Why We’re So Disenchanted with Work Today

We all have the power, if not the obligation, to become active in changing this world of work in our society.

Via Open Culture.

Mark C. Crowley on LinkedIn, discussing Gallup’s latest “State Of The American Workplace” report:

What Gallup’s research has consistently shown is that the primary reason two-thirds of the American working population is disheartened in their jobs is because they lack a manager who cares about them as a person, advocates for their wellbeing and seeks to maximize their full human potential.

I suspect this would also apply to the Australian working population. A sad indictment of our organisations. Reading this research strengthens my resolve to find better ways of working, helping people and organisations become more energised, engaged, and focused.

Nora Bateson challenges our notion of leadership:

There is no such thing as an isolated individual—we are all interdependent. Period. Our evolution is only in our mutual contribution and learning. Mutual. Leadership is an evolving process and, as such, our understanding of what leadership is must evolve in accordance. In the past the world understood leadership as the great deeds of heroes; now we are in another phase of global transition that requires an understanding of leadership based on our understanding of interdependency.

The hero leader is a myth and idealising individual leaders disempowers and disengages us. In a changing world we’ll need to move past the ‘me’ of leadership to the ‘we’ as a collective. In organisations this means changing the focus away from developing individual leaders towards developing a leadership culture.

Mary Abraham is sharing her experiences of the KMWorld 2016 Conference. Her notes from Dave Snowden’s session on strategies for future-proofing your organization, are of particular interest.

As our world continues to change at a rapid pace and take unexpected turns, our organizations have to be prepared to deal with what’s coming next even if it is unanticipated.

There’s some real gems in here.

Seth Godin:

Gloating or silence closes the door. Empathy, on the other hand, and the action of speech, of moderation, of connection, can change everything. And if it hasn’t been present before, it can start right now.

Sage advice, as always.

Euan Semple:

I have often said that we are living through a social revolution rather than a technological one. That the internet is supporting change rather than driving it.

I couldn’t agree more and admire Euan’s optimism. Human communication and conversation are at the very center of change. As people talk and create meaning together, they sow the seeds for action.

Following on from Friday’s thread, here are some further thoughts on the topic of ambiguity by Sahana Chattopadhyay:

If we agree that ambiguity is the order of the day, it becomes clear why we need to listen deeply to remain relevant, to let emergence happen, and move towards creating a better world.

An impassioned argument that I agree with. Hierarchical organisations are ill-equipped to thrive in ambiguity and uncertainty.

Mackenzie Shults:

This world does not provide us with omnipresent decision-makers that have timely access to all relevant data points. This world, instead, provides us with imperfect and incomplete information, embedded in an system with conflicting preferences — your objectives, your organization, its environment, the wider world — where time scores high on the scarcity index.

An interesting article on the importance of naming ambiguity and uncertainty as part of decision-making processes in organisations.

James Whittaker describes the power of storytelling in a parable:

Our stories are our protection against everything that would harm us and a guide for all things that will make our lives better.

A couple of years old now, but worth sharing.

Via Kevin Bishop.

Nancy Dixon:

I read a New York Times article a few days ago praising the benefit of icebreakers, while acknowledging that they are embarrassing and we all groan when someone from the podium Crazy hands announces, in a cherry voice, “Get ready, because we’re going to do an icebreaker.”

Yes! Some great alternatives to icebreakers that build connections between members of a group. Perhaps not surprising, most of them involve stories.