Where I beg to differ –
Company weekend gateway, in-house wellness sessions, incentives, are missing the point
While crossing books lately from Good to Great (Jim Collins), 6 Simple Rules (Yves Morieux), Drive (Dan Pink) and a couple of others, a general principle have surfaced:
You change the way people work by changing the work itself or the work context
Introducing external, non-work related elements don’t really improves how people work
This dismisses many mainstream company practices such as
- organised afterwork to build trust between coworkers
- in-house yoga and giant floor pillows to improve personal wellness
- financial incentive to motivate employees
This connects to a more general idea : most of the time the best solutions are the one you find within the problem (strong guiding principle in my coaching). It’s a reminder to look further into a situation in order to improve it instead of looking outside of it or looking to adding more external things to it.
What I‘m busy with –
- working while traveling a bit in the philippines
- finding my pace with blogging
- reshaping my session “How to do your transformation right” in a more natural fashion, eventually split in “what doesn’t work ; what works”
Question in my head –
Why I can’t find any “Agile Transformation team” example that got a transformation done well? Is this inherently a false good idea? Good to Great has some brutal findings on this topic. My feeling is that the way to have such a team makes it practically not a team but more of a “chapter” (topic-oriented network going across the organisation structure).