how to build a new operating system for your organisation
TRANSCRIPT
Enterprise Digital Summit | How to build a new operating system for your organisation June 2016
POST*SHIFT @CerysHearsey/@Postshift
Our core team has pioneered the use of social technology inside large firms since 2002, and we now work with corporate clients to assist in developing new forms of organisational structure and practice
to help create agile, responsive and adaptable 21st Century firms.
introductions…
whilst our technology and business environment has evolved exponentially, our management thinking has stood still for 100 years…
management practice is based on very old assumptions
in a world of connected things, current system is failing
Connected
building a connected world needs a connected company
Dynamic Earth
combinatorial innovation cannot happen in silos
Dyeing various types of leather
Since there is no single target model, no single big picture
how can we proceed?
creating a system for change
attributes of a new operating system
Rubber Ducks
Structure
•Decentralised •Resilient •Adaptive & Emergent •Networked •Service-oriented
Culture
•Open •Customer-centric • Innovative •Experience-led •Passion & purpose
Practice
•Agile & Iterative •Data-driven •Collaborative •Task-focused •Podular
Structure, Culture, Practice
an org system that is sentient, evolutionary, alive
but how?
key components of the system for change
‣ Why ‣ What value add? ‣ What is the target? ‣ How to change? ‣ Measure the impact ‣ Learn and share lessons
A Little Luck...
digital transformation leads to new organisational attributes
Do you remember...the future?
Uncovering the ‘why’
Explore the need states
Identify the target capability
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translate target capabilities into distributed change actions
Identify distributed change actions
Employees implement & feedback
Track the data
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Use key data sets to track progress
Use human sensor network
success stories, failures, case studies, readings
iVincent
An overall system for change
Stories - success, failure, progress
Network of change agents
Post*Shift Model for Transformation
}3. WHAT ARE WE CHANGING?
WHAT IS THE GOAL?
MEASURE PROGRESS
2. WHAT FOR? PURPOSE/VALUE-ADD 4. HOW IS THE TRANSFORMATION DONE?
1. WHY CHANGE? WHAT CREATES THE URGENCY?
a simple communications model
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how to make the transition?
how to make the transition?
beyond one-size-fits-all: multi-dimensional structures
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What are the steps of a transition?
Phase 1Phase 0 Phase 2 Phase 3
SELECTING THE SLICE
ANALYSING STATUS QUO
X-RAY FOR PIVOT POINTS
INTRO NEW STRUCTURES
Focus on structure
DOCUMENT CUSTOMER
FLOWS
ANALYSING CUSTOMER
VALUE
FIND KEY CUSTOMER
INTERACTIONS
INJECT CUSTOMER VALUE DATA
Focus on customer
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what role can your ESN play?
how can we use ESNs to kick start the journey
SOCIAL TECHNOLOGY
‣Social Business strategy‣E2.0 / SocBiz platforms‣Use cases / process surrounds‣Adoption & awareness
ORG DESIGN
‣Agile / podular teams‣Networks and communities‣Open / data-driven working‣Customer / market pull
SOCIAL TECHNOLOGY
FUTURE OF WORK
‣New roles and tasking‣Network-centric leadership‣Business model innovation‣New business structures
ORG DESIGN
SOCIAL TECHNOLOGY
always be capturing ideas, need states, problems
Golf
how to measure and display progress
JPL Mission Control
distribute change actions across all the levels of the org
connectivity is a 21st century organisations super power
Happy 4th July 2013
AUTHORS Cerys Hearsey
CONTACT US [email protected]
FIND US Our blog: www.postshift.com/blog
SlideShare: http://www.slideshare.net/Postshift Twitter: @Postshift
POST*SHIFT