Appreciating Systems

Appreciating Systems for Genuine Efficiency
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The #Cynefin Framework: a framework to identify which decision style is best suited to a situation

Well, this is a very well done introductory video on what  the Cynefin Framework is all about. You can also read about it in Wikipedia if the video is not you most efficient knowledg transfert medium.

YouTube – The Cynefin Framework.

 

Reblog: DOING WHAT WORKS: Perspective change

Another short and nice article by Coert Visser about question that helps develop a Systems Thinking view of a situation in the mind of the person being asked: DOING WHAT WORKS: Perspective change.

The article doesn’t mentioned systems thinking, this is my link of the tswo subjects, but SF is deeply rooted in the field, so it’s no wonder the roots diffused to the core.

 

Reblog: DOING WHAT WORKS: Effective questions for helping and providing direction

Here is a very interesting article from Coert Visser about leading people by asking questions: DOING WHAT WORKS: Effective questions for helping and providing direction.

Also, follow the inner link to “Constructive and Activating Management Techniques” on the same topic.

Telling is straightfoward and not helping people learn. Indeed, people just take what you say and either accept or reject it. Of course, some rare people are able to say things crafted in such a way that it makes people think deeply about it and help them get insights about whatever it is that the discussion is about. Milton Erickson comes to mind for instance.

For the more mundane people like me, asking questions is a way to gently push people to think about an issue and by this way step by step creating in their mind a systemic representation of what you’re trying to get through to them. “What else?” is for instance a powerful yet simple question that fosters deep thinking (used in Systems Thinking or Solution Focus).

Socrates used this a lot of course, but it somewhat had not benefitted him 😉

What else are you using to make people stop-and-think?

Reblog: Lessons Learned About Building Commitment to #Change

Here is a nice article from Daryl Conner (change thinking): Lessons Learned About Building Commitment to Change | Change Thinking.

I obviously like the article because it appeals to my beliefs, that to change others, you need to change yourself first, which is letting go of strictly controlling the change (or be prepared to deal with resistance – which I don’t call change management but change coercion.)

Don’t try to feed people soup they won’t like but invite them to add their preferred ingredients to the soup, so you’ll all eat it happilly together.

It might not be your preferred soup (but even then, you might be surprised) or the one you wanted in the first place, but a soup that is appreciated by all the ones that need to eat it.

In systems thinking, some say that to change a system, you need to become part of it, otherwise you can’t.

Learning courses for #SystemsThinking

March 10th, 2011 Posted in Systems Thinking Tags: , , ,

#Lean may very well increase your employees intelligence…

Reflecting on my previous quick post (I really need to add value instead of just repeating what I’ve read elsewhere…) I made the link between these five practices that help increasing one’s cognition, and Lean. The practices, should you not want to read the previous post, are:

  1. Seek Novelty
  2. Challenge Yourself
  3. Think Creatively
  4. Do Things The Hard Way
  5. Network

There’s Systems Thinking playing behind the scene here as I feel (like the referred blog post’s author Coert Visser) that they are all related to one another. Let me review each point in turn and discuss it from a Lean point of view.

Seek Novelty

By constantly trying to improve the company, Lean managers strive to maintain a state of permanent change. That is, a state where nothing stays as it is forever and people need to improve constantly, thus change and fin new ways of doing things. Novelty can be found in, for instance, the 5M:

  • Methods: innovate new ways of building the widgets your company sells
  • Man: rotate or change job to discover new places in the company
  • Materials: seek new ways of using your materials, or new materials altogether to improve your widgets (or reduce your costs)
  • Machines: innovate with your machine usage: error-proof devices (poka yoke), automatic unloading (hanedashi), arranging machines into cells, etc.
  • Mother Nature: how can you innovate with the constraints of your envionment to be more efficient? Or innovate in ways to preserve the environment?

Well, you can extend the 5M to 8M if you like, you get the point.

Challenge Yourself

Lean is continuous improvement and this rythms with constant challenge: how to reach that next better point from where you are? I don’t have much to say as this is rather obvious…

Think Creatively

Again, this is what a sensei requests from employees, for instance in A3 problem solving. From Toyota Kata, one knows that constant questioning is required: what’s the problem? why is this a problem? How do you know? What could another solution be? How will you check the results? How will you “sell” your proposal to colleagues (nemawashi)?

Some of the harder problems would probably mandates to think out of the box (as Einstein said, one cannot solve the problems with the same state of mind that created them).

Do Things The Hard Way

This means, do your homework. Don’t rely on others to do it for you or rely on devices to do it for you. If TPS is not hard way, I don’t know what it is! 🙂

Network

Well, I can see two networking tools in Lean: A3 and Hoshin Kanri: they make you meet others, discuss the topics with them, have creative and hard discussions and so exchange possibly differing points of views. A good way to maintain brain plasticity, for sure.

Conclusion

It is said that Lean takes ordinary people to achieve extraodinary results by making them constantly improve the processes they work in. Now, studies have shown that it also turns these ordinary people into extraodinary ones.

Given the flow of past Toyota employees moving to the Lean consulting business, I tend to believe there might be some truth in these studies.

Reblog: #SOLUTIONFOCUSED CHANGE: The word ‘talent’

Here is an excellent and well researched blog article: SOLUTION FOCUSED CHANGE: The word ‘talent’. There are reports on the fact that talent and intelligence may be grown and that confidence in this growing possibility actually make it more effective.

This is in line with other work on systems thinking and systemic therapy (from Palo Alto’s mental research institute and the work of, for instance, Gregory Bateson and Paul Watzlawick).

Of course, Solution Focus is an approach with roots in these works, so the article on this blog should not come as a surprise :-). I’m currently reading that book, by the way and created the corresponding category on the blog, because I think I’m going to invest more time in this!

What also strikes me is the link with experience. Aren’t we in the field of Constructionism? Isn’t it what the Thinking Production System (aka Toyota production System, TPS or Lean) is also all about?

  • Plan an experiment to learn something
  • Do
  • Check the result and seek to understand the results
  • Act / Adjust as a consequence

So, not only did Taiichi Ohno enforced doing and having experiences, he also enforced thinking out the results to ensure learning did occur (this is hansei in japanese). In effect, this probably raised intelligence of workers and he didn’t know it at that time (though he probably knew that people not doing things were indeed dumb, given the low opinion he had about most managers! 😉

How come #systemsthinking discussions diverge so often?

Pondering on the often out of topic discussions on the LinkedIn Group Systems Thinking World, I came up to this diagram during coffee with colleagues. I guess they’re not going to take coffee with me anytime soon :-/

As you can see, there are only reinforcing loops. The sole balancing loop is in fact preventing the initial topic from being further investigated. The explanation goes something as follow:

  • B1: when the initial topic is discussed, it triggers comments from people given their personal centers of interest, which of course, because the centers of interest are so different, this makes the discussion diverges, which reduces the focus on the initial topic.
  • R1: this first reinforcing loop describes the fact that the more there is divergence in the discussion, the more this triggers further personal centers of interest being mentioned in the discussion, which makes the discussion diverges further and thus make more people to react.
  • R2: Sometimes, someone in the discussion tries to come back to the initial topic, though, most often, through some personal path. So we have a new path which can trigger further comments from other personal topics of interest (I did not show that the new path, although related to the initial topic, could trigger other centers of interest – this is embedded in the new description of the initial topic; a case of fixe the fails, I think).
  • R3: the comments from different personal centers of interest increase the systems thinking view of things (provided there has been some initial interest, but even then, interest can be awaken), which reinforces the link to other centers of interest, which further the comments from different points of view. This loop somewhat describes the self-reinforcing curiosity of systems thinkers.
  • R4 shows the fact that these other centers of interest can also add to the divergence in the mind of the people participating in the discussion

Hopefully, some group rules are being researched that could help in maintaining a discussion going in the initial intended discussion (create a web place where regular summaries of the discussions could be posted, do some Dialogue Mapping, perhaps using InsightMaker which added this functionality just recently).

#systemsthinking view of lack of decision making from #management

January 18th, 2011 Posted in Systems Thinking Tags: , , ,

I had a morning coffee discussion with colleagues about some lack of commonly decision taking occurring in companies. We proposed that it might be a cultural bias of people here not to easily trust people, but I feel the system at play could be the same for every country. Only if we would develop a more thorough model, with quantitative value, we could probably have different coefficient corresponding to different cultures.

Anyway, here is the systemic diagram I came to, which you are free to comment below, of course!

The explanations Read more »

Questions we should ask ourselves to raise awareness of #systemsthinking

January 14th, 2011 Posted in Systems Thinking Tags:

I’ve asked this question during december 2010. People in the systems Thinking World LinkedIn group proposed questions and then voted for them at SurveyMonkey.

I’ve finally managed to collect results and sort them based on answers to the survey. Here are they. I plan to ask these questions, top to down, during the next weeks in order to try to advance the subject on the LinkedIn group.
Comments welcomed!
Questions are ordered from most preferred to less preferred. I’ve grouped them by 5 only for clarity.

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