All-time Top Posts
Some folks have, from time to time, asked me to list my key posts on e.g. Rightshifting, Fellowship, NoCV, FlowChain, etc. Here’s my round-up, opened by a list of the Top 10 Most Read posts of all time (as of 28 October 2012) from my blog:
Top 10 Most Read Posts and Pages of All Time
|How to Spot a Lemon Consultant||12,150|
|So You Really Want to be an Agile Developer?||5,854|
|Swimming Against the Tide||4,961|
|What is Value?||4,788|
|Agile Coaching is Evil||2,645|
|Agile Development Doesn’t Work||1,881|
|The Marshall Model (page)||1,580|
Rightshifting Posts and Pages
Longest-running amongst my various streams of work and thought, Rightshifting is my mission to reduce the huge waste of human potential currently rife in knowledge-work organisations around the world. There’s lots of posts about the subject…
First place to visit to find out about Rightshifting is the Rightshifting page, followed by the Marshall Model page. These will introduce you to the basic concepts. “Perspectives on Rightshifting” is a more in-depth look at how effectiveness is a function of collective organisational mindset. The post “What is a MIndset” helps nail down the tricky concept of mindset in the organisational context. In case the idea of Effectiveness remains a bit of an enigma, you might like to take a look at “Ackoff Contrasts Efficiency With Effectiveness“.
And If you’re wondering about a lack of advice on means to Rightshift an organisation, this email exchange with Chris Matts might shed some light on why I believe means have to play second fiddle to awareness.
The Marshall Model introduces the idea of “Transitions”, and three related posts explore each of the three transitions in turn:
- Rightshifting Transitions (Part 1) looks at the Ad-hoc to Analytic transformation.
- Rightshifting Transitions (Part 2) looks at the Analytic to Synergistic transformation.
- Rightshifting Transitions (Part 3) looks at the Synergistic to Chaordic transformation.
There’s a thriving Rightshifting community, any of whom would be more than happy to discuss the subject and answer any questions. I’m just one of the many. If at some stage you’d like to get more involved, you can read about the emergent purpose for the community.
Finally (for this roundup anyways) there’s a Rightshifting Questionnaire through which interested readers can self-assess the relative effectiveness of a given organisation.
“Fellowship” is my response – by way of a proposed alternative – to the dismal and dysfunctional “leadership” business.
And you can find some references to research underpinning the Fellowship idea in the post Power, Hierarchies and Other Dysfunctions.
NoCV Posts and Pages
#NoCV is my long-running and increasingly widely supported Twitter campaign to open the debate about recruitment (search and selection) in the knowledge-work industries in general, and Software Development in particular.
The starting point is the NoCV page, and you might also like to read “Rightshifting Recruitment“, “Why Job Interviews Suck” and “How to Map a Memeplex“. My Magrails 2011 presentation also covered the topic, on video: “#NoCV“.
Flowchain Posts and Pages
The poor relation in terms of the number of posts and pages, FlowChain offers a coherent and systemic solution for knowledge-work organisations looking for a template to help kick-start a much more effective operations regime for product design and development.
Prod•gnosis Posts and Pages
Prod•gnosis proposes an organisation-wide approach to ongoing innovation in a company’s products and services. Built on the work of Allen Ward, Prod•gnosis asserts that organisations would be well-served on their path to high effectiveness if they had a group dedicated to the design and construction of all new operational values streams. You can read more about it on the Prod•gnosis page, and the post “Prod•gnosis in a Nutshell“.
Organisational Therapy Posts and Pages
Many folks, once they understand Rightshifting, ask “So how can my organisation Rightshift effectively?”. My general response is “it depends”, but if I was running a business, most likely my starting point these days would be with some form of Organisational Therapy.
I have written some number of posts and pages to help explain this style of intervention, and why I believe it’s a more effective approach to change, for knowledge-work organisations, than traditional methods of e.g. consulting, coaching and so on.
“Therapy” (incomplete page) outlines the case for therapy – as opposed to other possible methods. “The Nine Principles of Organisational Psychotherapy” provides an ethical and practical framework for interventions, and gives some idea what to expect from this approach. “The Face of the Mind” explains why I use the term “mindset” and not e.g. “culture”, whilst “Stigma” explores common objections to therapy.
One reasons I favour Organisational Therapy is in how it fits well with a Systems Thinking approach, offering a treatment for the whole organisation rather that just its parts. “The Shrink is In” explains this advantage, as does “Vexation“.
Search and Categories
Please also note that WordPress has a comprehensive search facility (with a search box on every page) and I publish each post under a number of relevant categories (clickable).