The pace of change accelerated across organizations over the past year, perhaps even more so across the government, given the previously limited telework capacity and available resources for robust virtual collaboration. This post focuses on lessons learned while taking a high-engagement, in-person, transformational change method into the virtual world to support the Census Bureau’s effort to design a 21st-century organization.
When you launch a project team, what are your go-to methods for kicking off, building cohesion, establishing goals, and delivering value together? If you’ve been thinking about refreshing your toolkit, would you consider a customizable process—with or without steamed milk—to ensure that everyone knows why they are on the project and why it is going to be the best one ever?
Like life, our projects move fast, and it is hard to find the time to stop and look around, causing us to miss insights that could be valuable to future projects. That’s where the Knowledge Harvesting (KH) Framework comes in.
Regular sources of stress in our lives can arise from challenges at work, challenges in personal life such as with partnership and parenting, and challenges from societal divisions at home and abroad, among many other factors. With one public crisis after another appearing in the news to add to what’s happening directly in our lives, these stress factors may pile on and conspire to make well-being hard to maintain.
On the evening of April 13, 1970, there was a loud “BAM!”, then “Houston, we’ve had a problem.”
Apollo 13 had “lost” the moon because an oxygen tank explosion that wasn’t predicted caused a series of systems failures in propulsion, electrical power, and life support, and the world focused on how three isolated men over 200,000 miles from Earth would get safely home.
Military members and first responders learn early in their training how to deal with stress because of the inherent danger of their occupation. Although stress certainly comes with being in harm’s way, they may also experience stress that comes with facing the unknown, time pressures, and challenging tasks.
It’s an understatement to say that we’ve all experienced a lot of change during the coronavirus pandemic. Despite the challenges, some positives have come out of this situation, especially when it comes to how federal agencies and other organizations have quickly adapted to keep the government running and work moving. Organizational agility has been a goal for many years now, with numerous agency mission statements highlighting the need for it.
As the Coronavirus began impacting social and professional life, I noticed a lot of friends, family, and acquaintances posting to social media that they were learning or relearning how to knit and crochet.
Most organizations typically plan for one type of opponent (one future) even though a better approach would be preparing for multiple opponents (multiple futures), building in the much-needed resiliency. One approach that helps build this resiliency into organization is Strategic Foresight, an approach developed by Herman Kahn in the 1950s to help the US contemplate and plan for various outcomes of the Cold War including Mutually Assured Destruction (MAD) using applications from game theory.