Maneuvering Monday

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In this first episode of chapter 3, all the sugar packets mysteriously disappear from the tables in the canteen. 

Sheila feels bad about her experience with Frank, and Marie and her team members get together for a structured exercise to cope with failure, each sharing a mistake and celebrating the learnings. Will this exercise help Sheila feel better? And what happens when Marie reluctantly admits to having dropped the bag of cinnamon buns down the stairwell into the heap of junk in the basement of Zebra Apps?

Thank you to Katie Christensen for reading this episode. 

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In this special edition episode, international thought leader, author, lecturer and practitioner Christian Nissen interviews Ivanna and AK about the first two chapters of Marie's journey in Zebra Apps. 

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In this final commentary episode of chapter 2, Futocracy Network host Dr. Ross Wirth joins us to provide some constructive criticism to Marie and her approaches.

What are some of the missed opportunities and facilitation basics that Marie failed to get right at the leadership offsite? How could the five levels of involvement help Zebra Appa succeed with their culture program? And are we naive when we build organizations for stability and expect change readiness?

Frameworks and concepts

• Five levels of involvement 
• Kurt Lewin’s change management model
• Edgar Schein’s learning process

Feeling inspired? Join the Futocracy Network to explore new ways of thinking about organizations, leadership and change with other passionate change-makers.

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The culture program is approved at the leadership meeting. Marie meets with Todd from HR in ConvoSystems to get the scoop on Jaque, and Todd shares some unsettling news about Anne and Zebra Apps co-founder Richard.

Marie and her team facilitates the leadership offsite meeting. Marie’s team member Sheila has an uncomfortable facilitation session with the CFO Frank. Later that same week, Frank retires from Zebra Apps and Marie is so startled that she drops a bag of cinnamon buns down the stairwell to the basement floor.

Thanks to Tiffany Lam and Katie Christensen for reading this episode.

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Author and coach Heidi Helfand helps us dissect the second episode in chapter 2 of Marie's journey.

While Marie learns more about Mark and his background, an unknown company rebel hangs post-its on the recently installed soda fridges. Heidi Helfand shares her insights on how Marie and Mark's relationship could be improved using Organizational Relationship Systems Coaching's methodologies. Is Marie unknowingly violating international coaching etiquette? Tune in to learn more about how to coach organizational entities!

Coaching & working with teams

• Organization and Relationship Systems Coaching (ORSC) by CRR Global: Coaching organizational dynamics as systems
• Five dysfunctions of a team by Patrick Lenzioni
• Creating intelligent teams by Dr. Anne Rød & Marita Fridjhon
  • A series of facilitated instructions e.g. deep democracy facilitation exercises

Finally, Heidi quoted fabulous Brené Brown: "In the absence of data, we will always make up stories"

You can contact Heidi on LinkedIn or via email: [email protected]. Learn more about her book Dynamic Reteaming on the website heidihelfand.com.

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While Marie gets closer to understanding Mark and his background, an unknown company rebel hangs post-its with insults on all the soda fridges. The HR Development team members plan the culture program, and Mark and Marie presents it to Natalie. But how will she react to the resurfaced company values? And is she even ready to approve a culture program that will require time and effort in the leadership team and among employees? 

Thank you to Tiffany Lam for reading this episode.

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Silicon Valley veteran Sam McAfee from Startup Patterns helps us kick off chapter 2 of Marie's journey in this episode. 

What does it say about a company when it takes an archeological process to uncover previous work done to define and distribute company values? What can we learn from 20th century literature about mind games in the office? And what would Sam do if he had to help Zebra Apps with their dysfunctions?

Mind games in organizations 

• Sam refers to the book Games People Play written by Eric Berne about Transactional Analysis 
• Sam refers to Stephen Karpman's drama triangle, which is a model of dysfunctional social interaction 
• Check out Startup Patterns' article about mind games in the office, further detailing Berne and Karpman's concepts

Influence map

•  Sam talks about creating an influence map, you can find an example of one here 

Team organization

• Sam shares his thoughts about team organization in the episode. You can learn more in this Startup Patterns blogpost 

You can listen to the story part of the episode here.

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Chapter 2 kicks off with a member of the leadership team testing Marie's patience - and Marie learning something new about why Anne left Zebra Apps. Marie also discovers that Natalie did define a mission statement and company values when she founded the company. So how will Marie tackle the culture program presentation for the leadership team? And what's with the big fridges being installed in all corners of Zebra Apps?

Thanks to Tiffany Lam for reading this episode.

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This week Benoit Hurel, a partner at The Ready, helps Marie maneuver Zebra Apps. Benoit advices Marie to try radical change at a non-radical scale and to dance with the system instead of fighting it.

Guest:
Benoit Hurel: https://www.linkedin.com/in/benoit-hurel/
The Ready: https://www.theready.com/

Methodologies and tools mentioned:
OS canvas: https://medium.com/the-ready/the-operating-system-canvas-420b8b4df062
Human element practitioner: https://www.thehumanelement.com/
Janusian Thinking: https://www.creativitypost.com/article/janusian_thinking
Action meeting: https://medium.com/the-ready/how-to-facilitate-the-best-meeting-your-team-will-have-this-week-763f31b6d7d

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Marie is attending a flower party at her child Ally’s kindergarten, but is late and distracted by her meeting with Anne and the challenges at work. At night, she talks to her husband Thomas about how making the technology work is the easy part - making the team collaborate is much harder.

Marie reads a LinkedIn post about games people play in organizations, realizing that Mark is playing ‘the game of obfuscation’: Keeping everyone on their toes and guessing. During her next day at work, she finds out that Mark has told Natalie that Marie will launch a culture program to fix the retention problem. Although initially angered by this betrayal of trust, Marie remembers the game Mark is playing, and simply agrees to do a presentation of the culture program at the following leadership meeting.

Thank you to Tiffany Lam for reading this episode.

Are you jumping in from this episode?  Watch what has happened in episodes 1, 2 and 3 in this 4 mins video

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