Matthew Lewis’ Post

A really interesting 5-minute read about the way organisational culture is developed and how we need to listen to the views of people new to our organisations. #OrganisationalCulture #EmployeeEngagement #ListeningSkills

Difficult employees often resort to the "either-or" strategy to dodge accountability, presenting only two limited options and stifling innovation. This tactic narrows possibilities and blocks creative solutions. It's crucial not to fall into this trap. For strategies to navigate this challenge and foster win-win outcomes, explore our detailed tips on avoiding the "either-or" dilemma. Learn more about effective approaches here: https://lnkd.in/g9sCHdnV #ConflictResolution #LeadershipSkills #WorkplaceInnovation

Checkout this new article from Behind the Byte! Article: 6 Innovative Approaches to Cultivate High-Performance Teams Link: https://zurl.co/jDzz "Behind the Byte serves as your go-to information hub for the latest cutting-edge advancements in technology and science that are shaping the landscape of the Communications Technology Industry."

Read my new blog post on the power of systems thinking to leverage change in 4 ways that go beyond conventional approaches: https://lnkd.in/gjy7D8jy.

Thanks, David. It's been my good fortune and life saver to have known many practitioners of systems thinking like yourself over my 20+ years of corporate career. It has literally turned on a light for me in an otherwise very dark tunnel or tunnels. The key, as you stated elegantly in your first principle, is to be able to humanize organizational challenges, for the most part, as the unintended consequences of our collective efforts to cope with the complexity of the human condition. Even our worst enemies deserve some sympathy, at least sometimes. If we want to bring constructive change, the most authentic and effective starting place is ourselves. The wisdom of systems thinking is embedded in every single human being, waiting to be harvested. We cannot implement systems thinking for other people or organizations unless we first learn and practice its key principles on ourselves. If we do, all of our challenges turn into opportunities. If we don't, no amount of systems theory and diagrams would solve any problem for anyone. Thank you again, David.

Understanding problems through a #complexity and systems lens is an enabler and opportunity (not a barrier) for change. #Systems thinking can be a critical tool for better understanding and innovating responses to complex #justice problems, as I discussed in this policy brief: https://lnkd.in/dbHpcq_n

Short-term thinking can impair the ability to engage in systems thinking, which is crucial for identifying and addressing underlying issues that could affect future performance. http://f-st.co/yke6Gpz

By working with people who have unique perspectives and backgrounds, you can unlock a host of valuable benefits—from more innovative thinking to faster decision-making to being better prepared to tackle truly complex problems.   - from Kate Vitasek and Forbes  https://lnkd.in/eTywuHv6  

https://lnkd.in/ezzyAFrT Lets try to get some interaction on this post! I will start by identifying one of the 10 reasons and how it fails. I challenge others to read the article and add to the discussion for the remaining 9 reasons! 4. The Effort Was Treated Like A 'Check-Box Exercise' For me this is clear in the fact that most organizations want to point to a strategy or a plan and declare - we have succeeded. They then play the hear no evil and see no evil monkeys by not wanting to see or hear evidence that the plans are not succeeding. Likely because their job was done once the box was ticked and they can move onto other priorities. A plan or strategy without action and accountability is simply a fictional view of a potential future - looks great on the checked box but does not create change.

Thanks to Chris Yeh for putting me on to this book after a post last week about keeping in touch with every boss I’ve ever had. (Chris wrote this with Ben Casnocha Reid Hoffman ) Not sure how I didn’t come across it before. https://lnkd.in/gXCnwz2x Jon Small Steven Helgeson Paul Kanarek check out this book. Must read / listen to. I crushed it in one half day. The alliance is a two-way relationship that lets company and employee work together toward common goals, even when some of their interests differ. The paradox is that recognizing an employee’s independence is what allows a company to rebuild the loyalty and trust that’s been missing from today’s employment relationship. More importantly, by offering their employees the opportunity to transform their careers, companies can attract and retain the entrepreneurial talent they need to drive Silicon Valley-style innovation.