I found out by chance a couple of days ago that smart service: LinkedIn articles sent to Kindle provides me a lot of convenient reading!
Blog post #013 of the #Blogg100 challenge
This will be a shortie. On meetings. As soon as I use the word “meetings” my brain fills in “…bloody meetings”. I’ll return to that brilliant video by John Cleese at another occasion. We’ve all been in boring meetings. But there’s nothing saying you need to start it boringly! Sometimes we run out of great ways of opening meetings. I spend two days at the Netnod Meeting and they today provided one new to me. So, here’s a post on How to open meetings.
Very useful for work on large groups, providing the proper end of the sentence may start quite a few laughs and insights. “…are not on Facebook”. This one also triggers our brain in many different ways: visionary, fun, fantasies, body movement, social interaction and more.
This is great for smaller groups. A real knocker for very “in your head” people and very engaged and busy staff. The trick is everyone around the table to fill in on these two sentences:
1. “Last on my mind before entering this meeting was…..[fill in]”
2. “What struck me at first when I entered this meeting was…..[fill in]”
Without any other communication – pick another place than the one you normally consider to be “your place”. Try this at home as well. Reactions are normally immediate and all brains will be active
Without further communication – try another location
What are your top three meeting starters?
This is blog #011 of the #Blogg100 challenge
Soon after I started my own business in 2001 I came across a great and young thinker: Frans Johansson. A young Swedish-American, he released a brilliant book “The Medici Effect” on what may happen in border crossings of ideas.
Here’s an intview with Mr Johansson:
You may recall the Medici family. More on Wikipedia! Someone in our days concluded “If you REALLY want to gather GREAT thinkers – you need a safe place – and a great chef!”
More on the LUCK Concept here.
A strike of insight hit me yesterday. I attended the Jumpstarter release party. I just love these environments – being back in the Startup Environment. The optimism that pours into every single corner of the office – and cell of the employees and founders. The feeling of “everything is possible”. It’s contaminating! When asked “what do you do?” it struck me when speaking of the LUCK Concept: It’s already in its first form very Startup-oriented! So: Read it like a Startup.
There are (in my book) seventeen traps most of us recognize in leadership and communications. Top three:
1. Blind belief in methodology
2. Focus on check lists and tools
3. Very limited knowledge in the human brain and it’s reactions at work
The following graph illustrates what I mean are the results, should you follow the “LUCKc Way”:
1. Learning is performed often in morning meetings
2. We take serious decisions in a synchronized way – leaving none behind
3. The fact that we are all involved (more or less) the perceived effect is that processes are indeed helping us to become more productive. (As a calendar tells when you’re free to have fun)
Picture: Your Swedish Lesson of the day: The way integrated processes as in LUCKc involve and create creative space
The book is currently available from most bookstores, paper or ebook, in Swedish. The English version is released this year. Feel free to show interest in your own copy!
This is post #008 in the challenge #Blogg100.
You’ve probably heard the old saying “Culture eats Strategy for Breakfast!” The meaning of course being we may decide on anything but nothing really changes if our culture denies our decisions. So what to do?
Can we Hack our Corporate Culture?
Another expression comes to my mind: “It’s in the walls” The mening beeing it’s so deep in our culture it’s almost like our rooms and office construction picked up our routines.
So – if our organizational culture holds this power on us – can we do anything about it? Or are we forever doomed to remain here, fading into dust? Or are there actions we can start to gradually poke this giant ship on the right course? In short, and again: Can we hack our Corporate Culture?
IF we could, let’s list what’s needed:
An updated and corrected compass
A new map and sea card
New routines for work onboard this ship
New instructions for our captain, crew and paying visitors
We need to change this as we are moving, still under sail. While securing the rails of the tracks while cho0-chooing our train.
Well, do you think this’ll work? Join me in trying! We’ll be at the Webcoast #unconference March 14-16 in Goteborg, Sweden. Although a tough quest – We’ll go for it in a Four Hour Workshop on March 14. Our fellow participants will bring their experiences, knowledge and skills. I’ll do the same and bring a few tools as well:
Corporate Culture (video)
The Clear/Verbalized model
The VBOR as below
Anchor and Buoy model for needs and behavior
Picture: The VBOR Model
We’ll bring it all together in a video on the evening of the event.
Feel free to supply us with anything likely to work!
Thanks! … and Welcome!
This i post no #006 in the Challenge #Blogg100 in Sweden. Initiative by Mr Fredrik Wass