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l o w DESIGNING ORGANISATIONS
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decisions in the face of complexity, diversity & uncertainty
organisations are searching for new forms of governance
and leadership. Our global economies are so complex that
no one leader can govern effectively on his/her own. We
need governance which can tap into the collective wisdom
of the organisation, harnesssing employees', customers',
suppliers', investors' and other stakeholders' perspectives,
while at the same time delivering client satisfaction
through ecologically sustainable solutions.
2 Flow helps organisations improve their workflow, communication
flow and cash flow by introducing dynamic governance and
collaborative tools designed to remove bottlenecks and
to meet client needs swiftly and nimbly in our ever more
complex world. We need to refocus our abilities
on 3 main sets of skills:
correspond to 3 pillars we currently view:
management is largely concerned with the
operational side of the organisation: Running a system designed
to achieve high client value through smooth pull flow of
products/services with minimum waste and toxicity. Participatory
Lean-Flow Management is a key building block for a thriving
Governance is vision / strategy oriented,
concerned with steering the organisition through a set of
policies and principles which dynamically and iteratively
tap into its collective wisdom of the workforce. Learning
dynamic governance in communities of practice enables people
to master VUCA skills which are often sorely missing.
Conversational Leadership is about building
the right conditions which enable deep and genuine conversations
that matter across organisational silos, which in turn enable
people to co-create and implement a holistic vision for
the future. Conversational leadership is particularly needed
to work with Complexity and Reinvention skills.
these 3 sets of skills is particularly difficult, especially
in the oriental world, because our education system does
not teach them (indeed our current education currently
actively discourages learning them). Moreover, they can
only be learned relationally, symbiotically, the very
opposite of the way we were taught to learn at school.
Nevertheless, they can be learned as adults, in Communities
of Practice, focussing as follows:
- Dynamic Governance
skills - Conversational Leadership
skills - Lean-Flow Management
do not believe in one-method one-strategy fits all approach.
Rather it is the balanced combination, like a 'balanced
diet', that can help us keep healthy and move forward.
While we have expertise in lean process coaching, as well
in open space technology facilitation, and in sociocratic
decision-making implementation, we have consciously decided
not to brand ourselves as experts in any one of them.
Rather we believe it is a balance of these, and other
approaches, in a flexible case-by-case way, that will
help us and our client organisations build energy and
we also believe is that the current business-as-usual
approach of organisations needs to change. Away from pure
mechnical profit-making more towards working towards a
purpose which serves the society it operates in as well
as the people who work in it, in a conscious sustainable
way. The three pillars above form part of what we think
is required to achieve this change.
into your organisation's innate collective wisdom
you wish your organisation to be more holistic and eco-led
in approach, with all members fully engaged and inspired,
governed in a collaborative and creative style, then we
can support you with practical tools - please contact
us to find out more.
starting point, after an initial exploratory free consultation,
is to establish priorities. This may be followed up by
a pan-organisational meeting of minds, to collectively
establish where you are at now, where blockages exist,
and to work out together how to move forward to where
you and your organisation wants to be.