09:12:12 From Dawn Newman : Intrigued with lateral integration and networks....and wondering if you can emphasize how that might apply in decentralized environments that tend to be hierarchical like universities. What roles may reinforce the networks? 09:13:40 From Naomi Stanford : Good question. Government structures have the same questions. 09:16:09 From Janet du Preez : Hi. Sorry I am late. Will just listen in. Regards 09:23:32 From ODF: A couple of ?s from Barry Camson coming in on the Q&A . . . Why do hubs become the focus of org design? How much intentionality can you bring to bear in designing an ecosystem? 09:23:45 From Tom Myers to All Panelists : What are the legal dilemmas created by these new models, including blurred boundaries? 09:28:36 From Bruce Mabee : Do you see certain instututions & publications usefully tracking these trends to help all of us keep up with the tests? (e.g., MIT, McKinsey, CEO, etc. putting out online newsletters & webinars.) 09:37:36 From Dawn Newman : Like the idea of internal and external partnering in design...and wondering how to deal with who owns the intellectual property of the new designs as competitive edge...or how we could make it a shared positive outcome to continue to evolve for the greater good. Practical reality...getting everyone together to design can cost time, $, etc so those included may want to recoup the costs. 09:39:10 From ODF : Another ? from Barry - The virtue of networks is that they enable fast track emergence. So why are we speaking of design taking years? Is there a conflict here? 09:43:44 From Audrey Forrester: What different types of reward systems are emerging to support this way of working in your experience? 09:43:51 From Bruce Mabee : Have any of you seen a reward system effectively prioritize (with rewards like high-pay) converging team effectiveness? 09:46:18 From Laura Christenson : Stu mentioned a workshop which will make tools and techniques available. Will you please forward that info to participants? Thanks 09:47:15 From Annette Brackin : Bruce, I have seen from the Corporate Executive Board’s Corporate Leadership Council an entire body of research on the “enterprise contribution” metric. It is in addition to individual performance measurements and adds this one to it. It’s measured for example in the number of ideas you share and someone else implements, and the number of ideas others present to you that you implement. It is powerful stuff and leads into their becoming an enterprise leader - a leader who leads these kinds of networks. 09:47:32 From Annette Brackin : Bruce, I have seen from the Corporate Executive Board’s Corporate Leadership Council an entire body of research on the “enterprise contribution” metric. It is in addition to individual performance measurements and adds this one to it. It’s measured for example in the number of ideas you share and someone else implements, and the number of ideas others present to you that you implement. It is powerful stuff and leads into their becoming an enterprise leader - a leader who leads these kinds of networks. 09:47:42 From Wendy Bowers : Barry - I think Naomi and Teri have talked a little why it takes a while. Moving large, long established 2nd/3r generation organizations is not a rapid journey. There are ways to accelerate it, which this group si talking about 09:48:14 From Eddie Moore : Naomi, can you share an example of the principles you mentioned? 09:48:46 From Bruce Mabee : Thanks for the ref, Annette! 09:49:00 From Annette Brackin : You bet Bruce! 09:49:28 From ODF: The workshop is a pre-conference workshop on Monday, April 24th, prior to ODF's annual conference in Santa Fe, NM. Info can be found at www.organizationdesignforum.org/a-designers-lab/ 09:50:10 From Hannah Mulhall : Re Naomi's point on upskilling all levels within an organisation on principles of design. What diagnostics do you use to test the existing OD capability before you put in place upskill? I'm thinking specifically of HR communities 09:50:25 From Naomi Stanford : Yes - Collaborate to deliver: Develop efficient and effective relationships with the best partners, nationally and locally. 09:51:12 From Naomi Stanford : Construct one joined-up organisation: Ensure all change activity is building the blueprint for our role across Government. 09:52:12 From Naomi Stanford : The seven principles are interdependent and act together to deliver the strategic plan in an consistent but not uniform way. (We have to allow for different business lines approaches). 09:52:35 From Dawn Newman : Related to Hannah's comment about HR communities....one site I've found helpful for shifting how we create the future of HR is www,chreate.net It's not specific to "design" yet it helps open the thinking about how HR may add more value in the future. 09:52:35 From Eddie Moore : Thanks Naomi! 09:55:21 From Bruce Mabee : Any comments on John Kotter's version of "Dual-Operating System" (Acelerrate, 2013)? 09:56:01 From Bruce Mabee : (spelling: Accelerate! or "XLR8") 09:56:36 From Naomi Stanford - On this point: Naomi's point on upskilling all levels within an organisation on principles of design. What diagnostics do you use to test the existing OD capability before you put in place upskill? I'm thinking specifically of HR communities. We have a set of competences at four levels of org design expertise that are addressed anyone including HR. They're not ideal but they do serve to help people see the sort of competences required. We have also just introduced career paths for people who want to become org designers. 09:57:36 From Dawn Newman - To Stu's point...the metrics for design aren't as easy to capture as for operations and seem longer term, so it requires convincing and a leap of faith 09:57:41 From Hannah Mulhall : Thanks Naomi and Dawn for the chreate.net resource - I'll take a look 09:58:47 From Dawn Newman : Naomi, would love to hear more about the career paths/dev for Org Designers 10:00:59 From Naomi Stanford : email me at naomi@stanford.cc and I'll send info. 10:01:05 From Bruce Mabee : Great conversation! Thanks! 10:01:08 From Sally Breyley Parker: Thank you all for a stimulating and insightful conversation 10:01:55 From George Chewning : Thanks. Very informative and thought provoking. Look forward to more. 10:01:56 From Dawn Newman : Excellent session. Many thanks 10:01:56 From Audrey Forrester : thanks all! 10:02:03 From Janet du Preez : Thanks all 10:02:05 From Annette Brackin : Thank you! 10:02:08 From Danita Harris : Thank you! 10:02:12 From Hannah Mulhall : Thanks everyone 10:02:15 From Eddie Moore to All Panelists : thanks to all the panelists! 10:02:24 From Kathy Molloy to All Panelists : Thank you all!!