“Every time we let Brent fix something that none of us can replicate, Brent gets a little smarter, and the entire system gets dumber.” – The Phoenix Project
And yet organizations continue using this fallacious hero PERSON OR TEAM mental model filled with poor assumptions and more than a few negative biases. Why?
Because it is too hard to change?
Costs too much?
Ever notice how people know how much things cost when it’s something they don’t want to do? But when it comes time to estimate a change that the customer wants “it’s nigh impossible to estimate?”
This works the same way when changing a culture.
#orgmindset #change #systemsthinking #SAFe #DEVOPS #waysofthinking
Interesting conversation in the latest orgmindset podcast with Alex and Andrew. In this Coaching Tip I expand on a topic they discussed regarding organizational anti-patterns.
*my coaching videos are unscripted and unedited. Apologies for my ugly mug. This particular video was done in one take. Some, I’ve redone a few times because I said something incredibly amazing, but didn’t want to share. I don’t have time to retake videos. I’d prefer to get something good down and post the content. 🙂
Should my team structure be fixed or variable? Should my funding be fixed or variable? Should the plan reflect fixed expectations or variable possibilities?
The reality is, it’s neither one of those isolated notions, but rather both of them enabling organization’s performance in concert with each other.
On the one hand, enterprise reality contains inherent uncertainty and variability. External conditions change, internal factors evolve and, even more importantly, we are able to refine our understanding of those only over time. It is fundamentally irrational to attempt building organizational plans and structures that contain “all the answers” inside.
Read the rest of the article at Orgmindset.com.