Best Transformation At Airbus!

May 30, 2019

Published In Worley and Cummings 10th edition.

I look forward to your comments and questions

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Airbus has now evolved my initial work and is significantly involved with Singularity University. They are making the new taxi airplanes!

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Characteristics of great teams in an exponential changing world

May 28, 2019

I believe that each person should keep in the back of their mind what they can do to move the team there in toward these five characteristics or competencies.

I am all about teams!

In the New World of artificial intelligence exponential change etc., I believe the following characteristics are valid.

Here you go:

Over the years, Google has embarked on countless quests, collected endless amounts of data, and spent millions trying to better understand its people. One of the company’s most interesting initiatives, Project Aristotle, gathered several of Google’s best and brightest to help the organization codify the secrets to team effectiveness.

Specifically, Google wanted to know why some teams excelled while others fell behind

Before this study, like many other organizations, Google execs believed that building the best teams meant compiling the best people. It makes sense. The best engineer plus an MBA, throw in a PhD, and there you have it. The perfect team, right? In the words of Julia Rozovsky, Google’s people analytics manager, “We were dead wrong.”

Selected to lead the efforts was Abeer Dubey, Google’s director of people analytics (HR). Eager to find the perfect mixture of skills, backgrounds, and traits to engineer super-teams, Dubey recruited statisticians, organizational psychologists, sociologists, engineers, and researchers to help solve the riddle.

Fast forward two years, and Project Aristotle has managed to study 180 Google teams, conduct 200-plus interviews, and analyze over 250 different team attributes. Unfortunately, though, there was still no clear pattern of characteristics that could be plugged into a dream-team generating algorithm.

As described in an article in The New York Times, it wasn’t until Google started considering some intangibles that things began to fall into place.

“As they struggled to figure out what made a team successful, Rozovsky and her colleagues kept coming across research by psychologists and sociologists that focused on what are known as “group norms” – the traditions, behavioral standards, and unwritten rules that govern how teams function when they gather… Norms can be unspoken or openly acknowledged, but their influence is often profound.”

With a new Over the years, Google has embarked on countless quests, collected endless amounts of data, and spent millions trying to better understand its people. One of the company’s most interesting initiatives, Project Aristotle, gathered several of Google’s best and brightest to help the organization codify the secrets to team effectiveness.

Specifically, Google wanted to know why some teams excelled while others fell behind.

Before this study, like many other organizations, Google execs believed that building the best teams meant compiling the best people. It makes sense. The best engineer plus an MBA, throw in a PhD, and there you have it. The perfect team, right? In the words of Julia Rozovsky, Google’s people analytics manager, “We were dead wrong.”

Selected to lead the efforts was Abeer Dubey, Google’s director of people analytics (HR). Eager to find the perfect mixture of skills, backgrounds, and traits to engineer super-teams, Dubey recruited statisticians, organizational psychologists, sociologists, engineers, and researchers to help solve the riddle. Included in this all-star lineup was Rozovsky.

Fast forward two years, and Project Aristotle has managed to study 180 Google teams, conduct 200-plus interviews, and analyze over 250 different team attributes. Unfortunately, though, there was still no clear pattern of characteristics that could be plugged into a dream-team generating algorithm.

As described in an article in The New York Times, it wasn’t until Google started considering some intangibles that things began to fall into place.

“As they struggled to figure out what made a team successful, Rozovsky and her colleagues kept coming across research by psychologists and sociologists that focused on what are known as “group norms” – the traditions, behavioral standards, and unwritten rules that govern how teams function when they gather… Norms can be unspoken or openly acknowledged, but their influence is often profound.”

With a new lens and some added direction from a research study on collective intelligence (abilities that emerge out of collaboration) by a group of psychologists from Carnegie Mellon, MIT, and Union College, Project Aristotle’s researchers went back to the drawing board to comb their data for unspoken customs. Specifically, any team behaviors that magnified the collective intelligence of the group.

Through Google’s Re:Work website, a resource that shares Google’s research, ideas, and practices on people operations, Rozovsky outlined the five key characteristics of enhanced teams.

1. Dependability.

Team members get things done on time and meet expectations.

2. Structure and clarity.

High-performing teams have clear goals, and have well-defined roles within the group.

3. Meaning.

The work has personal significance to each member.

4. Impact.

The group believes their work is purposeful and positively impacts the greater good.

Yes, that’s four, not five. The last one stood out from the rest:

5. Psychological Safety.

We’ve all been in meetings and, due to the fear of seeming incompetent, have held back questions or ideas. I get it. It’s unnerving to feel like you’re in an environment where everything you do or say is under a microscope.

But imagine a different setting. A situation in which everyone is safe to take risks, voice their opinions, and ask judgment-free questions. A culture where managers provide air cover and create safe zones so employees can let down their guard. That’s psychological safety.

I know, not the quantitative data that you were hoping for. However, Google found that teams with psychologically safe environments had employees who were less likely to leave, more likely to harness the power of diversity, and ultimately, who were more successful.

Engineering the perfect team is more subjective than we would like, but focusing on these five components increases the likelihood that you will build a dream team. Through its research, Google made the ancient Greek philosopher Aristotle proud by proving, “The whole can be greater than the sum of its parts.”

Classic Article: “Self As Instrument” By Tannenbaum

May 6, 2019

 

Foundational to Whole System Transformation is starting with the self. Each individual, starting with the CEO, must master relationships while they humanize AI, Digital Transformation, The Internet as Everything Everywhere, Robots ect. Bob was my personal mentor when it came to teams. He was the first to ever publish on Teambuilding. I was his friend and council as he dealt with his impending death. I know few greater Change Agents.  At UCLA, his OD program, without doubt, was the best West of the Mississippi.

Enjoy. Feel free to leave a comment. Because I lack time, this may be the only place I have dialogue with other change and transformation professionals.

Link to Self As Instrument

 

 

 

 

 

i

Rs competencies

May 1, 2019

sflodn.org/Resources/Documents/OD_Competencies.pdf

Video Highlights for 1,200 Participants of the 12th HR Philippine Congress

April 25, 2019

 

Link to highlight video

This total system experience was a “taste” of the large group interactive process for the 1,200 participants of the 12th Philippine HR Congress organized by Ariva Academy. I received feedback that many were very much inspired.

Note. When I say The Philippines are the best educated outside of the USA, I am referring to their education in OD.  The Philippines have many excellent universities teaching old fashioned “Linear Change.”

Get the point. OD is no longer about linear change. Rather ODs DNA must be exponential transformation. Exponential is a “jerk” into an entirely new future.    It is a leap. It is a new identity. It is becoming agile. It is a paradigm shift where the caterpillar becomes a butterfly.  Science Fiction has become Science Fact.

The horse that you rode that is giving you your  success today will not take you to where you must go in the future. The  cloud is now taking your traditional job. Yes. Now.  Get re-trained. All call center employees are about to lose their jobs. All traditional HRD people will lose their jobs at a blink of an eye.

Linear change is about going faster with your current horse. You must get on a different horse.  One that will allow you  to be in the context of accelerating the acceleration of transformation and change.

Truly,

Roland for Maja and now Arielle Sullivan. Arielle is joining our team as she has time.

Over 60 free resources supporting Whole System Transformation

April 7, 2019
One of the closest students of Dannemiller is Roland Loup. He wrote the introduction to our first edition of Practicing OD.
He was key on shadow consulting us on the 7th American Forest Congress of over 1,500 people for 4 days.
He is now sharing his wisdom gleaned over the past 45 years at his new website.
His learning and experience underpin all our WST journeys.
Roland Loup is one of the greatest of large group OD consultants.
Herein are countless historic articles on his new website.
A side note: The world is finally catching on to WST.
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The above graphic is from NTL where our co-founder of the Asian OD Network,  Dr. Udai Pareek, was the first Asian fellow of NTL.
The day of linear change is over. This is the day of exponential change along with Internet of Things. 
Kathie renamed Whole Scale Change to Whole System Transformation (WST) in the last 6 months of her life. Roland Sullivan coined WST in late 70s.
Kathie said clients did not understand “scale” in  Whole Scale Change but they did understand system and transformation in WST
Here is Roland Loup’s website.
Truly
Roland for Maja

Over 1,300 Free Online Courses

April 7, 2019

Here’s a link to an over 1,300 online courses: http://www.openculture.com/freeonlinecourses.

Enjoy!

 

Truly,

Roland for Maja

The latest Whole System Transformation Publication

March 30, 2019

latest writing click here

 

Dr. Cady has two editions of The Change Handbook.

 

This article will be in the third edition. It will be out with a new name. It will be interactive. Thus, very exciting!

 

I am doing the most significant work of my life so my WordPress Blog  is my only way of  sharing.

An important message to wrap up 2018!!

November 13, 2018

Colin Blackwell here is  quote you wanted.


“The acceleration of change that I have been speaking about publicly since 1969 is now accelerating exponentially in conclaves like the UK, Shenzhen and Vietnam,”

Roland

For the rest of you Blackwell is one on my young Global AI/Internet everything guru’s. Amazing  CEO who really who lives in today’s future. But more importantly he is leading significant Exponential Transformation Learning Experiences around the world. He even has contact with IBM Watson.

PS. And yes, I declare today that the USA is stumbling.

Prayers to students from the University my daughter just received her Masters from in Pepperdine. Just heard the most devastating fire in CA’s history is  very near the campus and  homes of some professors have burned to the ground!

Roland’s WST videos locked in the past now available on Vimeo- FREE!

October 15, 2018

In the light of Schein’s spirit of humility, I have opened for the first time confidential work from the past for your learning enjoyment.

A favorite of mine: A link to an Ode to Dr. Bennis:

An Ode to Dr. Bennis

Another set was made when I was entering a top  Russian system. We were just one layer away from Putin.

I remind you. I have no political stance. I am a pure applied behavioral scientist.  I work with data I see…objectively!

If I was  concerned about not working with any country that had it right around human rights, I simply would not find such country and not work.

What I have learned from different cultures over the years is amazing. In WST, human rights naturally develop in the right direction! I have a degree in philosophy.  In natural law, good overcomes the not so good!

My purpose now is to leave my legacy of transforming individuals, teams, organizations, trans-organizations, countries and world regions to you via my family and a few close change/transformation agents, like Irham Dilmy, transformation advisor to his Indonesian government.

I have come to peace with my immortality. I now just work, pray and be with my family. By choice. No TV. No friends. No music on the radio. No art fairs or sightseeing (except when I have to be in loving presence with my wife who enjoys sightseeing.)

Oh yes. Another huge exception – I follow a past client, the Minnesota Vikings as long as they are still in the superbowl hunt. Their most famous coach is in his 90s. He still has his desk/office in the new practice facility. At one time just after he retired, his official title on the  door  was “OD Specialist.”

The Vikings are so innovative and team focused and change obsessed. Their mantra simply is: Perform better today over yesterday and help all in the system do the same. And then unleash creativity, innovation and have fun. Oh, yes. They recieve mindfulness training to stay concentrated with a relaxed mind during the games.

Do you know their youngest media person is a little girl just 10 years old. She sits in the most advanced recording studio in the NFL and interviews the players. The Vikings as of this moment have the best technology available along with the most technological advanced stadium and practice facility in the world.  Their main consultant is an exponential change technology person in his early 20s. He is all about data driven decision making and using of all the latest cloud technology.

It all starts at the top with the owners and executive leadership!

The owners are loved by all in the system. And yes, all recognize it is all about winning and if one is not contributing performance, they are replaced by the “next person up.”

It is still a business!!!! A   tough business because a bounce of the ball may determine the winner in the  game.

https://www.vikings.com/community/vikings-foundation/

You may need to cut and past the following links.

The new Viking Performance Center
https://www.youtube.com/watch?v=u5xqR6Oo0vc
Now I am cheering for you. Remember, I say the world will be 1  billion times different in 40 years. Do you have your transformation journey in place???
Roland for wife Maja
Here in Asia last month: Clothes are gifts from Change Agent, Ayu, in Indonesia.
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PS. I do not apologize for being Personal. OD is all about being personal!. I am just modeling what I learned from the founders.