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Organizational Intelligence as the "Ability to Adapt and Change"

Copyright Intuiti Consulting 2013
by

J M

on 23 July 2014

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Transcript of Organizational Intelligence as the "Ability to Adapt and Change"

"ORGANIZATIONAL INTELLIGENCE" AS
THE ABILITY TO ADAPT AND CHANGE

A New Meta-Definition of Organizational Intelligence
An "Intelligent Organization" is one that can adapt and change.
Our Thesis:
"Intelligence is the Ability to Adapt and Change" - Stephen Hawking.
Our Definition of Intelligence:
Why?
Expands, aggregates, and simplifies the current, most common definitions of Organizational Intelligence.

A clear understanding of what it is, makes becoming an
Intelligent Organization achievable.

Because an Intelligent Organization THRIVES
in the face of new information.
What/Who?
"An Intelligent Organization is an organization that can adapt and change."

Organization = People carrying out a business purpose.

An Intelligent Organization is comprised of Intelligent Employees.

Intelligent Employees are people who can adapt and change.

LIKE?
LIKE?
"OI" - Existing Definitions
Rose to prominence in the late 1990's - business publications and books. Authors such as: Wilensky (1967), Alee (1998), Halal (1998), Pinochot (1996), Albretcht (2002) . Some theorists used a test system similar to IQ scores, and rated companies accordingly.

All place "IO" clearly in Organizational Development ("Enterprise Intelligence" = similar IT concept). Lots of good research and ideas by smart, experienced thinkers, but generated numerous definitions, most compound or complex.

Scope of OI: Knowledge Management, Talent Management/Training and Development, Continuous Learning, System Utilzation for Organizational Data. Defined specifically in Lean methodology.

Lots of noise and buzz words. Some definitions actually include change and adaptability, and for this reason "Entreprenurial" cultures were recognized as having higher IO. But little clarity, agreement, or direction about "how to" actually adapt, and deal with organizational change.
"Capability to comprehend and conclude knowledge relevant to its business purpose."
"Capacity to create knowledge and use it to strategically adapt to its environment or marketplace."
"Collaborative problem-solving between people and technical artefacts within and beyond complex enterprises."
"The capacity of an enterprise to mobilise all of its brainpower, and to focus that brainpower on accomplishing its mission."
"A productive, fair, and democratic system of organizing and coordinating work, that dismantles bureaucracy."
Competing Definitions
What constitutes an Intelligent Organization?
The Thesis Question:
What do people/employees need to adapt and change?
Next Question:
What is New Information?
New Information = New to the employee, or new to the organization. Distinguished from existing (known) information.

Known information = Knowledge

New information = Potential for Knowledge

Knowledge = Potential for Strategic & Operational Power
How or why do Intelligent Employees Adapt and Change?


The "How" Question:
Intelligent Employees Adapt & Change to "New & Anticipated Information":
New to Employee (new hire, new position, new learning, new expectations)
New to Organization (competition, market, research, data,
best practices, methodologies)
New to Industry (innovation and invention, lateral
adoption, regulatory)
New to Technology (invention, innovation,
disruption, emergence)
New to Environment (economic, ecological, social, political)
Structure, Support, and Systems/Tools for:

Access to accurate, existing information (to utilize existing knowledge)
Awareness of accurate, new information (to create new knowledge)
The ability/aptitude to act on all information
What Employees Need to Adapt and Change to New/Anticipated Information:
"IPSA SCIENTIA
POTESTAS EST"
FRANCIS BACON
"POUVOIR
SAVOIR"
MICHEL FOUCAULT
CAVAET...IF YOU KNOW HOW TO USE IT!
Our Conclusion
Building New Knowledge
Through Intelligence
New Information
In the Intelligent Organization, new information is acted building new knowledge through the ability to Adapt and Change.
Access to accurate, existing information (data, records, reports, policies, procedures, regulations etc.)
Ability to use that information. (skills training, decision making, certifications etc.)
Support, Systems/Tools for:
KNOWLEDGE IS POWER
"How To"?
Ask these questions:

Does the organization have what it needs to adapt and change?

Do people have what they need to adapt and change
What Does "Practical" Mean?
"Hands On"
Tangible
Tools
Systems
Structure
New vs. Known
New Information = New to the employee, or new to the organization. Distinguished from existing (known) information.

Known information = Knowledge

New information = Potential for Knowledge

Knowledge = Potential for Strategic & Operational Power
What Does "Psychological" Mean?
Emotional
Attitude
Aptitude
Evidence/Behaviour
Cultural
Intelligent Organizations adapt and change to new information.
Intelligent Organizations are comprised of Intelligent Employees (people who adapt and change to new information.)
Organizational Intelligence can be measured by degree to which the organization can to adapt and change.
New Meta Definition of Organizational Intelligence:
Benefits:
An organizing principle that asks one simple question.
Provides a top-level structure for the application of other concepts, theories, and tools.
Most will agree that being "intelligent" is desirable.
Places “change capabilities” at top-level importance for organizational and business strategy.
Reinforces the need to support and continuously improve on existing knowledge/information.
Distinguishes between surviving and thriving.
Defines how to build "intelligence" as a culture.





We = The Organization = The People
Do we have what we need to adapt and change to new information?
New Information
Adapt/Change
Adapt/Change
Building Intelligence
People (Culture), Processes, Tools
P2: Practical and Psychological
C3: Competency, Capabilities, Capacity
Do we have what we need? YES/NO
Where are the gaps?
What are the gaps?
What needs to be done to fill the gaps?

Assessment:
Change Specific: McKinsey 7's, Kotter, Lewin,
Bridges, Prosci/ADKAR, Bridges,
Change Management Institute (CMI), Organizational Development.
Business Management: Force Field Analysis, SWOT Analysis, BPI, Elicitation, Strategic Planning, Cultural Assessment.
Project Management: PMI, Prince, ITIL
Process Management: BPI, Lean, 6 Sigma, TQM, Continuous Improvement.
HSEQ Management: ISO, ISM, OHSA.

Et cetera...
Tools, Methodologies, and Frameworks:
Analyze
Plan
Design/Develop
Deliver/Implement
Close
Create the Solutions:

Stay Intelligent.
Never Stop Asking:

Do we have what we need to adapt and change?
What Is Anticipated Information?
Strategy
Vision
Estimates
Scenarios
Projections
Risk Assessments
J Mawby : : Copyright 2013
What people need:
What they need is:
(3C's can be measured)
Like?
Strategy and Tactics employing:
Full transcript