Changing obsolete mental models (nº 5)

Introduction

After writing my second post, "Key factors to build group cohesiveness", related to cohesion and its relationship with the performance of the teams, I made the conclusion there are still some old fashioned mental models in our environment affecting the evolution of the Organizations. I think we should work on how to change them.

I have focused this post on that matter. I wanted to discern about which can be a good method so people can change the obsolete models, updating them to better adapt our Organizations to the reality we live in the markets right now.

I want to start with some of the different definitions given to mental models, the ones I like most.

Introduction to "Design Thinking" innovation method (nº 4)

Introduction

I recently had the great fortune to know the innovation method called design thinking, which is beginning to be implemented in our environment thanks to people like Amalio Rey (lecturer of the master class in which I participated). 

We could say that this method was designed by Rolf Faste at Stanford University in the decades of the 80s and 90s, but its basis were forged some decades before with the work of people like Herbert A. Simon or Robert McKim. 

David Kelley was a pioneer of its use on a practical level, with his brother Tom Kelley and the founding of IDEO at the end of the 70s. 

TED2012

 

How to build your creative confidence

The use of this tool in the business world has become famous thanks to companies like IDEO and of course, the Design School at Stanford University, which remains pioneer teaching this method to new generations of entrepreneurs and people involved with design management. 

Why some people are so resistant to change? (nº 3)

Introduction 

In this frenzy of information I'm reading and analysing to write on issues related to the improvement of Organizations, I found some interesting data about resistance to change.

This subject interests me since late last year, when I had the chance to meet Pedro Pablo Ramos and I read his book "Network Models for Organizations".

Key factors to build group cohesiveness (nº 2)

Introduction 

After the first post I published earlier this month, I tried to find information that could bring more light on the effects of cohesion of people in successful teams/companies. As I mentioned then, for me this point is vital for the proper functioning of an Organization; I have no scientific basis to say this, but I saw it through my personal experience being involved in rather similar projects from the business culture point of view since I was about 14 years old. 

I found an article published by Ph. D. James Larsen, by 2003 I guess, so called "The Fine Points of Cohesion" I would like to share with all of you. 

Tell me how you organize your poultry house and I'll tell you how clever your Organization is (nº 1)

Introduction  

I spent some time thinking over the approach (obviously looking at the future) I want to give to this Blog about the organizational models of the XXI century companies and the content of this first post I want to share. 

I've decided to talk in this first post about a couple of fundamental issues to begin to improve organizations, such as cohesion and motivation of people working on them.

I think these are the two basic elements to manage properly before considering other improvements to provide greater value and competitiveness to our businesses at the complex times we are currently living in the markets.