00:19:45 Brian Link: Applies to all entry level jobs... 00:20:39 Pierre NEIS - agile-organizations.com - Zürich: Replying to "Applies to all entry..." Applies also in a new job position, rise I.e. shadowing. Also, in Switzerland, for example, there is a legal obligation to incorporate working students 00:20:48 Jardena London: Reacted to "Applies also in a ne..." with 👍 00:20:48 Brian Link: Reacted to "Applies also in a ne..." with 👍 00:20:14 Tanya - ODF Admin: For those who are newer, Janet is referring to Andrew Bratton who is joining us today and he is the European ODF community member who supports the Curatorial Board and puts together the newsletter each month 00:20:23 Brian Link: Reacted to "For those who are ne..." with 👍 00:20:30 Jodie Goulden: Reacted to "For those who are ne..." with 😍 00:23:26 Jardena London: I voted for 1, but there were several this month 00:23:40 Brian Link: Heh that says something itself! 00:25:00 Brian Link: Yes. It’s a gap and real tension that exists in a lot of orgs. 00:27:20 Brian Link: Love that… to think like an anthropologist you need to be thorough and evaluate ALL the things that contribute to culture 00:32:44 Brian Link: My favorite quote from a colleague when I worked at Chef Software: “culture is nothing more than the sum of all the conversations between all the employees” 00:33:05 Jardena London: Reacted to "My favorite quote fr..." with 👍 00:34:33 Tim Stamper: @jose santiago - what book did you reference for understanding Indian culture? 00:54:44 jose santiago: Ramayana (sp) its the story of Rama fundamental to Indian people in general and Upanishads 01:05:56 Jardena London: Replying to "Ramayana (sp) its t..."Looking at Children’s book versions. Will that give me what I need? 00:35:14 Pierre NEIS - agile-organizations.com - Zürich: For asian colleagues, the big challenge I guide them through is how to say No 00:38:06 Tim Stamper: Sorry I have to drop now - love this format and the conversation. This was my first session, but I will prioritize them going forward. Thanks! 00:38:12 Pierre NEIS - agile-organizations.com - Zürich: From a design perspective, we build learning organizations. AI remains a tool and a huge distraction 00:40:07 Brian Link: The article didn’t talk about how AI elevates the person with a first job as well… and they may even bring acumen for applying AI as well, perhaps just by being younger and more entrenched in technology! 00:41:46 Brian Link: I also loved the quip in the 2nd article about how GenAI is largely much ado about nothing, a shiny distraction for individuals without providing workflow and enterprise end to end value quite yet. 00:43:17 Pierre NEIS - agile-organizations.com - Zürich: 𝘾𝙖𝙣 𝘼𝙄 𝙖𝙜𝙚𝙣𝙩𝙨 𝙢𝙖𝙠𝙚 𝙤𝙪𝙧 𝘼𝙜𝙞𝙡𝙚 𝙩𝙚𝙖𝙢𝙨 𝙛𝙖𝙨𝙩𝙚𝙧? https://www.linkedin.com/posts/pierreneis_%F0%9D%98%BE%F0%9D%99%96%F0%9D%99%A3-%F0%9D%98%BC%F0%9D%99%84-%F0%9D%99%96%F0%9D%99%9C%F0%9D%99%9A%F0%9D%99%A3%F0%9D%99%A9%F0%9D%99%A8-%F0%9D%99%A2%F0%9D%99%96%F0%9D%99%A0%F0%9D%99%9A-%F0%9D%99%A4%F0%9D%99%AA%F0%9D%99%A7-activity-7472283315803361280-tEvJ?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAC1Nd4BS90ZcG1OLa0tth82w0Wn9PF6mzg 00:46:33 Sarah OConnor: I need to go now as have another meeting, but thanks for the discussion, I appreciate listening in to your reflections. Sarah 00:46:47 Jardena London: Reacted to "I need to go now as ..." with 👍 00:48:16 Pierre NEIS - agile-organizations.com - Zürich: The purpose of education is to learn to learn 00:48:27 Brian Link: Pierre - there is definitely a lingering concern that “the AI bubble will pop” not just propping up markets but the productivity and ROI gap. Are more people playing or distracted than are gaining actual new thinking or new productivity gains? Definitely NOT the enterprise level flow based impacts… 00:49:32 Pierre NEIS - agile-organizations.com - Zürich: Replying to "Pierre - there is de..." /I shared a link of one of my LinkedIn publication on that topic. Check the weird link 00:50:42 Pierre NEIS - agile-organizations.com - Zürich: I coach executive to become leaders not authority 00:52:48 Brian Link: Slightly related… Every leader needs Edgar Schein’s Humble Inquiry type advice. Stainier’s Coaching Habit. And my fave Marquet’s Leadership is Language. 00:53:07 Eileen George: Reacted to "Slightly related… Ev..." with ❤️ 00:52:56 Pierre NEIS - agile-organizations.com - Zürich: Friction is positive: it’s a point to learn 00:53:05 Brian Link: Reacted to "Friction is positive..." with 👍 00:53:52 Brian Link: “It’s lonely at the top” is the expectation. And they forget they have a team of peers. 00:55:53 Jodie Goulden: Design is operationalizing those behaviors through processes, mechanisms, etc 00:56:20 Jardena London: Replying to "Design is operationa..."Like what kind of processes and mechanisms might you create for this type of thing? 00:57:16 Jodie Goulden: Replying to "Design is operationa..."E.g., the 5 step process described in the article. 00:57:49 Jodie Goulden: Replying to "Design is operationa..."Another mechanism is the LT deciding which are the 3-5 big decisions they should formally debate and reach agreement. 00:58:19 Pierre NEIS - agile-organizations.com - Zürich: Replying to "Design is operationa..."Disagree, design is clarifying the boundaries of engagement for coherence and cohesion, towards a shared purpose. Design is evolutionary 00:57:23 jose santiago: 1-2-1 with peers and conflict resolution is a poorly developed skill in most organizations. And who has power and who influence is missing because WIFM (incentives) influence behaviour 00:57:47 Graham Hall: Conflict is often a projection of repressed and unexpressed emotions onto another. When we project perspectives or emotions that create conflict it’s usually because we are making it about the other person, rather than owning how we feel or think, which is inherently vulnerable. However, contrary to common opinion, vulnerability is often an attractor for others, making it more likely people will lean in with the same, therefore decreasing conflict probability 01:00:41 Graham Hall: RE accountability, this is representative of accountability of what you think / feel, rather than the “yes man” example Janet gave earlier. 01:03:04 jose santiago: Replying to "Conflict is often a ..."true if you are allowed to and not undermined by this act 00:58:17 Brian Link: (Just break facilitation rules Janet lol!) 00:59:00 Jardena London: Replying to "(Just break facilita..."You are allowed to “remove the hat for a moment” 00:59:16 Jodie Goulden: Reacted to "(Just break facilita..." with 👍 00:59:16 Brian Link: Consensus is not about being unanimous. 00:59:46 Jardena London: Replying to "Consensus is not abo...""Live with it and support it” 01:00:07 Brian Link: Replying to "Consensus is not abo..."“Healthy conflict” 00:59:42 Pierre NEIS - agile-organizations.com - Zürich: A key to start designing is by making the difference between structure and organization 01:00:11 Jodie Goulden: Embracing the disagreement is at least as valuable as reaching agreement 01:02:11 Graham Hall: See my above message, opposite of the masking effect Jose spoke about. Vulnerability is an attractor, and it’s the quickest way to build trust 01:03:40 Brian Link: Never Split the Difference by Chris Voss 01:03:48 Jodie Goulden: All my clients are sweet and wise :-) 01:04:45 Graham Hall: We don’t have to make it up, this is common knowledge in adjacent fields like applied psychology / psychotherapy. You need to create new incentive systems around this that will condition these shifts in behaviours over time 01:05:07 Graham Hall: Programmatic work alone will never stick as part of “culture” 01:07:13 Jardena London: Brene Brown and also Satya Nadella say “Be a learner over a knower” 01:08:36 Eileen George: Replying to "Brene Brown and also..."Marcus Aurelius too. ;) 01:09:00 Jardena London: Replying to "Brene Brown and also..."And probably first. Why is this all new to so many? 01:09:10 Eileen George: Reacted to "And probably first. ..." with 😂 01:09:17 jose santiago: Reacted to "And probably first. ..." with 😂 01:08:53 Pierre NEIS - agile-organizations.com - Zürich: In old school models, leadership has the knowledge, and the whole org is only assisting them. This is no longer valid in the 21st century; you lead people who are smarter than you. Your job is to explain where to go, not how 01:12:06 Brian Link: That’s the tension between OKRs and KPIs... 01:12:16 Jardena London: Replying to "That’s the tension b..."yup! 01:10:49 Jodie Goulden: Great job on facilitation Janet. Thank you! 01:11:13 Jardena London: thank you for faciliating Janet! 01:11:29 Eileen George: Thank you Janet and everyone! Great session! 01:12:36 jose santiago: great session thank you 01:13:28 Andrew Bratton: Thank you very much for the positive feedback and ideas for future sessions.