Revealing potential

Archive for May, 2011

The organization as a human being

The organization works as a human being

This is another way to look at an organization. Imagine it as a human being. Well then, who is who?

Brain: collective knowledge, corporate management and cockpit, KPI’s.
Blood: money
Mouth: marketing
Eyes and ears: corporate perception (web, people,…)
Legs and feet: production
Hands: services
Sexual organs: innovation and think tank
Heart: corporate values, vision, mission
Lungs: CSR
Stomach: resources supply chain
Kidneys: waste purification
Liver: waste recycling
Nerves: communication and piloting systems
Lymphatic system: values sharing

What would you think ? Do you have more ideas ?
Who is the belly-button and who is the tongue 🙂 ?

Comment implanter le « virus positif » au gĂ©ants de notre Ă©conomie: faciliter le changement avec une action sur la Triple ComptabilitĂ©

Le « Fellowship » , mentoring ou parrainage:
– On va chercher un change maker qui a une idĂ©e, un charisme et un impact potentiellement global et on l’entoure d’experts afin que son projet soit portĂ©.
– Connecter des Business Angels de l’entreprenariat sociĂ©tal pour Ă©pauler les change makers.
Établir des programmes de parrainage entre activistes de l’économie sociétale, et mécènes – entre séniors et juniors – entre entrepreneurs à succès et « poulains »
–> CrĂ©ation de nouveaux flux de connaissances et d’innovation en boostant la valeur Ă©motionnelle, la motivation et l’engagement rĂ©ciproque

Utiliser la puissance des mots et utiliser les média appropriés pour passer sa connaissance, et permettre des prises de conscience. Ex :
– Un blog ou l’on propose des interviews en profondeur d’expert sur les sujets d’intĂ©rĂŞt.
– ConfĂ©rences, livres, ateliers
– Usage adĂ©quat des rĂ©seaux sociaux
– CommunautĂ©s d’action et d’expĂ©rimentation
–> Augmenter la conscience/connaissance par le partage d’informations et d’intuitions

Seul nous ne sommes rien ! Rassembler des change makers autour d’Ă©vĂ©nements (grand pic-nic, rassemblement, confĂ©rences, workshops, afin de crĂ©er un effet de communautĂ© et que chaque acteur se sente porter et Ă©pauler par une communautĂ©. Notion de « rĂ´le » individuel dans le groupe, portĂ© vers une vision.
–> La mobilisation dĂ©clenche la valeur Ă©motionnelle d’engagement, de motivation, de rassemblement autour d’une vision excitante et faisant sens

« Matcher » le combat sociĂ©tal avec les passions propre Ă  chacun. Aussi, matcher des acteurs out-of-the-box en les mettant dans la boĂ®te qui aspire Ă  s’ouvrir.
– La RSE (jeunes, handicapĂ©s, immigrĂ©s, chĂ´meurs, artistes…)
– Les activitĂ©s d’Ă©quipe: sport, rencontre, workshops d’innovation et de rĂ©flexion,…
– La notion d’Ă©lĂ©ment perturbateur qui bouleverse la façon de penser: art contemporain, culture, humour, Ă©lĂ©ments extĂ©rieurs (viendra activer des zones du cerveau « dormants »)
–> Une interaction entre personnes, idĂ©es et concepts qui « ouvrent », des rencontres mobilisatrices, Ă©mouvantes, et une expĂ©rience corporelle voir projet (pilote) tangible, active les 3 bilans de l’entreprise

Les outils tels que le « Global Systemics Mapping » sont novateur, unique et à venir. Dans le conflit permanent entre court terme et long terme, les outils tels que le « Global Systemics Mapping » font office de nouveau système de cartographie et de mesure tout à fait essentiel pour « fill the gap », pour:
– dĂ©tecter les potentiels de crĂ©ation de valeur,
– les incohĂ©rences Ă  corriger,
– les connexions horizontales et verticales Ă  faire.
– peut ĂŞtre utilisĂ© dans un but de co-crĂ©ation et d’amĂ©lioration en partenariat avec le client, employĂ©, associĂ©-actionnaire, et parti prenant.
–> surtout de l’ordre de la prise de conscience, comprĂ©hension des enjeux globaux, des cases « oubliĂ©es »

Il faut donner un rĂ´le au gens:
–> donner un rĂ´le aux gens = les reconnaĂ®tre, les stimuler dans leur crĂ©ativitĂ©, les « bouger », les aimer, les mobiliser, utiliser leur intelligence en synergies avec celle des autres, permettant un saut qualitatif de connaissance/conscience. Cela provoque aussi une identification, un engagement, une motivation accrue et durable.

– Workshops d’innovation, de rĂ©flexion, d’apprentissage,
– Les mobiliser collectivement pour relever des dĂ©fis – utiliser l’intelligence collective
– Les laisser choisir leur rĂ´le dans « la nouvelle vision »
– Une ouverture d’espace de qualitĂ©:
– Temps
– Espace de travail physique
– Espace Ă©motionnel de respect et d ‘accueil, et espace intellectuel d’ouverture
– Une ouverture et prise de temps personnelle pour travail individuel de reconnexion Ă  soi

Quentin Lambert, Positive Entrepreneurs & Michel de Kemmeter, UHDR UniverseCity

Corporate Acupuncture

Acting on an organization or company, to improve the efficiency, we can imagine doing “corporate acupuncture”. Put the needle on a point which will energize the whole system, like sending energy into a meridian. We don’t want any more to invade the body with surgery – this is expensive and time-consuming, a little shocking for some people too.

There are channels – medirians where we have to “sting” – which cross the whole organization.

1. Corporate Communication, internal & external

Effective communication is energizing the whole body of the company, especially if it is carried by strong and human values. It will mobilize everybody towards the same goal, vision and mission. It will make people learn from each other, sharing passion for the product and for innovation. It enhances recognition, internally for people, and externally for the brand. It will open up minds and mindsets towards improvement. It will activate the corporate perception on itself and on the outside world and environment toward more interconnectedness and sustainability.

2. CSR, Charity, Foundations

It mobilizes positive affection for the company as it engages for noble causes. It’s moving. In the 2 understandings. It touches the heart – and it moves people to engage for and with the organization. Far more than just greenwashing technology, it will create huge value for motivating people internally and will oblige to look at the brand differently, with an open heart. The art is to engage your own people to open their hearts and hands in these actions. It shouldn’t be isolated actions, disconnected, but connected to the business and carrying values of the business – with and for employees.

3. HR Development

Developing people and talent throughout the organization will empower the whole group. Everybody knows that. But developing the right qualities carrying the right values carrying the right corporate drivers is an art. Casting and putting the right people in charge – and giving them broad action scope, is an art. But it is always paying off largely more than the time and money invested into HR actions. When you see how much a payroll costs in the western world, it is a crime to consider people as a cost. They are your biggest asset.

4. Company Culture, Governance and Ethics

First your “north star”, mission and vision, then your strategy – regularly updated and benchmarked – and finally the “character” with which you will collectively act. Your ethics. Investing in these is a must because otherwise people don’t know where you are heading. They don’t vibrate with you on a “higher contribution” you may want to achieve. Then there is this kind of “societal politeness” with which you want to act: vulgar, aggressive, elegant, depressive, tonic, enthusiastic… what is your corporate character ? Investing in coherence with the values carrying the business pays off 100-times.

5. Sustainable Development

A collective project of respecting more our nourishing mother earth will mobilize everybody. Because everybody is worried about the planet for their children. It can be a fantastic opportunity to develop talent, performance and engagement. It’s a “north star” – and also an opportunity to give people a role, a goal, a transversal communication track to learn from each other and to work together. The positive human side-effects of projects around sustainable development are far higher than the direct profits from energy savings or recycling. Try.

6. Steps2HAV (steps to human added value)

It’s about opening space for emergence of “the new”. It can be attached to one of the 5 latter, or can be articulated around art (play music together), sports (healthy competition), social entrepreneurship (spin-offs with meaning), well-being and health (vitality, nutrition,…), creativity and innovation; mentoring (internal or external).

Here are a few conditions to make it happen:
regular time space – an appointment that we look forward to;
a physical hub or space;
values like respect, openness, trust, confidentiality, heart;
protected by the board;
during office hours;
process-controlled, not content controlled;
it’s a “journey” without beginning or end…

Corporate Meridians

Corporate Acupuncture

Acting on an organization or company, to improve the efficiency, we can imagine doing “corporate acupuncture”. Put the needle on a point which will energize the whole system, like sending energy into a meridian. We don’t want any more to invade the body with surgery – this is expensive and time-consuming, a little shocking for some people too.

Triple Accounting Corporate Meridians

Corporate meridians: business acupuncture for communication, social responsability and human development.

We just have limited resources and tools to energize the organization. So the choice of the moment, the place – the meridian, is very important.

But a needle pricks – it stings. We feel it clearly and sharply. That’s what the “feel-like” should be of corporate acupuncture. No anesthesia.

A very efficient way to do so is Triple Accounting. It detects and evaluates intangible values and especially intangible liabilities. Some of the latter are blocking as “glass ceilings”. These have to be stinged upon with precise “alchemic” approaches where a few keys have to be respected:

  • Give people a role
  • The Steps2HAV rules
  • Propose precise questions/intentions
  • Trust people
  • Bring outside elements to disturb and break existing belief patterns – or bring the group outside in an unknown context and… let them do – this means: let go (even if you have an agenda!)

Good luck !

Michel de Kemmeter
michel@uhdr.net

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