A Culture of Innovation The Henry Mintzberg Approach

www.CoachingOurselves.com

Copyright©

CoachingOurselves International Inc., 2016

A Culture of Innovation The Henry Mintzberg Approach

Copyright© CoachingOurselves International Inc., 2016

Contact: [email protected]


What we do for a living:

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We help organizations launch peer-coaching groups:

CoachingOurselves

Over 20,000 managers and leaders every year in 8

languages

Created by Phil LeNir and Henry Mintzberg




Is Coaching Positive or Negative?

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Does the term Coaching for managers “feel” like

something positive or negative?




In Japan

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In Japan CoachingOurselves is called the Reflection Round

Table program




Peer-Coaching Group:

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Peer-coaching groups are small highly productive

communities of practice:

A group of managers helping one another improve their

practice of management through reflection and dialog.

90 minute sessions for 4-6 participants

Supported by a facilitator and

Guided by one of over 80 CoachingOurselves modules.




Our Philosophy

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“I’m a human being, not a human resource!”

“The Best organizations are communities of engaged human beings, not collections of detached

human resources.” Henry Mintzberg, Co-Founder




Bersin Report

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Source: Bersin by Deloitte,

Global Human Capital Trends 2015 Survey

Importance of trends to business

#1 Issue: Culture and engagement: 87%

Leadership development drives culture and engagement.

The way managers learn is more important than what

they learn.




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A leader is measured through the engagement of the team

Focus on culture and engagement: connect and align the teams

Redesign learning: participants now take charge




Henry Mintzberg

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Known for his theories on organizational forms, emergent

strategy, management education & management.

“Thoughtful reflection on natural

experience,

in the light of conceptual ideas,

is the most powerful tool we have

for management learning.”




That’s not management development!

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This is not organization development

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Social Learning to develop the practice of management

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Modules provide context to Social Learning

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Written by Authors: Mintzberg, Schein, Adler, Ulrich…

Themes:

Catalytic Leadership

Managing Culture Change: Beyond

the status quo

The Play of Analysis

Accountability: It’s a tricky world!




Social Learning creates Communityship

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Peer-Coaching in groups-CoachingOurselves

This creates engaged and caring management.

This creates community – the social glue that binds us together for the greater good.

People committed to one another and their enterprise –

Communityship




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Pick one behavior you would like to change that would

make a significant, positive difference in your work life.

For example “I want to be a better listener”

You have 30 seconds to WRITE:

The behavior

Why this will make a positive difference in your work life.

Go!!!

Marshall Goldsmith’s FeedFORWARD instead of FeedBACK




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FeedFORWARD Exercise

I’d like to improve: ……

Because: …………

Can you give me some FeedFORWARD?

My two suggestions for the future

that might help you achieve a

positive change in your selected

behavior are ….

I’m listening &

taking notes

(no talking!)

THANK YOU!

(for your gift of FeedFORWARD) YOUR WELCOME.

Now let’s change

roles.




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Congratulate yourselves on practicing social learning

People helping each other improve their practice of

management/leadership.

Social Learning for Leadership Development




How does this create a culture of innovation?

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A culture of innovation is a culture of continuous learning

- Learning in groups create collaboration

- Reflection and Dialog in small groups create change

- A caring and engaged management create trust

- The groups makes innovation happen

- (e.g. the introduction of something new and relevant, perhaps

contrary to established norms or customs)




Let try a Peer- Coaching Group

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-- To learn about change through dialog and reflection

with your colleagues and

-- To experience Henry Mintzberg’s approach to learning

and development through a peer-coaching group.

This exercise will last 60 minutes.




What can you do?

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Take a “classroom” based session, apply the 50-50 rule: Participants talk directly to each other for 50% of the time

Reframe your content the Mintzberg way: Step 1: Participants share experiences

Step 2: Introduce content

Step 3: Participants reflect on their experiences in light of the content

Step 4: Repeat in 10 minute cycles at least 4 or 5 times.

Organize all learning activities for small groups. NEVER

more than 6 People in a group!




Learn more?

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Take the handout with list of CoachingOurselves modules.

We offer a:

Public Sector Excellence program for large scale public sector

transformation.

Custom CoachingOurselves program. We can facilitate and we

can certify you to facilitate CoachingOurselves.

Visit Montreal, Tokyo or Amsterdam for: CoachingOurselves: A Day with Henry Mintzberg at McGill in Montreal on

Sept 7th

Free Webinar w. Charles Jennings on 70:20:10 Framework, Sept. 26

CoachingOurselves Global Conference, Tokyo, Oct. 5-6-7, 2016

CoachingOurselves Intro. w. Henry Mintzberg in Amsterdam, Nov.7-8.

Register at: http://www.CoachingOurselves.com/

http://www.coachingourselves.com/




Questions?

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Visit us at:

http://www.CoachingOurselves.com/

Learn More and Try it!

http://www.coachingourselves.com/

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A Culture of Innovation The Henry Mintzberg Approach

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