Video: AgileMK – The Agile Organisation and People

This is a talk and interactive session that I ran with Dan Rough at Agile:MK on 1st September 2014.

We speak about The Agile Organisation and its effects – the effects on people, how work is managed and on organisational culture.

We follow up with a practical exercise in small groups – asking participants to list the people and organisational challenges that they have with Agile in their organisations and then to work together to design a time-boxed experiment that they can run to start solving the problem.



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Video: Cultivating Culture Change with Tom Sedge

In this video, we take an example-led practical tour of Cultivating Culture Change within organisations using the metaphor of gardening. This draws on my experience to include a range of techniques and tools that you can use in your organisation. We explore what a workplace can look like when it has undergone a cultural transformation and where to get started.

Traditionally people approach culture change as an engineering problem or by telling their people what to be. But it just doesn’t work like that. Culture is different: it’s an emergent property and that requires a different approach.



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True Motivation: A marriage of meaning and money (Part III)

There’s a lot of debate on what motivates people to work: is it money, is it autonomy, purpose, mastery, or is it something else?

In Part I we explored the issue and common opposing views. In Part II we dove into a deeper model of motivation and used it to explain how these views are actually compatible.

In this, Part III we’ll cover practical strategies that use this model of motivation to improve motivation in your business.



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Measure Outcomes, not People

I recently had an exchange with Jurgen Appelo on Twitter about measuring people’s performance. During the conversation, he said it was impossible to fit the dozen or so recommendations he had into a single tweet.

It all just sounded too complex (complicated? :-) ) to me and why bother with measuring individual performance when there are more useful ways to improve outcomes? So this blog post is to present my own perspective.



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