[ Audiobooks ] An Everyone Culture: Becoming a Deliberately Developmental OrganizationAutor Robert Kegan – Bilb-weil.de

What If A Company Did Everything In Its Power To Create A Culture In Which Everyone Could Overcome Their Own Internal Barriers To Change And Use Errors And Vulnerabilities As Prime Opportunities For Personal And Company Growth Robert Kegan And Lisa Laskow Lahey Have Found And Studied Such Companies Deliberately Developmental Organizations A DDO Is Organized Around The Conviction That Organizations Will Best Prosper When They Are Deeply Aligned With People S Strongest Motive, Which Is To Grow This Means Going Beyond Consigning People Development To High Potential Programs, Executive Coaching, Or Once A Year Off Sites It Means Fashioning An Organizational Culture In Which Support Of People S Development Is Woven Into The Daily Fabric Of Working Life And The Company S Regular Operations, Daily Routines, And Conversations An Everyone Culture Dives Deep Into The Worlds Of Three Leading Companies That Embody This Breakthrough Approach It Reveals The Design Principles, Concrete Practices, And Underlying Science At The Heart Of DDOs From Their Disciplined Approach To Giving Feedback To How They Use Meetings To The Distinctive Way That Managers And Leaders Define Their Roles


4 thoughts on “An Everyone Culture: Becoming a Deliberately Developmental Organization

  1. T. Puta T. Puta says:

    This is one of the most profound books on organizational psychology that I have every read The authors depict in detail what are the key attributes of an organisation that brings about vertical personality development of its members on all levels The theory is written concisely and easy to grasp and the pragmatic aspects how is it done and how to transform into a DDO are elaborately explained with reference to three example organisations which was very insightful for me The book is easy to read for the most part And I really like the cover.I recommend the book to anyone looking for scientifically founded forms of collaboration that are effective in terms of business value and at the same time fullfil the human need for thriving and happiness for everyone involved.


  2. Markus Tacker Markus Tacker says:

    In An Everyone Culture the authors Robert Kegan and Lisa Laskow Lahey explore Deliberately Developmental Organizations DDOs.In these organizations adult development is part of the core business model they don t invest into the personal development of their employees because they must but because they believe that there is a fundamental different concept of the employee they are part of the organization with all their warts The idea is in many organizations a lot of effort is invested into appearing to be perfect or flawless, to cover up ones insecurities and to cover for others insecurities I let you get through with this because you will do the same for me on another occasion The authors call this having a second, unpaid job How organizations where able to eliminite this second, unpaid job by bringing your full self to work in order to work on your shortcomings on company time is explained with a lot of real life examples.You get to look inside three organizations from completely different industries movie theaters real estate, hedge fund managament, and IT You get to experience working in such an environment basically from a first person view and are taken directly into real situations All have one astounding similarity in common these organizations have created a safe environment to be yourself and be open about your problems They go even so far to make them publically available for everyone in the organization to look up And this is the crucial part creating a nurturing and helpful environment is not easy to build, and it changes the understanding of what being at work means so radically, that it does not fit everybody Constantly working on yourself, personally and professionally, is nothing everybody is able to do But the results are fascinating they are only postive in this book, though.The second important concept in the book is the removal of professional seniority The idea that one can keep working in your job basically forever is discarded Which makes perfectly sense today because of two things no job role will be there forever and not change, things you ve learned two years ago are soon outdated But important the longer you do a job the less creative and open you are for new and better ideas and change In DDOs, as soon as you master your current role you are rotated to a coaching role for this position and after that assigned to a new role where you start over as a newbie And this is true for every job in those organizations not only for those employees that want to work like this anyway This creates a constant influx of new ideas in all parts of the organization and enabled the three examples in the book to become respected industry leaders.I ve taken away a lot of new ideas about how organizations can be run, and learned how attractive personal development in the context of your organization can be and that the benefits are bigger then I would have estimated.This book is also a great example for the saying Culture eats strategy for breakfast no strategy can deal with crisis like a team where everybody knows everyones shortcomings and how to work with them.Highly recommended


  3. Jim Silva Jim Silva says:

    Get set Fasten your seat belt Robert Kegan and Lisa Laskow Lahey have done it again The future of business is already here, right in these pages With innovative concepts, lively examples, and invaluable tools, these two Harvard psychologists unveil before your very eyes a radically new way of being at work.Their basic premise is startling In the ordinary business organization, most people have two jobs the public one they re actually paid to do as well as a very private one they do in secret hiding their individual limitations and weaknesses, trying to look good What if, these authors ask, your organization were to find a way to welcome the personal into the usually public realm of work and thereby recapture the tremendous energy nearly everyone wastes on hiding With probing and penetrating research, they played devil s advocate to three very different but spectacularly successful business organizations that have actually found how to operate this way What did they discover Here s the winning formula For performance and profits to flourish, create a culture in which everyone in your organization flourishes by developing to their full potential Make yours a Deliberately Developmental Organization DDO Your culture thus becomes your strategy, the key to maximizing the success of your business.If culture is the key, what does it unlock The secret to changing mind sets individual and collective Create a safe HOME for supporting and challenging mindsets, formulate the growing EDGE that individuals and your organization aspire to, and create a stimulating GROOVE of practices and principles fashioned right out of the everyday routines and procedures of your business itself That s the Home Edge Groove incubation system that constitutes a DDO.Another unanticipated discovery To their surprise, Kegan and Lahey s research revealed that DDOs are so profitable not despite but precisely because of the fact that their cultures are so developmental People feel compelled to work there because they flourish earning not just traditional incomes but the new ones they increasingly value such as personal satisfaction, meaningfulness, and happiness.Finally, their painstaking research led the authors to conclude that, if your business challenges call for merely technical changes metaphorically like adding an app or file to your computer , no need to go the DDO route But if your business environment is increasingly volatile, uncertain, complex, and ambiguous VUCA , the challenges you face may well be adaptive like needing to change your computer s operating system itself Then a DDO, they maintain, is the way to go Adaptive process meets adaptive challenge The unimaginable gradually becomes achievable.They ve made a rich and rigorous case for DDOs As a leadership development professional, I found it to be thoroughly convincing and tremendously stimulating My only question is whether organizations in the public and not for profit sectors make just as promising candidates for DDOs as for profit organizations do Is profit the key, or concerted collective purpose


  4. Otis Woodard Otis Woodard says:

    This is one of the most important business personal development books you might read.If you are interested in organizational change and have been around the block once or twice, you may have found yourself a bit disenfranchised or frustrated by flavor of the month attempts at change Or, you may be mystified why most leadership development doesn t seem to stick Or you may have read about concepts like learning organizations, integral theory, employee engagement and the like but have no idea how to implement such things If any of this sounds familiar to you, then this is the book you ve long awaited.Here, you will hear a breathtakingly refreshing refrain if you want your organization to be a learning organization, or get employees engaged, or grow employees, you don t need a program, a workshop, a training, a change initiative or any of the other things you ve likely heard of, or tried, and don t stick According to the authors, you need three things 1 Home You must create an environment where people feel safe enough to grow and change.2 Edge Each person in your organization needs to identify what, exactly, their growing edge actually is everyone, no exceptions.3 Groove You must embed practices in way we do things around here that actively support and challenge people to grow on a daily basis.A lot of books about change are based on beliefs and pet theories Here s another refreshing change this book is based on 25 years of adult development research by two Harvard professors Further, it isn t solely academic research they are basing it on They ve studied three extremely successful companies who are already there as deliberately developmental organizations Further, they ve helped other companies prepare for and begin that journey.And for you, personally, the chapter on how to identify your own growing edge Chapter 6 Uncovering Your Biggest Blind Spot takes you through a powerful, four step process that will help you see in stark relief why you probably haven t been able to change the one thing that most holds you back Do that exercise as I did , and then imagine everyone in your organization knowing the same thing, and supporting one another in making their one big change In that one step alone, you are going to realize what most organizations can t change, try as they might, no matter the good intentions they have.And then there is Chapter 2 on adult development, the science behind it It is fantastic Clear Accessible There, the authors cover three stages of adult development based on science and research and the differences between the stages And, guess what Less than 2% of the population has reached the highest stage You should know what that stage is, and you might want to consider as I have what achieving that stage of development might mean to you, your leadership, your life, your company And, yes, the authors do tell you how to move yourself and others along those stages.The personal development aspects of this book, alone, are worth the price of admission Maybe you aren t that interested in organizational change, or don t feel you are in a position to effect organizational change, but are greatly interested in personal development and believe that by changing yourself, you can affect the people, company and world around you If that sounds like you, Chapter 2 adult development and Chapter 6 uncovering your blind spot are immediately accessible, practical and potentially life altering Any person interested in their own personal development, and or who supports others in their development needs to read, understand and apply those two chapters.No, the book and the approach isn t prescriptive and doesn t contain a checklist Your organization has its own culture, own needs and is at its own developmental stage The authors understand that One size does not fit all So they give you a solid framework They tell you how others have done it And then you make it your own, working from where you are That is the only way it truly can work, anyway, based on my experience.In short, read this book.Perhaps, like me, after reading scores of business books, leadership books, coaching books, organizational change books, personal development books over the years you may conclude this is one of the five most important books you ve ever read And, perhaps, even THE most important one.