Exploring Work at Strata V, VI, and VII Transitions Indicators
Transcription
Exploring Work at Strata V, VI, and VII Transitions Indicators
Exploring Work at Strata V, VI, and VII ‘Size of Role’ vs ‘Size of Person’ Transitions Indicators Nature of Growth Assignments Jan De Visch Prepared in collaboration with Otto Laske October 29,2009 Global RO Conference Buenos Aires, Argentina www.connecttransform.be 1 Agenda • Building blocks of “size of person” • Building Blocks of “size of role” • Adding value in the present : strata I, II and III The logical thinking area • Adding value in the future : strata II, IV and V The ‘systems-in-systems’ and ‘incipient dialectical thinking’ area • Creating value systems : strata V, VI and VII The ‘fully dialectical thinking’ area • Transition indicators & nature of growth assignments www.connecttransform.be 2 Building Blocks of ‘Size of Person’ What ‘should’ and ‘can’ I do? Potential Capability SocioEmotional Stage (ED) Volume 1, MHD* Assumptions about knowledge and truth Phase of Cognitive Development (CD) [logic & dialectics] Volume 2, MHD Behavioral Profile Applied Capability How Am I Doing? Structure of the relationship Self-Other Deeper structure of reality construction (‘should’ do ‘for whom’) (‘can’ see determines ‘options’) * MHD= Measuring Hidden Dimensions by Otto Laske (2006; 2009) www.connecttransform.be Copyright © Laske and Associates 2006 3 The geography of the mental framework : Every individual has his/her own cognitive profile. The dimensions of the blocks occur in different strenghts and compositions, according to the developmental level of the person. Emerging change Context Emerging change Common ground Transfor mation Context Common ground Transforma tion Emerging change ‘Preserving fluidity in thought’ ‘Attention to actual or potential processes of change’ ‘Describing movement as occurring via opposites’ Context ‘Attention to organized and patterned wholes ‘ ‘Recognizing & describing systems as systems ‘ Common ground ‘Describing relationships as interactive and constitutive’ Transformation ’Attention to the limits of stability of systems (change potential) ‘ ‘Describing transformation from one system to another’ ‘Describing relationships among systems’ ‘Describing the potential of systems to emerge’ Building Blocks of ‘Size of Role’ Value systems Broader accountabilities - Locus of added value - Scope of problem space Stratum V, VI & VII Future (Innovation domain) Stratum III, IV & V Nature of debate S Future Broader decision authorities - Risk assessment - Performance indicators Present (Operational domain) Stratum I, II & III www.connecttransform.be 5 Adding Value in the Present Implicit Frames of Reference & Mental Highway(s) Surface structure Size of Role Expected work contribution, defined in accountability themes Size of Person Cognitive Knowledge construction and decision making Size of Person Social-Emotional Self-Other dynamic Str I : Executional and/or service excellence Concrete, procedural frame of reference. Common sense, rule-based and procedural decision making (categorising and responding). Str II : Service differentiation and optimisation Conditional, effectivity based frame of reference. Diagnostic (analysing causes and responding), rule bounded decision making. Systemic, team-team, re-engineering frame of reference. Rule extrapolation and decision making based on probing and redefining (linear) relationships. Instrumental -> Other Dependant: Unilateral communication. Decision making based on seeking short term, concrete advantage for self. Other Dependant: 1:1 exchange. Decision making based on internalized expectations of others. Other dependant -> Self Authoring: 1:1 exchange. Decision making starts to be based on writing an ‘own story’. Str III : Rethinking operational flows. Deep structure (relative proportion of thought forms) Emerging change ‘Attention to linear processes of change’ Context ‘Parts within whole’ ‘Functional descriptions’ Common ground ‘Attention to known relationships’ Transformation (almost not present) www.connecttransform.be Dominant value system “The world is a problem with which I must cope” • • • • • Education/certification Control/order/discipline/rules Efficiency/planning/productivity Achievement/success Being linked/membership 6 Mental Highway at Stratum I, II and III The ‘logical thinking’ area Gestalt •Prevalent in the decision maker’s *thinking* is the positivity, not the negativity – change potential – of situations (even if there is talk of “change”). • Mapping skills – taking into account associated domains of discourse – are lacking, leading to a narrowing of problem and time horizon. • Presuppositionless thinking – strictly looking at what is at hand – is absent, therefore preconceived ideas in a formal-logical frame of reference interfere. • All three criteria above lead to substantiating preferred beliefs, rather than breakthrough thinking. • For this reason, changes that are a signal of transformation – rather than simply “moving into another situation” cannot be grasped, anticipated, or taken into account. Learning essentials : “Best practice is, per definition, past practice” • From ‘Build insight’ (learning to see different perspectives) to ‘Helping interpret & reframe, based on self-insight and exchanging experience’ • Avoiding ‘oversimplification’, ‘missing context’, ‘’missing changes’ • Avoiding ‘micromagement’ www.connecttransform.be 7 Adding Value for the Future Surface structure Implicit Frames of Reference & Mental Highway(s) Size of Role Expected work contribution, defined in accountability themes Size of Person Cognitive Knowledge construction and decision making Size of Person Social-Emotional Self-Other dynamic Str III : New process and/or value streams Systemic, team-team, re-engineering frame of reference. Rule extrapolation and decision making based on probing and redefining (circular) relationships. Complex system mapping frame of reference. Multiple contexts, identified emerging changes and abstract modeling provide the framework for decision making. Rules are changed. Self Authoring: Dialogue. Decision making starts to be based on starting to write an ‘own story’. Viable whole business systems frame of reference. Holistic integrative systems thinking provides the framework for decision making. New rules are made. Self-authoring -> Self aware : Decision making based on questioning the scope of own belief systems. Str IV : Creating breakthroughs, reshaping profitability, testing alternative strategies and structures. Str V : New business model, reshaping the relative competitive position. Deep structure (relative proportion of thought forms) Emerging change ‘Preserving fluidity in thought’ Emerging ‘Attention to actualchange or potential’ ‘attention tochange linear processes of processes of change’ as ‘Describing movement occurring via opposites’ Context ‘Attention to organized and patterned wholes’ ‘Recognizing & describing systems as systems’ Common ground ‘Seeing limits of separation between entities, parties’ ‘Pointing to structural aspects of relationships’ Transformation - Describing ‘System fragility’ ‘Conflict leading to development ‘ ‘Value of development potential’ “Pointing to” & “Describing” www.connecttransform.be Self Authoring Fully Self-Authoring : True communication. Independent, value based decision making, respecting others ‘my world’ hypothesis. Dominant value system “The world is a creative project in which I want to participate” • • • • • • • Authority/honesty Decision/initiation Limitation/acceptance Search/meaning/hope Sharing/listening/trusting/collaboration Pioneerism/innovation/play/recreation Knowledge/insight/self actualization 8 Mental Highway at Stratum III, IV and V The ‘systems-in-systems’ and ‘beginning dialectical thinking’ area Gestalt •Accuracy of capturing not only “the problem” but its embeddedness in a constantly changing (historical) “situation “ [context dependency] •Ability of viewing the problem situation in holistic and systemic terms, foreseeing its expectable changes in the near future [process dependency] • Ability of viewing the problem situation in its relation to other associated situations and problem resolution conditions [relationship dependency]. Learning essentials : “Making trade-offs between finding the right answer and simply making a decision” • From “Helping to restructure & reintegreate information” to “Helping to discover” new principles and understanding that truth is dependant on the value system. Learning that “prediction” is a fragile thing most likely to be contradicted by how things eventually turn out. • Cope with “analysis paralysis” • Sharing and examining experiences using different angles and emphasizing multiple perspectives. Encouraging meta-cognition, question categorical thinking by challenging labels and conclusions, emphasizing the size of the ‘learners’ story, helping to value approximisation over precision. • Encouraging the ‘learner’ to become more self-directing, using ‘metalogue’ or interpersonal process awareness, noting the scripts, games, manipulations, power 9 dynamics and patterns enacted in relationships. www.connecttransform.be Creating Value Systems Implicit Frames of Reference & Mental Highway(s) Surface structure Size of Role Expected work contribution, defined in accountability themes Size of Person Cognitive Knowledge construction and decision making Size of Person Social-Emotional Self-Other dynamic Str V : Whole systems innovation, creating conditions for breakthrough innovation. Viable whole business systems frame of reference. Reshaping networks of relations between stakeholders who were previously unknown to each other of whose relations were completely different Governance & global frame of reference. Multiple systems synergy creation, meta rule making and global systems transformation. Viable whole business systems frame of reference. Holistic integrative systems thinking provides the framework for decision making. New rules are made. Self aware : Being transparently linked with others. Decision making based on questioning the scope of own belief systems. Self aware & spirituality Str VI : Governance & Business portfolio Str VII : Global Governance Self aware & spirituality Deep structure (relative proportion of thought forms) Emerging change ‘Preserving fluidity in thought’ ‘Attention to actual or potential processes of change’ ‘Describing movement as occurring via opposites’ Context ‘Attention to organized and patterned wholes ‘ ‘Recognizing & describing systems as systems ‘ Dominant value system Common ground ‘Describing relationships as interactive and constitutive’ Transformation ’Attention to the limits of stability of systems (change potential) ‘ ‘Describing transformation from one system to another’ ‘Describing relationships among systems’ ‘Describing the potential of systems to emerge’ “The world is a mystery for which we care on a global scale” • • • • • Interdependence Transcendence/solitude Wisdom/art/beauty Construction/new order Contemplation www.connecttransform.be 10 Mental Highways at Stratum V, VI and VII The ‘fully dialectical thinking’ area Gestalt •Accuracy of capturing not only “the problem” but its embeddedness in multiple contexts, eg. traditions, frames of reference, ideologies [context dependency] •Ability of viewing the problem situation in changing interpenerated changes and changes in ideology and value systems [process dependency] •Ability of viewing the problem situation in its common ground relation takes many forms (individualism, subjectivism, pluralism, fundamentalism, exceptionalism …)[relationship dependency]. • Emphasizing human agency [transformational opportunities]. Learning essentials : “Managing the tension between rupture and displacement” •Learning that knowledge and truth are constructed through critique of complexity-reducing formalisms, through critical inquiry using hypothesis testing; through considering the common ground of opposites and construction of holistic perspectives. • Encouraging dissent and diversity. • Managing starting conditions and monitor for emergence. www.connecttransform.be 11 Transition Indicators • Moving boundaries of the current role • Building acquaintance with new roles and new networks, and integrating different viewpoints in one’s own frame of reference • Entering into more complex decision making processes, and mastering the tension existing between present and future. www.connecttransform.be 12 Present Future Value Systems Nature of Growth Assignments Locus of added value Scope of problem space Focus of debate Performance indicators Societal World issues Assessing risks to peace, security and global risks for generations. Governance Integrate 2+ business entities and business models (globally) Assessing risks to society. Taking part in debates which create new value systems, recreating own points of view, creating a coherent language for stimulating activities in the innovation domain. ° Contribution to global prosperity, peace and public policies. ° Corporate responsibility to Societies and the common good. ° Global enterprise sustainability. ° Investments and milestones to seed new businesses and/or industries. Transformational : New Business Remodeling and reshaping the relative competitive position. Breakthrough : Develop and implement alternative strategies and structures. Integrate all business entity functions and processes (8+) ° Future value creation from new business models. ° Intrinsic and Extrinsic Shareholder value (enterprise value) Systemic : rethinking operational processes Integrate multiple teams across a process or value chain. Building a functional team. Assessing personteam risks. Integrate role within procedures. Assessing business viability risks, risks to a community of stakeholders. Debating changes in value systems and the consequences of this to create conditions for the introduction of innovative products and services relevant to these changes. Assessing business value risks (environmental, supply/demand chain). Debating whether the systems in the operational domain are really doing what they say, understanding the meaning behind any discrepancies, based on knowledge of changing value systems. Assessing business operational risks. Debating whether means need to be allocated for alternative products/services to chosen clients and alternative ways to meeting the requirements. Debating whether the inputs to the process, the procedures and the tools are still the best for meeting the client’s specific requirements. Debating the relevance of the several specifications to learn what are the minimal critical specifications of the output, the input and the process itself, leading to more efficient work. Task/Job concrete efficiency measures including Quantity, Quality and Service Excellence to customers (single performance indicators). Situational : optimizing practices and differentiating services Procedural : better use of available resources Integrate 2+ functions and 2+ cross-functional processes. ° Future value creation to meet future Customers’/ Shareholders’ Needs, ° Development of viable new products, new services, new markets, ° Return on new capital investments. ° End-to-end process and value stream indicators, ° Yearly revenue – expense and/or profit, year over year value creation (profit and loss). Effectiveness measures for current processes to respond to customer needs (combined performance measures) www.connecttransform.be 13 Questions … www.connecttransform.be 14 References • • De Visch, J. The Vertical Dimension. Blueprint to Align Business and Talent Development (to appear in spring 2010, details at www.connecttransform.be ) De Visch, J & Shannon, N. The Connection between Strategy and Talent Management : Managing the Human Capital Risk in Execution. 2009 (HBR article, downloadable at www.connecttransform.be) • • • • Hoebeke, L. Making Work Systems Better (download on www.globalro.org) Jacques, E. & Cason, K. (1994). Human Capability. Cason Hall & Co. Laske, O. Measuring Hidden Dimensions (Vol I (2006) & Vol II (2009)) Interdevelopmental Institute Press. (Order at www.interdevelopmentals.org) Van Clieaf, M. Based on e-mail correspondance & downloads on www.mvcinternational.com (2008-2009) www.connecttransform.be 15