Last week I facilitated an open event entitled ‘Reinventing Organisations’, which doesn’t sound very sexy does it? Yet it was a sell out. 75 people were motivated enough to buy tickets and schlepp to the city on a cold wet Monday night to participate. So what is it about the ideas within Frederic Laloux’s book ‘Reinventing Organisations’ that is such a draw?
Ok, hold with the cynical laughter. We all know in how many ways that can sound like a stupid question. So please bear with me. If it isn’t intelligent, where is its stupidity located? If it were to become intelligent, where would that happen? If you think that’s about your boss, or your most irritating colleague, I would like to take a deeper look.
As we start a new year, many leaders will have reflected on how to best influence their work culture. One which relies less on them exercising traditional ‘power over’ leadership and shifts towards team empowerment. One where people feel able to innovate, experiment and take appropriate risks. One which retains and attracts the best people or, in my language, a culture with a high ‘We-Q’.
Why is it that the huge increase in money thrown at ‘Happiness at Work’ initiatives over recent years has not stopped employee engagement scores sliding to an historical and shocking low of 13% worldwide? (Gallup 2016) Why are we so unhappy, and what can be done about it?
As founder of We-Q, the Collaborative Intelligence App, I had the pleasure of spending time with Frederic Laloux, author of ‘Reinventing Organisations’, and one of the world’s most influential contributors to the study of healthy and effective organisations. Together we went on a deep dive into the ills and possibilities of contemporary work life.
“ Happiness is a transitory possibility to evoke, which seems radical given the levels of suffering in organisational life today.” Frederic Laloux
Fredric Laloux talks of the need to restore “our birthright” of deep human connection back into the contemporary workplace. The exclusive interview is embedded in this blog and is free to listen to. What then follows is a description of the key themes, their relevance to the contemporary workplace, and their link to the effectiveness of We-Q.
Can I contribute fully in this team? Yet, how much of themselves do your team members actually show? You’ll be surprised how engaged people can be in the discussion and how much energy is released to improve team culture, performance and wellbeing.
Netflix have made their ability to innovate a key part of their recruitment platform, for very good reason. They have a muscular approach to experimentation which is tangible and fun. What can more traditional organisations learn from them?
It is so easy for a healthy culture to gradually erode, one non appreciation at a time. Recently I ran a We-Q team diagnostic session for the digital leadership team of a large media group. They were surprised to discover that one of their lowest scores was for ‘I feel valued and recognised’
We-Q enables teams to self measure 20 aspects of how effective and healthy their culture is.
I am surprised that the most controversial question on the We-Q team culture test seems to be to what extent the team feel, ‘We make the World a Better Place’.
More and more high-achieving, sensitive people I know are burning out. They are suffering a combination of depression, anxiety, eating disorders, addictions, poor relationships and ill health. It’s very painful to hear their stories. These feelings are a healthy and appropriate response to a system out of balance. Our deeper selves are telling us to “Change course”. Yes, but in what direction and how can we keep things going whilst we change?