Organizational Change is a Conversation

Buckle in, ladies and gentlemen, for some straight talk about the future of work, the nature of the universe and the power of changing systems to change behavior.

Today I'm sharing a deep and rambling conversation I had a few months back with Aaron Dignan, author of Brave New Work and founder of the Ready, an org transformation partner to companies like Airbnb, Edelman and charity: water. He is a cofounder of responsive.org, an amazing community of like-minded transformation professionals. If you haven't checked out their conference, it's great. I co-facilitated some sessions there last year and I can highly recommend it. You should also check out the episode I had recently on asking better questions with Robin Zander, who hosts the conference.

http://theconversationfactory.com/podcast/2019/4/23/robin-p-zander-asking-better-questions

I owe a debt of gratitude to Aaron. It was his OS Canvas, published in 2016 on Medium, that got me thinking differently about my own work in Conversation Design and led me to develop my own Conversation OS Canvas. His OS Canvas clarified and simplified a complex domain of thinking – organizational change – into (then) just nine factors. In the book it's evolved into 12 helpful prompts to provoke clear thinking and to accelerate powerful conversations about how to change the way we work – if you are willing to create the time and space for the conversation.

Aaron doesn't pull any punches – as he says, "the way we work is badly broken and a century old". And he figures that "a six year old could design a good org, you just have to ask the socratic questions." His OS Canvas can help you start the conversation about changing the way you work in your org and his excellent book will help you dive deep into principles, practices and stories for each element of the OS.

You'll find in the show notes some deep-dives on the two core principles of org design from the book. The first principle is being complexity Conscious. The second is being people positive. For more on complexity – dig into Cynefin (which is not spelled the way it sounds). And for more on people positivity, there's a link to Theory X vs Theory Y, a very helpful mental model in management theory.

Another powerful idea that I want to highlight is Aaron's suggestion that we all have our own "system of operating" or "a way of being in the world" which is "made up of assumptions and principles and practices and norms and patterns of behavior and it's coded into the system."

Aaron goes on to say that "people are chameleons and people are highly sensitive to the culture and environment they're in. And the system, the aquarium, the container tells us a lot about how we're supposed to show up. And over time it can even beat us into submission. And so we have to change the system and that's hard to do when we're reinforcing things that we ourselves didn't even create,"

From my own work on conversation design, it's very clear to me that communication is held in a space, or transmitted through an interface – the air, the internet, a whiteboard. The space your culture happens in is one very key component of how to shift your culture. Check out my episode with Elliot of Brightspot Strategy for more on changing conversations through changing spaces:

http://theconversationfactory.com/podcast/2017/7/24/elliot-felix-of-brightspot-strategy-on-changing-conversations-through-changing-spaces

Changing your physical space is easy compared with shifting power and distributing authority more thoughtfully in your organization. To do that, we need to shift not just our org structures, but our own OS: we need more leaders who can show up as facilitators and coaches rather than order-givers. And that takes, as Aaron points out, a brave mindset.

If you want to become a more facilitative leader of innovation and change in your company, you should definitely apply before August to the first cohort of the 12-week Innovation Leadership Accelerator I'm co-hosting with Jay Melone from New Haircut, a leader in Design Sprint Training. It kicks off in NYC with a 2-day workshop in September, runs for 12 weeks of remote coaching and closes with another 2-day workshop. We'll have several amazing guest coaches during the program – a few of which have been wonderful guests on this very show: Jim Kalbach, author of Mapping Experiences and head of Customer Success at Mural and Bree Groff, Principle at SY Partners and former CEO of change consultancy NOBL.

http://theconversationfactory.com/podcast/2018/2/5/jim-kalbach-gets-teams-to-map-experiences

http://theconversationfactory.com/podcast/season-three/bree-groff-grief-and-change

Show Notes

The OS Canvas Medium post that started it all for me:

https://medium.com/the-ready/the-os-canvas-8253ac249f53

The Ready

https://theready.com/

Brave New Work

https://www.bravenewwork.com/

Complexity Conscious: Cynefin

https://en.wikipedia.org/wiki/Cynefin_framework

Being people positive: Theory X vs Theory Y