March Wisdom: You don’t have to be Agile to be agile.
Agile approach is not the only way to design flexibility and speed into your operating model...Read more about modernizing your operating model!
Last month, we held our first Executive Briefing in San Diego alongside a local partner, Leland Sandler. We hosted 6 local leaders from business and government. We addressed their questions regarding about how to evolve an operating model in a constantly changing environment, how to not "overengineer" an operating model so that it is fit for purpose, possible ways to organize so that the current demands of the business are met while still being able to have space for innovation, and a number more of stemming topics.
If you have similar questions - request an Executive Briefing in your area!
Join OTM and C-Level executives for a collaborative, 90-minute discussion on this important topic in organization design. Seats are extremely limited.
Manchester, UK - Tuesday, 26 of March
London, UK - Wednesday, 27 of March
Frankfurt, Germany - Friday, 29 of March
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Join us for the ODF Annual Conference 2019, on April 16-18 in Kirkland, Washington.
This year’s ODF Annual Conference will focus on Technology in service of people. Mark LaScola, Managing Principal of ON THE MARK, together with Kellye Teste, President & CEO of The Law School Admissions Council will present a case study on organization design issues with respect to choosing an operating model on Thursday morning, 18 April.
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Wilma Paxton Doherty
Comparing what Eric Trist’s (Socio Technical Systems Theory) self-managing teams and Deming’s Red Bead game have in common – and how they relate to the early history of Agile. Read more...
Scrum teams are self-organizing teams, but this does not mean that there is no need for managers in the organisation. So, what is the manager's role? Read more...
"My professional interest is organizations – people acting together to produce something. I want to understand how they work. I want to understand how they change. There is an important illusion at play here. Organization’s don’t change. People change. It’s true that organizations are viewable as machines with inputs, processes, and outputs. However, I’ll fail if I internalize this model. I influence organizational change indirectly, through people. There is a great personal reward when working this way. I get to see people who have crossed the chasm of change with the realization that they have improved their own organization."
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