00:37:37 Weslee Howell: challenge of asking leaders to visualize an approach that they have never personally seen or experienced, plus recognize the potential benefit of that culture/world 00:38:00 Chris Gray: employee value proposition vs customer value proposition. There are some great reads about this focus shift. 00:41:28 Sharon Butler: are employee value prop and customer value prop opposing priorities? 00:41:55 Jim Dowling: If they are the org will lose the game. 00:41:56 Steve Davis: Does my org care to know what my strengths are? 00:44:59 Weslee Howell: "meaning" comes from different places for different people 00:47:20 Chris Gray: I believe Stanford produced a study that suggest 80% of the reasons burnout happens is because of these system drives - like workload, engagement, communication (or lack of), fulfillment. This suggest that it isn't always the employee that needs to change, but the system the employee operates in is driving the burnout. 80% is a pretty high number. 00:49:17 Lauren Mobertz: This method feels like it caters to individuals' strengths and preferences first. Often in org design we strive to design agnostic of individuals. How do we see these coming together here? 00:50:29 Weslee Howell: Love that question Lauren - my HR Director always says "take off the faces" and I tell her that I can't 🤨 00:51:02 Greg Thompson: Grerat question Lauren 00:51:14 Rahul Lama: Great question Lauren. We could utilise these amazing insights in when we enter into the zone of 'soft skills' of the 7s..? 00:52:04 Chris Gray: Is this where some of the new ideas like DAO would come in? More autonomous and open systems that allow for agility? 00:52:36 Steve Davis: Makes me think that there are questions applicants should be asked that aren't being asked about how they might fit in a role. 00:53:35 Lauren Mobertz: Love that, making the puzzle 3D 00:54:04 Greg Thompson: Is M&A ever really ‘greenfield’? The acquiring org tends to dominate culture & processes. 00:54:34 Steve Davis: What does "greenfield" mean? 00:54:38 Weslee Howell: Yes Steve! And in my world, I look at these roles that have been kludged together for political or personal reasons and I have to say, "You are never going to find a new candidate with that combo of stuff". I start with having that conversation around skills, but I want to start having that convo around strengths 00:55:23 Jim Dowling: Lauren's question does not apply only to green field designs. Ongoing operations require addressing post-design adjustment to devalued strengths. 00:57:02 Lauren Mobertz: Love that, Weslee, starting the convo around strengths 01:00:53 Lauren Mobertz: I also wonder about the potential of sharing aggregated responses to these three questions at the team level might help people feel that org design isn't something that "happens TO them" but rather something that they can participate in 01:02:04 Chris Gray: @Weslee - I still work for Dept. of VA - nice to see other government folks here 01:02:58 Weslee Howell: let's connect @Chris - always great to share ideas and strategies in our space! 01:04:34 Rahul Lama: great slide! 01:06:32 Rahul Lama: Does anyone sense a link here with the Maslows Hierarchy of Needs? 01:06:55 Weslee Howell: Yes Rahul! 01:08:02 Weslee Howell: Love that point Joel! 01:09:36 Steve Davis: So much pressure for managers to succeed in the task work, but no emphasis on the people work of leading. 01:10:17 Lauren Mobertz: Agreed, Steve. It's something I don't often see managers are measured or incentivized on. The "people work" of leading often feels intangible/unmeasurable. 01:10:19 Weslee Howell: OG Blessing-White I think..? 01:10:59 Craig McGee: Weslee…..yes, you're right 01:11:56 Jane Doran: Steve, that's also potentially a design issue - in my experience we do not design the manager's job to have enough capacity to do some of the things we are talking about 01:12:58 Steve Davis: Not emphasized until there's an issue with a manager's leadership and then remedial steps are taken. 01:13:13 Jane Doran: Exactly! 01:14:05 Chris Gray: @Jane - you are right and that results in a lot of clean-up on the backside of it. The inability to care for employees results in much more time (and money) on workers comp, recruitment, retention - etc. 01:14:59 Jane Doran: @Chris: hence my favorite saying - penny wise, pound foolish 01:15:22 Chris Gray: I am going to steal this saying - if you don't mind. Very true 01:15:52 Jane Doran: Steal away!!!! 01:18:58 Weslee Howell: Yes, @Dave that's where the structure, processes and systems start coming in... 01:19:02 Lauren Mobertz: Lots of food for thought today. Thank you. 01:19:22 Weslee Howell: Big thanks! Great way to start my day! LOL 01:19:37 Miguel Cañas: Thank you very much! 01:19:40 Jane Doran: THANK YOU, all 01:19:43 Whui-Mei Yeo: Thank you! 01:19:43 Joel Quast: Great stuff, thanks all.. 01:19:44 Steve Davis: Thank you Sharon, Dave, and everyone. Great discussion and I'm leaving with my wheels turning! 01:19:56 Jim Dowling: Thanks to all. 01:19:57 Rahul Lama: Thank you Sharon and Dave and everyone! Amazing!