Guy Lawrence – former CEO at Vodafone – tells of an organizational transformation effort that is intrinsically tied to office renovation – he says: “Conventional offices and working is dead”.
A Simple Recipe: Death to cubicles and offices
- Buy everyone in the company a cell phone and a laptop.
- Remove all offices and cubicles. Open plan office with desks.
- Remove all personal material so that every day starts fresh
- People sit with the people they need to work with that day.
- Meeting rooms are just for meetings of 6 or more people.
- Build coffee shops in in the center of each floor to create a “buzz”
This post is about how one can create a bubble of a new culture inside of an existing organization. For example, this may be used by a group interested in developing an innovation and learning culture inside a typical bureaucratic organization. This post is a continuation of my earlier post on how to Build Culture Adapters to Avoid Agile Failure.
The purpose of this post is to explain why building culture adapters around at team or group is a good idea. It is important for me to revisit this topic from my book and conference presentations since I have learned something new and wanted to share it. All but the last section is an excerpt from my book.
A friend of mine asked me what is going on with all this touchy-feely people and personal growth stuff – “What’s it got to do with Agile?” My answer: everything! So this post ties together: Agile, High-Performance Culture with People skills and Temenos Workshop among others.
There is no single path or prescription for high-performance organizational culture. Increasingly companies are abandoning the traditional “modern management” practices developed for manufacturing and are moving to post-modern approaches that reflect the changing face of work and the needs of knowledge workers.
At Agile Tour Toronto last November, I conducted a workshop to get crowd-sourced research into high-performance organizational cultures. The purpose of this workshop was two-fold. First, to understand similarities and differences between organizational cultures. Second, to see if case-studies of high-performance cultures would resonate with Agile-oriented people.
Christine Day, the CEO of Lululemon, gave a compelling account at the Toronto Board of Trade of how Lululemon uses culture as a core competitive advantage. It is woven into the fabric of every interaction and decision, not a bunch of meaningless posters on the wall. Sadly, there is no book yet. But when there is, I believe it will have greater impact than Tony Hsieh’s Delivering Happiness – a landmark book on organizational culture.
There is a really great RSA animated video explaining Jeremy Rifkin’s idea of the Empathic Civilization. He argues that we are neurologically wired for human relatedness and empathy through mirror neurons: we are soft-wired for sociability, attachment, affection and companionship – we have a deep drive for belonging.