My talk from the HENRY – Finnish Association for Human Resource Management learning community event.

1. responsiveorg.fi
POWERED BY
ResponsiveOrg
Finland
Slides: http://okf.fi/resporg-henry

2. Check-in round
What has your
attention as we enter
this session?

3. @mikaelseppala
Community Manager, Responsiveorg Finland / Open Knowledge FI
Freelancer, mikaelseppala.com
Sociologist (YTM)
Action Researcher (KM)
Entrepreneur (KTM)
Service Designer (MBA)
Business Architect (4y xp)

6. Everyone needs a boss. Executives
should have offices. Budgets should
be done annually. Leaders decide the
strategy. Designers should sit with
designers. Conference rooms have a
table and chairs. Hourly workers
should punch a time clock. People need
incentives.
“We are running the
organizational equivalent of
MS-DOS, but it’s 2018.”

10. From the “Bible Belt approach”…
(insert any book/dogma)

11. …To living systems of work that can
tackle the
ever-changing contextual challenges,
dreams & opportunities
of real organizations
and the people who work in them

13. Responsive
Manifesto
Organizations for the
Connected Era
http://www.responsiveorg.fi/manifesti
Responsive Organizations are designed
to thrive in less predictable
environments by balancing the
following tensions:
More Predictable <-> Less Predictable
Profit <-> Purpose
Hierarchies <-> Networks
Controlling <-> Empowering
Planning <-> Experimentation
Privacy <-> Transparency

17. CONTROLLED, EFFICIENT REGENERATIVE, EMERGENT

18. The Challenge for
Management in Shifting
from Control to Emergence

19. Complexity
TechnologyHumanity
shifting the
paradigm
requires a
systemic
approach
to work
Cynefin
Systems Thinking

20. Complexity
TechnologyHumanity

24. Cesar Hidalgo, MIT

25. Cesar Hidalgo, MIT

26. Open collaboration stack

27. Complexity
TechnologyHumanity
Cynefin
Systems Thinking
Network Theory

28. Cynefin

31. HiPPO vs. Evidence-based

32. certain uncertain
DESIGN
THINKING
LEAN
AGILE

36. Complexity
TechnologyHumanity

37. Personalization + contextualization
= Opportunities for Evidence-based
Creativity

38. Michael Y. Lee & Amy C. Edmondson 2017
Self-managing organizations: Exploring the limits of less-hierarchical organizing

42. Structuration
Anthony Giddens
Structure Agency
OLD POWER
NEW POWER

43. Complex Responsive Processes of Relating
Ralph D. Stacey
“Individuals can respond in individually novel ways, but their
responses are always in the relationships they form and that form
them. Agency is, thus, neither located in an individual, nor in the
collective, nor in both. Instead it is patterning process, simultaneously
individual and social. Furthermore, in this way of thinking, knowledge
is not stored anywhere and then retrieved to form the basis of action.
Rather, knowledge is continuously reproduced and transformed in
relational interaction between individuals.”

46. Kanban for Interdependent Work

48. “Continuous Participatory Transformation”

51. Responsive
Practices
Continuous participatory
transformation requires a
different type of organizing than
what we’re used to
Tensions related to Continuous
participatory transformation:
Certain <-> Uncertain
More Predictable <-> Less Predictable
Big Bang <-> Start small
One off <-> Evolutionary
Push <-> Pull when needed
Closed <-> Open
Centralized <-> Distributed
Planning <-> Experimentation

52. http://okf.fi/opencollab

53. responsiveorg.fi
POWERED BY
ResponsiveOrg
Finland
Slides: http://okf.fi/resporg-henry