Most folks here know what I think about "mandated-by-management
process-change" ....and in particular the mandate of specific Agile
practices.
The pushing of specific practices (without consent) is misguided at best.
And utterly disrespectful at worst.
Everyone suffers. Execs, Directors, Managers, Teams. EVERYONE suffers
when there is coercion. Mandates. Suffering people is the result.
The business also suffers.
* Agile is just one kind of process-change
* <JOKE>Forced process-change is not very efficient</JOKE>
* Every good game has opt-in participation. Like OST...
* Invitations are a great way to get some opt-in (and opt-out)
participation
* Open Space is based on invitation and free will
The Mandate of Holacracy at Zappos
About a year ago I wrote an essay on 'the mandate of holacracy at
Zappos.' In that essay I stuck my neck out, and made some statements
regarding how it all might unfold or /unravel/ at Zappos over the coming
year...
....That was over a year ago; you can examine it here:
The Mandate of Holacracy at Zappos
http://newtechusa.net/agile/the-mandate-of-holacracy-at-zappos/
Today, this hit the web.....
.....in the name of "self organization" the mandate of 'holacracy' at
Zappos is now explicit:
<BEGIN>
*Zappos is offering severance to employees who aren’t all in with
'holocracy'*
http://qz.com/370616/internal-memo-zappos-is-offering-severance-to-employees-who-arent-all-in-with-holacracy/
On March 24, Zappos CEO Tony Hsieh shared with employees a companywide
memo stating that it would more aggressively pursue *self-organization*
and is offering employees severance to quit, giving them until April
30 to *opt in or out.* Hsieh tells Quartz that “the offer” is a
longstanding Zappos practice that gives employees the “freedom of
choice” to align with major changes.
Zappos, the online shoe retailer owned by Amazon, is in the process of
adopting a new management structure called Holacracy, a tool designed
for companies to become *self-organizing.* Since the rollout began in
2013, it’s been a bumpy ride for the Las Vegas-based company’s
1,400-some employees. Quartz reported
<http://qz.com/317918/holacracy-at-zappos-its-either-the-future-of-management-or-a-social-experiment-gone-awry/>
earlier this year that the shift has led to some employee departures and
questions over whether Holacracy is more about PR and branding for
Zappos than systemic organizational change. *Alexis Gonzales-Black, the
Zappos recruiter tasked with co-leading the transition, /_left the
company (citing personal reasons) in advance of the memo_.../.
<END>
*
Can we "mandate collaboration?" Mandate self-organization? Does that
actually work?
Maybe a little Open Space could have helped out here... in the early going?
I have a pretty good story about that, if you want to hear it....
Daniel
--
Daniel Mezick, President
New Technology Solutions Inc.
(203) 915 7248 (cell)
Bio <http://newtechusa.net/dan-mezick/>. Blog
<http://newtechusa.net/blog/>. Twitter <http://twitter.com/#%21/danmezick/>.
Examine my new book:The Culture Game
<http://newtechusa.net/about/the-culture-game-book/>: Tools for the
Agile Manager.
Explore Agile Team Training
<http://newtechusa.net/services/agile-scrum-training/> and Coaching.
<http://newtechusa.net/services/agile-scrum-coaching/>
Explore the Agile Boston <http://newtechusa.net//user-groups/ma/>Community.
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