I was thinking about the recent news of renowned scientists and experts warning us against Artificial Intelligence that could surpass us. Unfortunately, I think this happened already without us knowing it, and, what most, it has made us its slaves (or we’ve inadvertently submitted ourselves to it).
Excellent article which I tihnk I’m going to refer to very often!
Thinking during commute the other day (should I have to live nearer my work, I’d be much more dumb!) I pondered how a better strength-based Plan Do Check Act loop could look like.
I find the current version of PDCA to be a bit too deficit-based and tainted of Command & Control. All too often we see managers or project managers deciding on a plan in their offices and rolling it over employees, without much consideration about what would work for them (they’re the ones with their two feet in the daily work, so they should know best). Sure, if you’re doing nemawashi, this doesn’t concern you. But not everybody does it, yet.
So, since we’re speaking more and more about complexity (hmmm, Google Trends on complexity is making me a liar it seems – a construction of mine?)… anyway, I came up with the following new version:
- Connect ideas of different people: who are they? what are their strengths? What ideas do they have? Aspirations? Opportunities they see? Results they expect?
- Select ideas that you (collectively) would think are the more interesting to try?
- Effect these ideas: go to the gemba and put them to the test of work. Measure heavily what happens of course (People side: does it enhance the work experience? Quality? Delays? Costs?)
- Reflect on what happened: what did you learn? What new opportunities do you now see? What hopes does this give you? What else?
Reblog: Noah Raford » Adapting Snowden’s #Cynefin Framework to Encompass Systemic Organisational Change
Here’s a video I wanted to see from quite some time ago.
I don’t know what I’m going to do with this, but I’ll investigate the Resilience Alliance and their model of change a bit more, for sure!
In the good ol’ days of manufacturing (or service industry), the world was seen as rather simple: you had clients that wanted widgets that you built. For different needs you built different widgets. That’s the simple domain of the Cynefin framework as pictured on the right: you Sensed what the client wanted, you Categorized his need and then Responded to it.
Craft industry was at best for this kind of environment. Few thinking was necessary at that time in order to best serve clients.
Then, progress made clients wanting more (in quality and in diversity). In that realm of Complicated environment, the clients’ requests had to be Sensed, then Analyzed before being Responded to.
In an effort to optimize costs, it’s been decided that making “lots of brainpower” was the way to go and that was the gold days of Taylor: some people were paid to think while others were paid to build the widgets. The best way to build was being thought by brains dedicated to that purpose.
See how thinking is included in the Cynefin framework through the “Analyze” step? Brain power was necessary to efficiently design the methods of work, yet, having it all in one place was enough (in Lean, we would say that there were batches of brainpower, instead of an on-demand usage of brainpower…)
Today: complex times
Today, with such variety in the wild, the world has become Complex because clients can easily connect to a world of other opportunities and their needs reflect that complexity of the world (indeed, they’re trying to match their environment variety to survive, just like our companies). From a Systems Thinking point of view, it means that each client contact is different and there’s so much variation in it that one brain power only cannot feature the requisite variety to properly serve the client. To survive in a Complex world, one has to probe the client’s environment to be able to Sense what’s really needed and only then Respond to the (hopefully correctly understood) need.
One can see here that the thinking has disappeared of the framework, being replaced by a probe and a sense (isn’t it what genchi genbutsu is all about?). That’s where Lean came as a force because:
- the client needs are really taken seriously, further than just analysis, by being probed and sensed by going to the client’s gemba.
- to respond to that richly “analysis” of the client needs, the organization needs to be able to quickly respond to it, and that means to be able to quickly adapt to the requisite variety of the client’s environment.
How to you achieve that fast-moving organization? By removing all that is either unnecessary or hindering it from performing as requested by the variety of the client demands. In Lean terms, we speak of removing muda from processes.
Connecting also to Complexity principles, it means making the organization more of an opened system (Lean talks of “extended company”) than a closed one. Closed systems fail prey of the 2nd law of thermodynamics which postulates an increase of entropy, which means more disorder hence less efficiency.
A corollary to the preceding is also that if one wants to maintain order (or even further organize / increase efficiency) and to adapt to the client’s requisite variety, one needs to bring energy to the system, thus reducing entropy.
Continuous improvement doesn’t occur by chance, one has to constantly dedicate resources to it. In a finite world of resources, that means deciding upon which resources are allocated to “work as usual” and resources allocated to improvement (fight against entropy to keep it low).
Just a quick note to let you know that, having found a nice map on the net, I’ve decided to upload it to Biggerplate.