Category: General

I am not your guru!

I am not your guru!

In the documentary, I Am Not Your Guru, released in 2016, Performance coach Tony Robbins proposes an interesting exercise. Imagine your life in the near future. If everything goes well in three years, how much will you make a year?

Don’t read further until you have the figures.

When you get the amount, multiply it by three and imagine what you are doing to deserve such compensation?

Inspiring?

No, it’s not all about money. Money is a by-product of our actions, and if money is not what you want to visualize, pick something meaningful to you.

I would be happy to hear what you think of the exercise!

The Podcast Experiment

The Podcast Experiment

I tried a new experiment last month! I recorded a few podcast episodes:

  1. The first one answers one important question: “How to form a team?” I recorded it with Valentin Yonchev and Matt Takane from the Red Hat Open Innovation Labs.
  2. The second one is a celebration of the availability of Changing Your Team From The Inside as an audiobook, with Michael Reid the narrotor of the book.
  3. The third one is an answer to the question: “How to create great goals?”
  4. I recorded the fourth one with Jerome Bourgeon to answer the question: “Do cultural differences influence the adoption of agile”

Of course, I am interested in your feedback about that experiment.

Maybe you have ideas about change, or you have questions to ask, and maybe even you want to record the answer to a question with me?

Do cultural differences influence the adoption of agile?

Do cultural differences influence the adoption of agile?

In today’s episode, JĂ©rĂ´me Bourgeon and I will explore the question of cultural differences and their influence on the adoption of agile.

Spoiler, we don’t think that cultural differences are the real problem.

JĂ©rĂ´me is an agile coach with Zenika. He is based in Singapore.

Together we discussed:

  • build trust take a different amount of time
  • culture of companymatters more than countries (JĂ©rĂ´me used the model proposed by Frederic Laloux in his book Reinventing Organizations)
  • beliefs of people matter more than anything else
  • the power of appreciative inquiry and how to use it
  • accepting differences that are important for people

I am eager to hear your feedback, so drop me a note at alexis@monville.com, on Twitter or LinkedIn. You can also use those channels to propose the next question you want Le Podcast to answer. We can even record the answer together!

 

How to create great goals?

How to create great goals?

In today’s episode, I will answer one questions I have been asked several times over the past weeks:

How to create great goals?

And more specifically, how to create great goals using the OKRs approach. OKRs stands for Objectives and Key Results.

In the episode, I used a simple example and the Impact Mapping approach, to walk you through the process of creating great OKRs.

I am eager to hear your feedback, so drop me a note at alexis@monville.com, on Twitter or LinkedIn. You can also use those channels to propose the next question you want Le Podcast to answer. We can even record the answer together!

 

The Audiobook is available!

The Audiobook is available!

In addition to electronic, paperback, hardcover, and team edition, Changing Your Team From The Inside is now available as an audiobook!

Michael Ried did an excellent job in narrating the book. I was even caught listening to him forgetting that I was on a review mission 🙂

The book is available on the platform you usually use to find your books like Amazon, Audible, or iTunes.

Please let people know about it!

And let me know what you think!

The Breakfast Huddle on Innovation Fatigue

The Breakfast Huddle on Innovation Fatigue

While I was travelling to Singapore, I have been invited to discuss innovation with Eliott Danker on MoneyFM.

Thanks to Eliott interviewing talent, we touched on a lot of different aspects:

  • Innovation fatigue
  • Sustainability
  • Burnout
  • Innovation and customer experience
  • Team organization preventing people to innovate
  • Inclusivity of different perspectives
  • Management of talented individual
  • Manager role and manager discomfort
  • Creating the conditions for great work
  • Hiring, onboarding, training, mentoring
  • Empathy and personas
  • Understandgin the Flow of work
  • Bottleneck and constraints
  • More effort is not the solution
  • Measure the impact of the work from a customer perspective, not the work itself

Theory X and Theory Y

Theory X and Theory Y

I had the great pleasure to deliver the closing keynote of Voxxed Days Singapore. During the talk, Going Open, I introduced Douglas McGregor theories on human motivation and management that he developed at the MIT Sloan School of Management  in 1957.

The assumption in Theory X is that workers are lazy; they dislike and don’t want to work and do all they can to avoid it. As a consequence, if you agree with that assumption, your way of managing people, who have no intrinsic motivation and no ambition, the system needs to be “command and control.”

The assumption in Theory Y is that work could be as natural as play and rest; people seek responsibility and are able to direct themselves to deliver on their commitments. As a consequence, if you agree with that assumption, your management style is radically different, and the system could tend toward self-organization.

Theory X and Theory Y are self-fulfilling prophecies. Acting accordingly to the theory causes it to come true.

Reconsidering the way we are managing people in an organization is an essential ongoing exercise.

As an example, our actual reward system might perfectly fit the Theory X assumption, while we would prefer our whole team to live under Theory Y.

What about you?

What type is your organization?

What type are you?

Could I behave like X, because my organization is X?

Do you think my organization could change if I change my behavior?

It could be really interesting because X organizations suffer from a centralization flaw. And like spiders, if you cut the head, the organization dies.

By contrast, Y organizations are resilient like starfishes, if you cut an arm, the starfish will regrow it, and even more interesting the arm will regrow a whole new starfish, as all the knowledge needed is available to do exactly that.

Y organization are really like Open Organization.

Open Organization is the term coined by Jim Whitehurst, CEO of Red Hat for his eponym book published in  2015. The book written primarily for organizational leaders, demonstrates how open source principles are changing the nature of working and managing in the 21st century.

There are five characteristics of Open Organization:

  • Transparency. Transparency by default as a foundation.
  • Inclusivity. Inclusivity of all perspectives.
  • Adaptability. Feedback mechanism to continuously learn.
  • Collaboration. Collaboration to produce better outcomes.
  • Community. Shared values and purpose.

How can we adopt those characteristics in our organizations?

I then proposed some of the approaches that you can find in the book, Changing Your Team From The Inside, to foster the change in your team and organization.

Going Open – Closing Keynote

Going Open – Closing Keynote

On May 31, 2019, I had the pleasure to deliver the closing keynote of Voxxed Days Singapore: Going Open!

Thank you to all the participants and organizers for a fantastic event!

I had the opportunity to sign my book, Changing Your Team From The Inside on the Red Hat booth, and to meet great people!

The title of the talk is Going Open to Support Your Digital Transformation, the slides are available here and I will update the post as soon as the recording is available.

 

The pitch of the talk: “Do you feel your organization, your team, and yourself are focusing on the right things or are you overwhelmed by the thousands of tasks that you need to do? What do you need to get your organization, your team, and yourself to continuously improve to get to the point of doing the things right? Going open is the best way to support your organization’s digital transformation. Going open is applying the principles of the open organization. Open is the antidote of the lack of focus and the lack of continuous learnings that is ailing organizations today. What are the differences between a centralized organization and an open organization? Learning about these differences can help you advance your objectives in your digital transformation. The open source development model is the root of the Open Organization. The diversity the open source model brings is an endless source of inspiration to transform your organization–and this is what this session will expose.”

 

 

Ratings and Reviews

Ratings and Reviews

Ratings and reviews contribute significantly to the success of a book — not a rocket science fact. When we go to platforms like Goodreads, we choose our next book based on the category, the title, the cover, the abstract, AND the ratings and reviews!

It seems that ratings and reviews account for a lot in our choices.

And because of all that, I need your help!

Could you please help the book Changing Your Team From The Inside to reach a wider audience?

It is straightforward:

  • Leave a rating on Goodreads
  • Leave a rating and a review on Goodreads
  • Leave a rating and a review on Amazon (If you already did Goodreads, you are one copy/paste away!)
    • Maybe you will be allowed to do the review only in your localized version of Amazon, please go for it!

I am asking that now because I am really proud of the second version of the book published at the beginning of April! I worked on the second version during the previous months with a fantastic team! John Poelstra and Michael Doyle did a tremendous job to help me improve the book! Thank you!

To celebrate, the second edition, the book is now available in Hardcover version on Lulu!

 

I chose to end all the chapters of the book, Changing Your Team From The Inside, with a section titled “Summary and Action”. The goal of those sections is to give you keys to act immediately on your environment. I heard great feedback about one of the practice. The practice is a way to guide one-on-ones when meeting new people. Another one is The Matrix of Principles that you could also test with the principles of the agile manifesto.

I also answered in a post to a question on how to create Team Agreements efficiently.

 

At the beginning of the month, I had the pleasure to participate in a fantastic event: Agile Games 2019. Here are three posts about the adventure: The worst presentation ever, OKRs! OK What?, Agile Games New England 2019!

 

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