Ambassadors and Members of The Organizational Zoo Ambassadors Network (affectionately known as OZAN) used the Zoo Character Cards to explore the behavioural DNA of Leadership. That is, which metaphors best represents the complex behavioural capabilities required to inspire others to follow you when the situation is ideal and the organization is performing well. Clearly, a successful leader (consciously) adjusts their behavior when the context changes and this is the critical point of facilitating "Conversations That Matter" using the Zoo concepts. The most...
The Organizational Zoo character cards were used to assess the which metaphorical "animals" (representing behaviours) supported or detracted from a creative environment at Creative Bangkok. This activity was repeated at the HEC Creativity Summer School in Montreal in June 2015. The Montreal group was larger (about 70 people broken up into 18 groups) and of a more mixed cultural background. Despite this there were strong similarities in the outputs of the activity. For example the strongest characters supporting a creative environment...
The participants of Creative Bangkok 2014 engaged in assessing what “animals” (Organizational Zoo metaphor characters representing behaviours) supported creativity and which were detrimental to it. After a very quick introduction (because we wanted intuitive interpretation and creative open exchange of perspectives with minimal preconception) to The Organizational Zoo, participants allocated character cards into 4 categories for the context of generating creative environment: Expected (required for creative outcomes) Desired (not absolutely required, but a positive influence on creativity) Tolerated (not desirable, prefer not to...
The limitation of many psychometrics is the way they are used by some. Used well, they can provide insights into the preferences a person has “generally”, though this cannot be applied to all situations. However, they often are used to stereotypically categorise the person, with the implication that this may inform them what roles they may be best suited to. That is, applied in ways that puts the person in a box. This is dangerous given often this largely based...
Short(ish) answers are shared here for the questions asked of myself at the IKMS KM Singapore 2014 conference. To set the context for these answers, I emphasise that as knowledge workers we need to be role models. The answers may seem simple, perhaps even overly simplistic. However, our reality is many KM initiatives fail because they try to over complicate or oversize their early goals. Genuine sustainable change requires persistence, hard work and time. This is accelerated by early benefits (both...
Umeå Univeristy host a weekly event called 8.23 each Tuesday morning to discuss a paper in development and to share ideas around what resident researchers are working on. I participated in this firstly as someone engaging around other's ideas and later as the facilitator of my own Organizational Zoo concept. Both conversations led to stimulating exchange of ideas. I believe that the concept of proactively engaging others to seek their perspectives though constructive feedback enhances the value and relationships for everyone...
You often hear people say they need to know all about an idea before they can decide to engage with it or not. A common approach is "the five W's" to determine If and How...
Leadership is a subjective participation sport of perspectives and relationships. The more effectively you influence others to play with you, the greater your own success, and the more value you generate with, and for, others. Great leaders generate trust and act in an open and trustworthy manner. In doing so, they generate an environment in which people desire to be involved in decision-making and the implementation of value-creating actions. They interact in an open manner to solicit a range of...
“Traditional teaching” is TEACHER and CONTENT focused. This is fine - if you want to win a local pub trivia night, but it is not LEARNING. Learning requires a level of understanding of what the content is about and why it is important. Even more important is knowing when it is relevant to apply and why it is more optimal than a range of other possible options. Flip teaching is (apparently) a “new” way to teach that incorporates technology and...
We rarely afford ourselves with the luxury of engaging in sufficient time to do what Donald Schön called "reflection in action". When we do so, we realise just how much more there is to life and we enhance our learning experiences. One of the biggest challenges in our lives is productively engaging with others. Group dynamics is a double edged sword! Groups enable us to share workload, enjoy learning from other’s perspectives and engage in a deeply rewarding relationship that...
In the beginning of any new relationship the key is to show you can create benefits they value and build interactions you each enjoy. Often the best way to find things they care about and value is to ask a series of questions. A perceived problem can often be a symptom of something else such as poor management generally or too focused on tactical solutions. To find the best opportunities to tackle FIRST, you need to explore a little in...
People often ask me about the origins of the cover image on The Organizational Zoo. Although it is a LONG story, in short it took several drawings over several months to get the message right. We wanted to portray the behaviours people encounter on their career path through a typical organisation. You can see the kid (naive recruit) about to enter the front gate of the zoo (organisation) and as one would expect the Owl (eternal mentor) ready to greet them at the gate....
The recent media debates on multicultural societies and leveraging diversity stimulated my thinking about metaphors that fit this debate. As a lover of fruits, I thought when do I want and apple versus an orange or fruit salad? Why (or perhaps when) would I choose these individual fruits rather than simply blending them and get all together? In many ways a culture is a blend too - some with a dynamic mix of many recognisable behaviours and values operating in...
For some people, life is like a series of somewhat unpredictable interactions that just happen to them - and can lead to benefits or tragedies. They react to what the environment "allows" rather than create the environment they would like to experience. However, occasionally, we also see someone who always seems to "get what they want" and appears to lead the environment rather than be constrained by it. How does this happen? What do they have that others do not? The...
I am often asked for “proof” that metaphor techniques work in the business environment and also in other situations such as community, home, family and school. I have been using metaphor techniques since 2000 and have many examples of success in team environments. Due to privacy and research ethics restrictions, I cannot reveal specifically who these examples apply to, but I can discuss the situations in a generic sense to highlight the power of metaphor interactions. One team had a 30% turnover...
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