogenous male cultures, where she navigated with fl are and confi dence.

A Solution Focused Approach to Leadership and Organisation Design.

Short horizons to long horizons, individuals to bureaucracies, bottom up to top down, business as usual to disaster response - the clarity of the Solution Focused approach catalyses solution building for complex problems. This approach to people and systems is scalable, fl exible, practical and respectful. This workshop will consider the core components of the Solution Focused approach and its application to a broad range of organisational structures and processes. Delegates will have the opportunity to experiment with applying this approach to their current work and will take away practical strategies that can be implemented straightaway.

Bryan Sivak, USA, is the fi rst Chief Innovation Offi cer for the State of Maryland. Bryan’s leadership inspires government employees in a way rarely seen, even in the private sector. In 2008 Bryan was appointed as Chief Technology

Offi cer (CTO) for the US Capitol, bringing a new type of empowering leadership to delivering technology services to 86 agencies, 38,000 employees, residents, businesses and millions of visitors to Washington DC. In 2002, he founded and developed InQuira, Inc., a multi-national technology solutions company that provides technology solutions to top private and public sector organisations. In 2005, he opened a European offi ce which grew to become 30 percent of the company’s global revenue. Bryan also founded Electric Knowledge LLC, which provided the world’s fi rst Natural Language Search engine on the web.

Mantai Murry, Mosotho, is a seasoned Information Technology Executive with over 20 years of experience in positions ranging from Director of Application Infrastructure, US District of Columbia to Deputy Director of the Bureau of National

Affairs, Tax Management to Senior IT Manager with MCI Telecommunications, a Fortune 500 company. She now lives in South Africa and consults as the Senior IT Consultant for Datatec. She brings inspiring leadership, competency and diversity to roles that span public and private sectors. As a business leader, she has incorporated innovation and engagement into challenging endeavours such as business process automation and continuity, systems and IT merger implementation, and reengineering. Mantai earned her Post-Graduate Diploma in Business Systems Analysis and Design from City University, London with a Bachelors Degree in Computer Science from Thames Valley University in Slough, England.

Dr. Cynthia Hansen, USA, is a cross-cultural and cross-disciplinary global innovator in such diverse arenas as clinical psychology, international disaster response, training and organisational effectiveness. Her practice is deeply rooted

in the groundbreaking work of Insoo Kim Berg and Steve deShazer, developers of Solution Focused Brief Therapy. She brings with her a broad range of experience including operating her own business for over 20 years, working in schools, hospitals, community mental health centres and group homes. She consults globally, has taught at Lewis and Clark and American Universities, and is currently working with the US Federal government.


SESSIONSESSION PRESENTERSPRESENTERSHorizon III case study, EMESA: Future-Proof with “Holacracy”; Dynamic Operating System Lays the Foundation for Future Growth

When the Netherlands’ largest online publisher of travel offers, Emesa, was getting bogged down by its success and the rapid growth that came with it, CEO Marcel Beemsterboer went looking for a fl exible governance and organisational structure. In Holacracy, he found a dynamic operating system matching his ambitions for Emesa. Supported by “Realize!” consultant Jeroen Maes. According to CEO Marcel Beemsterboer, “The implementation of Holacracy has had a signifi cant impact on our growth and on the accelerated improvement of our results, moving the company from 15 to 150 people, from 3 to 35 Million in revenue and winner of the sprout challenger award - Best new market challenger in the Netherlands. Jeroen will engage you in his passion and show you what is so different about the new “operating system”, Holacracy.

The Art and Science of Liberating Structures: Engagement for Design that you can apply Tomorrow!

Lisa provides participants with a new way of thinking about design that can dramatically increase options for facilitating high impact engagement. Complexity science is the science of the change facing our organizations and communities and its powerful ideas have been brought together in a concrete toolkit of simple rules called “Liberating Structures”. Utilizing these Structures, participants will walk away immediately being able to produce and support creativity and innovation that fully engages people and is easy and fun. These methods literally change the conversation about the nature of a problem and the possibilities for solutions. Participants will discover how complexity principles are embedded in group processes like Open Space and Appreciative Inquiry. Finally, participants will be invited to develop plans that they can use in their own upcoming work.

The Real Journey – Transformation in Government and Beyond

Avril’s career in Human Resources started in learning and people development and evolved over time to include, talent acquisition, employee relations, employee reward and benefi ts, transformation and change management. She has a particular interest on seeing people transforming to enhance organizational transformation. In her talk, she will highlight how over the past 20 months, she has brought innovative practices and principles to government that are at the very heart of the shift in public and private sector approaches to HR in Africa and around the globe.A

Jeroen Maes, Netherland, is Co-Founder of Realize! Consultancy specializing in organizational transformation and conscious business and has worked with clients such as IBM & World Wildlife Fund. In 2008 he became the fi rst person in

Europe to implement the innovative organisational system “Holacracy” for online travel broker Emesa, which was awarded the “fastest growing” company in the Netherlands in 2010. Jeroen co-founded wakinguptheworkplace.com in 2011 which is a global conversation in where thought leaders, CEO’s and top researchers, share their insight about the newly emerging paradigm on “Work”, conscious business. He lives in Amsterdam and thoroughly enjoys life, his work, Shaolin Kung Fu and Meditation.

Co-presented by Teun Busser

Lisa Kimball, USA, is President of Plexus Institute, Board Member and 2011 Conference Chair for the US Organization Development Network. Lisa pioneered the development and application of “Liberating Structures”, a “mash-up”

of open source methods that make high engagement in organisational design practical, exciting, and fun! She has deep experience in facilitating processes such as Positive Deviance, Open Space, Design Research, Appreciative Inquiry, and Dialogue. As an early adopter of social network applications and founder of “Group Jazz”, Lisa speaks world-wide about leveraging networks for social change and innovation. She is an ‘actionary’ known for her ability to help organisations tackle complex challenges by changing the conversation about problems into potential solutions. Her clients span governments, corporations, non-profi ts, and educational institutions where there has been a requirement for organisational change involving diverse stakeholders.

Avril is a seasoned generalist HR practioner with more than 20 years experience in the profession in both the private and public sector. Her experience spans across a number of industries at an executive and general management level, to include motor manufacturing, Information Technology and Telecommunications. She has had the pleasure and privilege of working for organizations such as Otis Elevators, Q Data Networks, Telkom SA, DaimlerChrysler, SARS, BMW SA and Vodacom SA. Ms. Williamson holds a Bachelor of Arts and Honors degree in Industrial Psychology and Communication (Unisa) and a Masters in Business Administration. (Buckinghamshire Chilterns University) U.K.


SESSIONSESSION PRESENTERSPRESENTERSAppreciative inquiry: a positive alternative to development and change

Appreciative inquiry, a positive form of action research, is thé contemporary approach to organisation development and change. Freddie will provide an overview of its origins and applications in a variety of contexts (research, consulting, coaching, teaching/training) and on multiple levels (individual, group, organisational, community).

Interventions R Us

Craig will host an interactive conversation about the place for “Interventions R Us” in the marketplace. This session will be a lively engagement on the proliferation of canned interventions and the challenges they create for our practitioners and customers. The combination of his extensive career history in leadership positions and his Master’s research in traditional African governance modalities inform Craig’s view of the world. This session will look at successful approaches he has deployed in his work in Africa. Craig is the framework developer of the Nine Conversations in Leadership TM as well as the Establishment and Adaptation framework(C) for Organisation Development. He was an advisor on the design of the Purposeful TeamsTM intervention.

Freddie Crous, Professor of Industrial Psychology at the University of Johannesburg, was trained in appreciative inquiry by Prof. David Cooperrider, its originator and Jane Watkins, a leading fi gure in the practice thereof. Appreciative

inquiry and developments in positive psychology have provided Freddie with the means to introduce positive alternatives to problem-based approaches to the domain of industrial psychology.

Craig Yeatman is the Chief Executive Offi cer of the WorldsView™ Holdings group. Craig’s areas of expertise include entrepreneurial leadership and organizational development, with specifi c focus on the challenges of leadership and

strategy. In his professional activities, Craig is engaged with the craft of building sustainable and successful organizations. He is the founding Trustee and Chairman of the African Academy, a non-governmental organization (NGO) formed in 1994, which is regarded as one of Africa’s premier draughting and design institutes. He has an MBA (cum laude) from the Wits Business School in Johannesburg.

Workshop 1: 09:00 - 12:00: A Gestalt Approach to Whole Systems Consulting

Presenters: Noble Kumawu, Ghana, and Bill Zybach, South Africa/US. This session is an introduction or review of the unique “Gestalt” whole system approach to organization change and design. Gestalt practitioner’s are internationally acclaimed for impacting their clients systems in a way that set them apart from others in the fi eld. The session will cover the root “lenses” which differentiate this consulting stance from all others. Learn why “Units of Work”, “Polarities”, “Levels of System”, “Resistance” “Cycles of Experience” and other perspectives, allow Gestalt practitioners to interact in organizations in a more impactful way. Noble and Bill are both graduates of the prestigious “Gestalt Institute of Cleveland” Bill has 30 years of “whole systems” change experience, is a board member of the International Organization Design Forum and worked with Al Gore during the Clinton Administration, in the US.

Workshop 2: 13:00 - 16:00: Terms of Whole Systems Engagement

Presenters: Dick and Emily Axelrod, US; In this workshop we will explore the leadership conversations that make a difference when it comes to successful organizational design. Whether you are a consultant or a leader you engage in these conversations. It is in these conversations that people decide to sit on their hands or engage in the work to be done. We will bring these ideas to life through case examples, lively discussion, and experiential activities. We will show how the Conference Model®, for organizational design embodies these proven concepts. Additionally we will show how recent advances in neuroscience help us to understand what triggers in the brain move people towards resistance, and what triggers in the brain move people towards innovation, cooperation, and collaboration.

Workshop 3: 16:00 - 17:00: An Orientation, Exploration & Dialogue on “Three Horizons of Work”

Presenter: Bill Zybach This a roundtable dialogue facilitated by Bill Zybach which will be a dialogue about the framework of the Three Horizons, and how and why this framework is helping people look at all organizations and appreciate the value of each, and how to innovate in all three horizons.

PRE-CONFERENCE WORKSHOPS - 30 NOVPRE-CONFERENCE WORKSHOPS - 30 NOV


AGENDAAGENDANovember 30th Pre conference Sessions

1. 09h00 - 12h00 Noble Kumawu and Bill Zybach - A Gestalt Approach to Whole Systems Consulting2. 13h00 - 16h00 Emily and Dick Axelrod - Terms of Whole System Engagement3. 16h00 - 17h00 Presenters and Participants - An Orientation and Exploration of the Three Horizons

December 1st

07h00 Registration08h00 Interactive Community Mapping Janet Du Preez - Tools of Greatness08h15 Recognition of World Aids Day and Framing the Conference

1. Bill Zybach Something is Erupting and Occupying the Horizons2. Mantai Murry Carving Your Own Path to the Summit3. Lisa Cohn Bright Lights on the Peaks

09h00 Lisa Kimball The Art and Science of Liberating Structures – Applied Today! 10h00 Dick and Emily Drivers of Effective Design - Principles, Practices & Neuroscience

11h30 Lunch Tembisa Township Revolution

12h30 TED Talks1. Freddie Crous Our African Origins and the “use of self” in Organization Transformation2. Lisa Cohn Socially Responsible Design for Profi t and Purpose3. Colette Clark The Evolution of Organizations as Growing Organisms4. Bryan Sivak The Innovative Cultural Revolution in Government and Beyond

15h00 TED Talks1. Cynthia Hansen A Solution Focused Approach2. John K John Putting Employees First and Customers Second3. Joeron Maes and Teun Busser Success on the Cutting Edge of Horizon III4. Craig Yeatman Interventions R Us

17h00 Close

17h30 - 18h30 Post Conference No Host Informal Community Gathering in Casino Open Space. (Presenters and Delegates) December 2nd

07h00 Food For Thought Informal Breakfast among Presenters and Delegates08h00 Community History08h30 Stu Winby Creating Adaptive Organizations – Innovations in Horizon III

09h30 TED Talks1. Noble Kumawu The Power of Org Development in Africa and the World2. Avril Williamson The Real Journey - Transformation of HR in Government and Beyond3. John Ballam The Part of Weeeee! That Feeds You Most

12h00 Lunch Fish Bowl Food For Thought – Impressions from Presenters

13h00 Naomi Stanford Ten Myths of Organization Design that Leaders Must Know! 14h00 Dick & Emily Axelrod Emergent Topics15h30 Bill Zybach What We Learned and Our Future

17h00 Close

integrating aim, strategy, organization design...

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