This document discusses reinventing organizations and moving towards more conscious and effective organizational cultures. It provides an overview of the Laloux culture model which plots organizational cultures on a scale from low to high effectiveness based on factors like consciousness, trust, and structure. Activities are suggested for participants to reflect on where their own organization currently sits on this model and what aspects could be improved. The document advocates for evolving organizational cultures by growing both consciousness among people and enabling structures, rather than following any specific blueprint. It emphasizes finding one's own path to positive change through inspiration, listening, choosing directions to move in, and applying learnings in a way that fits one's situation.

1. @MichaelSahota
Reinventing Organizations

2. In Small Groups, reflect & share:
How do people show up at work?
Whole PersonWear a Mask

3. Michael Sahota
~20 years IT
~15 years Agile
STRATEGIC
PLAY®
!
!
Toronto Canada

4. @MichaelSahota
Why Is this Relevant?

5. Credit: h*p://www.krivitsky.com/2011/10/offshore-outsourcing-and-agile.htmlAlex Krivitsky

6. Agile Mindset
http://www.flickr.com/photos/tza/3214197147
Doing
Agile
Being
Agile
Agile Practices
~20%
Benefit
~3X
Benefit

11. @MichaelSahota
Laloux Culture Model

12. In Small Groups, order cards
based on effectiveness
Low
Effectiveness
High
Effectiveness

13. To fully
Engage People
…
you may need
to change
Your
Consciousness
&
Organizational
Model

19. Activity: Explore Culture
Individually:
•Where is your organization
now?
•Where does it want to be?
In Small Groups:
•Share and discuss

20. Where is Your Organization?
Raise Your Hands!

21. @MichaelSahota
Elements of Culture

22. CONSCIOUSNESS
(PEOPLE)

23. Trust Level
1 10
TRUST NO ONE

24. Safety Level
1 10
FEAR

25. Openness Level
1 10

26. Connection Level
1 10
FEAR
ALONE

27. Wholeness Level
1 10
Whole PersonWear a Mask

28. STRUCTURE
(ORGANIZATION)

29. Power & Leadership
1 10
FEAR
Centralized Distributed

30. Information Access
1 10
Restricted Transparent

31. Planning & Control
1 10
FEARPredict &
Control Emergent

32. Performance &
Compensation
1 10
FEARFEAR
Centralized Distributed

33. Activity: Revisit Culture
In Small Groups:
•Share and discuss what you
learned.
•Do you still have the same
understanding of where your
organization is?

34. @MichaelSahota
Teal Organization

36. Activity: Orange vs Teal
Individually (4 min):
•Review handout and then pass
to your neighbour.
In Small Groups, share and discuss
(6 min):
•What surprised you?
•What do you want to use/
explore?

37. Where is Your Organization?
Raise Your Hands!

38. @MichaelSahota
How Do We Use This Model?

39. Consciousness
& Trust
FEAR
Engagement
& Outcomes

41. This is not a recipe

42. Teal is not a blueprint

43. “I don’t think that Holacracy is the
perfect operating system for our org
— I’ve said that since the outset.
This is mainly because it came from
outside of Zappos, rather than being
something organic developed from
within the ranks.” - Matt Dunsmoor
https://blog.holacracy.org/thanks-for-all-of-your-concern-but-f9c6a86bb332
Find Your Own Destiny

44. @MichaelSahota
Conscious Change

45. “The consciousness of the
change approach limits the
outcome.”

46. Get Inspired
Beyond
Budgeting

47. Voice of the System
Listen …

48. Pick A Star on the Horizon

49. To Evolve Culture - Grow
Consciousness and Structures

50. awareness options

51. Freedom to Choose

52. Start with yourself …

53. Activity: Application
In Small Groups, discuss :
•What resonates with you?
•How you might apply it?
•How does this fit with what
you already know?

54. Let’s Travel Together

55. Questions?

56. Do you….
Feel stuck in an Agile
Transformation?
Dream of a better place for your
people to work?
Want to love what you do?

57. Want Help on Your Journey?
•1:1 Coaching/Guiding (Skype)
•Culture & Leadership Training
•Pair-Coaching
agilitrix.com
michael.sahota@agilitrix.com
416.999.3297