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Ideas

Non violent communication

http://www.cnvc.org

factual observations not thoughts/interpretations
true feelings not judgements
universal needs not strategies
action requests not demands

feelings should relate to a need
lead with the need
requests are strategies to meet need

when you... i feel.. would you...

SCARF

From David Rock:
Two themes are emerging from social neuroscience. Firstly, that much of our motivation driving social behavior is governed by an overarching organizing principle of minimizing threat and maximizing reward (Gordon, 2000). Secondly, that several domains of social experience draw upon the same brain networks to maximize reward and minimize threat as the brain networks used for primary survival needs (Lieberman and Eisenberger, 2008). In other words, social needs are treated in much the same way in the brain as the need for food and water.

Mountains, Mole Hills and Dead Buffaloes

Run a discussion to categorise risks into Mountains, Mole Hills and Dead Buffaloes (everyone else can call them Dead Elephants, but this idea comes from Troy Du Moulin of Pink Elephant, so dead buffaloes it is)

then map them on a grid of high-low risk vs fact-opinion

http://blogs.pinkelephant.com/index.php?/troy/mountains_mole_hills_dead_...

Reframing Organizations

Reframing Organizations: Artistry, Choice and Leadership, Bolman and Deal. First published in 1984. Its four-frame model examines organizations as factories, families, jungles, and theaters or temples:
The Structural Frame: how to organize and structure groups and teams to get results
The Human Resource Frame: how to tailor organizations to satisfy human needs, improve human resource management, and build positive interpersonal and group dynamics

balanced diversity

A Portfolio Approach to Organizational Change http://macanta.com.au/wordpress/wp-content/uploads/2010/01/White-Paper-B...

Important stuff!!! the definitive book on IT cultural change

Bright spots

Chip and Dan Heath’s book “Switch – How to change things when change is hard”- great book. Chip and Dan point out two very powerful motivating (or demotivating) factors. The first had to do with “Find the Bright Spots” in change.

Accountability drivers

The last step in Kotter’s approach is anchoring the new changes in the culture. The way we do this is through accountability.
Accountability
We can boil motivation to comply with the new order down to three perspectives: Positive incentives, negative consequences and a sense of personal accountability. While the first two are arguably effective they are short term solutions and will no longer encourage motivation if they are removed. However, a sense of personal accountability is by far the best and most long term motivator to achieve employee compliance.

Kanban for IT Ops

Kanban and other Agile practices were introduced to a very busy IT Operations department for a leading UK website
http://itopskanban.wordpress.com/