Growing up, I moved around a lot, including several stints living overseas. I was the new kid in school almost every year (sometimes twice in a single year) between third and ninth grades. I’ve often said that this experience taught me early that the world was much bigger than me and that there was no “right way” to do most of the things that humans care most about.
At Integrated Work, we have learned first-hand how helpful it is for a leader who is moving on to assist the transitions process by setting the stage for a lasting relationship and a warm, and pleasant goodbye.
The team at Integrated Work has had the pleasure of working on The Carbon Almanac, a project launched by author and speaker, Seth Godin. Integrated Work CEO Jennifer Simpson recently spent some time chatting with Seth about her experience of this global collaboration project, as well as pondering why there is “resistance to self-organizing.”
Here are our team’s reflections on the Wisdom 2.0 Summit which focused on leveraging the power of technology and using it in ways that are beneficial to our well-being, supports connection and effectiveness.
Our team has been on an evolutionary journey– one that has shifted and changed us in important ways. We are taking time to reflect on our learnings as we continue into the next phase.
Author, speaker, and organizer, Seth Godin demonstrates how harnessing the power of collaboration can help overtake climate change in a soon to be published collective work, The Carbon Almanac.
The beauty of building an appreciation for evolution into organizational DNA is a celebrated part of our work together at Integrated Work. We see dismantling approaches, structures, and teams in favor of others that better fit our intentions as a sign of progress in the direction of our dreams. In this article, we invite you to explore the dimensions of successful organizational change.
We’ve seen a fundamental shift in the last decade with the rise of technology to a world that is adaptive and evolving in real-time. We’ve also seen the shift to more mission-focused organizations. Are our organizations structured to really deliver what’s needed over the next decade? And what will it take to make them so?
Why is change so difficult? Whenever we ask our clients to tell us how they react to change, their answers typically include more anxiety and concern than excitement and hope. Even a “good” change, like getting a promotion or moving to a lovely new home, can cause stress and anxiety, partly because when we make any kind of change, we cannot be fully sure of how our circumstances will be impacted. As great change leaders, a big part of our job is to help allay the fears of those we are asking to change. At Integrated Work, we call this the 4D Model of Change Leadership: Design, Develop, Delegate and Do.
