Comments for The Organizational Zoo http://organizationalzoo.com/blog Using fun animal metaphors to understand behaviours and build relationships. Thu, 05 Apr 2012 00:06:46 +0000 hourly 1 http://wordpress.org/?v=3.3.1 Comment on Is your culture fruit salad or amorphous fruit pulp? by Reflecting on behaviour for team success | The Organizational Zoo http://organizationalzoo.com/blog/?p=109#comment-1755 Reflecting on behaviour for team success | The Organizational Zoo Thu, 05 Apr 2012 00:06:46 +0000 http://organizationalzoo.com/blog/?p=109#comment-1755 [...] It is a terrific opportunity to open your mind and behave in some unfamiliar roles to increase your diversity and enable you to acknowledge the value in arguments you did not consider yourself. This is not a [...] [...] It is a terrific opportunity to open your mind and behave in some unfamiliar roles to increase your diversity and enable you to acknowledge the value in arguments you did not consider yourself. This is not a [...]

]]> Comment on Aligning behaviour for optimal sharing by Reflecting on behaviour for team success | The Organizational Zoo http://organizationalzoo.com/blog/?p=82#comment-1754 Reflecting on behaviour for team success | The Organizational Zoo Thu, 05 Apr 2012 00:05:28 +0000 http://organizationalzoo.com/blog/?p=82#comment-1754 [...] is to life and we enhance our learning experiences. One of the biggest challenges in our lives is productively engaging with others. Group dynamics is a double edged sword! Groups enable us to share workload, enjoy learning from [...] [...] is to life and we enhance our learning experiences. One of the biggest challenges in our lives is productively engaging with others. Group dynamics is a double edged sword! Groups enable us to share workload, enjoy learning from [...]

]]> Comment on Aligning behaviour for optimal sharing by Getting started with a new client or opportunity | The Organizational Zoo http://organizationalzoo.com/blog/?p=82#comment-1685 Getting started with a new client or opportunity | The Organizational Zoo Sat, 25 Feb 2012 01:42:41 +0000 http://organizationalzoo.com/blog/?p=82#comment-1685 [...] the beginning of any new relationship the key is to show you can create benefits they value and build interactions you each enjoy.  [...] [...] the beginning of any new relationship the key is to show you can create benefits they value and build interactions you each enjoy.  [...]

]]> Comment on Metaphor to assist knowledge transfer by Getting started with a new client or opportunity | The Organizational Zoo http://organizationalzoo.com/blog/?p=139#comment-1684 Getting started with a new client or opportunity | The Organizational Zoo Sat, 25 Feb 2012 01:38:09 +0000 http://organizationalzoo.com/blog/?p=139#comment-1684 [...] the beginning of any new relationship the key is to show you can create benefits they value and build interactions you each enjoy.  [...] [...] the beginning of any new relationship the key is to show you can create benefits they value and build interactions you each enjoy.  [...]

]]> Comment on Do (some) people truly want to learn? by Keith De La Rue http://organizationalzoo.com/blog/?p=170#comment-1676 Keith De La Rue Fri, 03 Feb 2012 23:32:59 +0000 http://organizationalzoo.com/blog/?p=170#comment-1676 Arthur - Excellent points. Thinking back over those "brainstorming" meetings I've been to that started with convergent thinking, it's fairly obvious why we didn't get any brilliant new ideas! - Keith. Arthur –

Excellent points. Thinking back over those “brainstorming” meetings I’ve been to that started with convergent thinking, it’s fairly obvious why we didn’t get any brilliant new ideas!

– Keith.

]]> Comment on Do (some) people truly want to learn? by Frank Connolly http://organizationalzoo.com/blog/?p=170#comment-1674 Frank Connolly Fri, 03 Feb 2012 04:44:25 +0000 http://organizationalzoo.com/blog/?p=170#comment-1674 Wow, that would-be-client really "got your goat" Arthur! Unfortunately, I've dealt with the same person in a number of different organisations and relate fully. When the organisation's gate-keepers see their function as keeping the gate closed to anything they don't understand, everyone suffers. Like sheep though, I'm sure however they'll keep spending squillions on MBTI's and LSI's and all sorts of safe things that everyone else is doing with little regard to impact or ROI beyond putting a tick in some box. You've got to love those Triceratops in HR (Not!) Wow, that would-be-client really “got your goat” Arthur! Unfortunately, I’ve dealt with the same person in a number of different organisations and relate fully. When the organisation’s gate-keepers see their function as keeping the gate closed to anything they don’t understand, everyone suffers. Like sheep though, I’m sure however they’ll keep spending squillions on MBTI’s and LSI’s and all sorts of safe things that everyone else is doing with little regard to impact or ROI beyond putting a tick in some box. You’ve got to love those Triceratops in HR (Not!)

]]> Comment on Do (some) people truly want to learn? by Tibor Novak http://organizationalzoo.com/blog/?p=170#comment-1672 Tibor Novak Fri, 03 Feb 2012 02:53:44 +0000 http://organizationalzoo.com/blog/?p=170#comment-1672 Dear Arthur, Thank you for this article and sharing your thoughts. I completely agree with you and believe that since childhood we have been trained to un-learn how to let go. It is going against the grain of 'adult' life and especially business success and organisational efficiency in the mind of those who do matter. The CEOs, general managers and so on. I congratulate you on both, possessing the ability to recognize this opportunity to improve our life and having the courage to stand up and declare what you believe in. Keep it up Arthur, Cheers, Tibor Dear Arthur,
Thank you for this article and sharing your thoughts. I completely agree with you and believe that since childhood we have been trained to un-learn how to let go. It is going against the grain of ‘adult’ life and especially business success and organisational efficiency in the mind of those who do matter. The CEOs, general managers and so on. I congratulate you on both, possessing the ability to recognize this opportunity to improve our life and having the courage to stand up and declare what you believe in.
Keep it up Arthur,
Cheers,
Tibor

]]> Comment on Conversations that Matter by Do (some) people truly want to learn? | The Organizational Zoo http://organizationalzoo.com/blog/?p=38#comment-1670 Do (some) people truly want to learn? | The Organizational Zoo Fri, 03 Feb 2012 00:22:43 +0000 http://organizationalzoo.com/blog/?p=38#comment-1670 [...] to get the value without considering why they want it and what way it is likely be be achieved (see conversations that matter).  If they are not prepared to have a divergent conversation first before converging on an [...] [...] to get the value without considering why they want it and what way it is likely be be achieved (see conversations that matter).  If they are not prepared to have a divergent conversation first before converging on an [...]

]]> Comment on Combining Metaphors to enhance effect and performance by Career Path Metaphor | The Organizational Zoo http://organizationalzoo.com/blog/?p=48#comment-482 Career Path Metaphor | The Organizational Zoo Wed, 31 Aug 2011 11:53:32 +0000 http://organizationalzoo.com/blog/?p=48#comment-482 [...] that is “perfect manager”, which of course doesn’t exist). Ultimately, the culture of the organisation is governed by the types of animals you have, where they are in the hierarchy and how they [...] [...] that is “perfect manager”, which of course doesn’t exist). Ultimately, the culture of the organisation is governed by the types of animals you have, where they are in the hierarchy and how they [...]

]]> Comment on The cycles of life: A metaphorical tradition by Harrison Purinton http://organizationalzoo.com/blog/?p=72#comment-464 Harrison Purinton Mon, 29 Aug 2011 02:59:50 +0000 http://organizationalzoo.com/blog/?p=72#comment-464 Exactly what I was looking for, thanks for sharing. Exactly what I was looking for, thanks for sharing.

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