Guide Managing from the Bottom Up: Lets have an AHA moment

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The graph integrates both seamlessly. Silence and anonymous postings on the graph encourages honesty, risk taking, and wildness of ideas. The graph remains on the wall so people can contribute at different times. Online Brainswarming will allow remote groups from around the world to work together.

Is Brainswarming more effective in some particular scenarios? I agree that BrainSwarming is very effective when the goal is specific or concrete. I am discovering that an abstract goal indicates that some adjustments need to be made. I have devised a special BrainSwarming method that works very well for creating advertisements. I have devised a special BrainSwarming method that works very well for creating new uses for products. In conclusion, problems with abstract goals require variations on the BrainSwarming method.

However, the variations are very effective at solving the problems. Much of my current research focuses on creating effective variations for different types of abstract goals. All the known variations of the BrainSwarming methods are described in the following document. The document describes using BrainSwarming on the following types of problems: technical, strategic planning, marketing, advertising, fundraising, and human resources.

Where to start?

What are pirate metrics?

I have four recommendations: First, watch the 3-minute video produced by the Harvard Business Review: Second, download these tips on how to run BrainSwarming session: Third, download the executive summary of the webinar hosted by the Harvard Business Review. Fourth, download the document containing 8 use cases of BrainSwarming being used on diverse types of problems: technical, strategic planning, marketing, advertising, fundraising, and human resources. These use cases show you how to adapt BrainSwarming to different types of problems.

Here is a link to a free paper on tips for running a BrainSwarming session. Add small pieces.

How We Are Implementing OKRs at Nearsoft

Rephrase the goal in different ways and add each way to the graph. Think of new resources and add them to the graph. Break a resource into its parts and add them to the graph. Later, you can work on connecting together the top network goal network and the bottom network resource network. If your contribution starts with a verb, then it probably belongs somewhere in the top network goal network or in the middle where your resources are interacted together. The goal network contains many verb-phrases that describe the changes you want e.

The middle part of the graph contains many verb-phrase that describe actions to take e. If your contribution begins with a noun or adjective , then it probably belongs in the bottom network resource network.

Understanding Top Down vs Bottom Up Forecasting

Noun-phrases name resources e. Noun-phrases beginning with adjectives name qualities of the resources e. Let each person work according to their own style. Some people will work quietly alone and create many Post-It notes. Then, they will go to the graph and find a place for each of their notes. Other people will write one note at a time and then place that note on the graph. Some people like to work top-down by rephrasing the goal. Other people like to work bottom-up by adding new resources and breaking them into parts and features. Some people like to work on parts of the graph where already there are many notes.

Other people like to work on parts of the graph that only have a few notes. Is this something to take into consideration when building team for example? I mean, should the facilitator try to balance teams following some specific guidelines? The silence of BrainSwarming creates an environment so that introverts and extroverts can work well together. Also, the structure of the graph makes it easy for top-down i. With the silence of BrainSwarming, employees feel more comfortable being honest while their bosses are in the room.

Further, if the Post-It notes are posted without any names on them i. In this way, bosses and employees can work well together. Personally, I have never had a problem with drivers. If drivers are part of your group, then they will quickly work vertically to create a solution and will ignore working horizontally to consider diverse possibilities. Without the ability to talk, however, drivers will not be able to stop others from exploring other branches and thinking broadly.

You could argue that extroverts taking over the activity is a matter of managing extroverts, not killing conversation for good. There are many reasons why talking is not effective. Extroverts taking control of the group is one of the easier problems to deal with—by having a good facilitator.

Culture Change: It Starts At The Top

Sharing your ideas one at a time is terribly slow and not a good use of time. In contrast, if people write down their ideas at the same time, the work goes much faster.

Comparing the pirate metrics

For example, a large company that uses brainstorming bragged that they could generate ideas in an hour. In BrainSwarming, I have reached up to ideas in 15 minutes. Below are other benefits to using silent writing when compared to talking. You do not have to remember what everyone else said, because it is all up on the graph for you to look at anytime you want to. No one needs to write down all the ideas, because everyone is writing and placing their ideas at the correct place on the graph.

No one needs to create a summary of the session. When most people talk, they tend to use many words. Writing your idea on a Post-It note forces you to be brief. Many people are afraid to be honest in front of their boss. Writing your idea down and posting it anonymously i. If people talk, then everyone has to be at the meeting to listen. In BrainSwarming, the graph remains on the wall so people can contribute at different times. Talking definitely hurts the idea generation phase. But talking seems necessary for the evaluation and decision phases. I have tried several things. First, I have had people form small groups around their favorite ideas.

Each small group can either refine more the idea of their choice or they can begin to analyze it. How much does it cost? What are its advantages and disadvantages? Second, I have had people vote for their favorite ideas. Each person is given three small Post-It notes and they silently vote by placing them next to their favorite ideas. Someone might like an idea so much that they place all of their small Post-It notes next to a single idea. After the voting, then people starting analyzing the ideas based on their advantages and disadvantages. Perhaps, only a few members of the group will perform the analysis.

Perhaps, the entire group gathers together to analyze and discuss the ideas. The method you use is up to your group. In sum, talking is bad for idea generation but it seems to be necessary for evaluation and decision making. When talking resumes, some of the same issues around group dynamics will arise again. Presently, I do not see an alternative to talking during evaluation and decision making. But I am open to hearing ideas on this topic. From my experience, I think brainswarming has a lot of potential on remote collaboration.

Can you tell us a bit about your plans for those online tools? What to expect? Imagine a manager at a global company posting a new BrainSwarming graph online before going to bed. The manager simply places the goal at the top of the graph and a few known resources at the bottom. This manager then sends out invitations to co-workers that a new problem is online and everyone can work on it for the next 48 hours. And you can be a disruptor at the bottom, or disrupt yourself at the top. Personal disruption at its essence, is change supplemented by a cycle of learning — Learn, Leap, Repeat.

What has content marketing really got to do with my startup?

For example, look at Lady Gaga — we all love her! In , she was at the bottom of the ladder, and from there she rises to the top of the charts. What does she do for an encore? Is disruption always necessary to move forward? If not presently, at some point you will feel the need to disrupt yourself.

In the context of a career you can extend a sweet spot for a long time. You can extend that for a long time. She would be at the low end for 6 months to a year. You can be at the high end for 6 months to maybe a year, but then you have got to do something new else you will start to get bored. The first question to ask yourself would be how long have you been in this role?

You can also take a disruption diagnostic test to find out. In a recent report I learnt that millennials can have as many as 11 jobs in their career. Do job changes count as disruption? And what is, if at all, the downside of changing too many jobs? So, we jump to a new curve. But, yes, you can jump too much. You move up just a little bit and someone else offers to hire you at twice the salary. So you jump at the opportunity! Arrested development. There can be too much disruption. Give yourself years, else it will be like just going through springs and summers without the winter or the fall.

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