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Introducing the Intentional Organisation Newsletter
How do you build an Intentional Organisation?
1. How do you build an Intentional Organisation?
How can you really apply the concept of Intentional Design to an existing organisation?
This has been a frequent question after my original post on Building Intentional Organisation. I genuinely believe it is possible to develop a genuinely Intentional Design mindset also in established organisations. Four steps are needed:
Develop organisational awareness. When everybody in the organisation, from executives to frontline workers, understands the impact of their work and the relationship between the different organisational components, you are setting the preconditions for the intentionality to bloom.
Start Experimenting. In all organisations, there are pockets of well crafted intentional organisations. These often take the shape of a project team, a small change initiative, a community of practice. Use these to start your experimentation processes, overcoming boundaries and thinking holistically. And demonstrate the Value of these experiments.
Break the silos. This is probably the most critical step: overcoming internal boundaries is essential to ensure the intentional design is possible at scale. Suppose the strategy department doesn't talk to HR or does not influence how processes are designed. If the listening capability to the eco-system is limited to frontline workers and few data experts, intentional actions are going to have minimal effect.
Apply the right Change Strategy. Moving to intentionality means leading the transformation from within. For sure, many existing change management models can provide the right toolset to execute. But remember the logic of consistency and intentionality, and the tension you want to achieve.
It might seem more straightforward to design a new organisation intentionally. However, it is possible to steer also an existing organisation in being more aware of itself, and more deliberate in the way it aligns its components to ensure results are achieved.
2. My Latest Posts
Despite the increase of COVID-19 cases again in many countries (up to the point that some already speak of a Second Wave), many…
Compiled by Ayush Sharma and Rahul Garg this is an excellent guide on First-Principle thinking. “First principles are the Lego building blocks for…
Simon Western’s book “Leadership: A Critical Text” is in its third edition. It draws on a holistic framework built to understand Leadership from…
Reinventing Work is a journey that needs to change current legal and accounting rules, and reframes Work into a new Value-Creating system.
In this webinar held for the London Business School, Gary Hamel explains why a blend of military and production-line inspired hierarchies crush employee…
More Recent Posts
3. Reading Suggestions
Here a few of my readings suggestions for this week:
👋 An interesting article from The Atlantic on Work Friendships and why it often feels lonely to have a career and come to the top.
🏛 A review of Organisational metaphors by Nobl, that discusses the eight metaphors developed by Gareth Morgan, a concept that I feel is still very current today.
📈 A not so disruptive article about Innovation Strategy from Sloan Review by Accenture's Paul Nunes, Annette Rippert and Larry Downes. Five strategies that can help you buy some time, not certainly disrupt your market or product.
🦺 A great piece on How Work Became a Job by Aaron Jacob, which questions our post-modern perception of work, and of the usefulness of all the jobs we are doing today.
🐙 Donald Trump has banned Diversity Training claiming it's divisive and Anti-American. A good moment to re-examine the business case for diversity, but also its force for good.
4. The (un) Intentional Organisation 😁
5. Keeping in Touch
Don't hesitate to get in touch, either by responding to this newsletter directly, or by using the contact form on my blog.
As this is the first release of the Newsletter in this new format, I'd welcome feedback, comments and ways to improve. Feel free to drop me a note!