A "fear-less" culture is the first step towards digital maturity

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Feedback loops are often an untapped resource to enhance creativity and innovation in companies. Astute organizations recognize the value and use of feedback loops to stimulate learning and innovation at all levels. Why? Feedback loops lay down the foundation for an organizational mindset which is favorable for scalable learning and innovation throughout the organization. Through the cultivation of an environment which intentionally promotes the use of feedback loops, an organization benefits from the wisdom of employees which is harvested to reap productive insights for the business. Definition of Feedback: Information about reactions to a product, a person's performance of a [...]

In today’s world, just about everyone has a smart phone and therefore the possibility of connecting with others in a myriad of creative ways. Tech companies offer all kinds of collaborative software including real time messaging, file sharing, video meetings, etc. Without a doubt, all of these features have an impact on the culture of an organization. However, most of these software offerings are targeted for individual or team use. What is needed to support an organization’s culture is a digital offering which inhabits the same dimension where culture lives, one which is a systemic digital offering. This was the [...]

Focus on Culture! In his initial run for President, Bill Clinton is famous for reducing his campaign message to campaign staff to one simple sentence: "It's the economy stupid!"  During his presidential campaign, there were many competing issues to engage with such as foreign affairs (the first Iraq war had just ended and the Soviet Union had just been dissolved), healthcare, trade policy, attacks on his character - to name only a few.  However, he told his campaign staff that the only issue which really mattered was the economy. With the support of this fixated focus , he was able [...]

We have encountered the enemy and the enemy is us A four year research project conducted by the MIT Sloan Management Review and Deloitte has just come to an end.  For a period of over four years, more than 16.000 people were surveyed about their experience with digital disruption and the adequacy of their organization's response. The results are in. The true challenge of mastering digital disruption (and a major part of the solution) is enabling people.   Companies can effectively navigate the challenges of digital disruption by undertaking initiatives which are far more organizational and managerial than technical. Source: [...]

Circa 100 different topics offered through the CoachingOurselves module library Ensemble Enabler is proud to be a certified provider for CoachingOurselves© – the company which was inspired by Professor Henry Mintzberg of McGill University in Montreal. This Peer2Peer Learning concept was launched in 2007. Over the years, CoachingOurselves© has developed an extensive library of content for use in Peer2Peer Learning sessions in conjunction with world renowned experts and business leaders in their fields. For instance, Professor Philip Kotler – a distinguished Professor of Marketing from the Kellogg School of Management at Northwestern University in Chicago – has written modules on [...]

How does Peer-to-Peer Learning support the Five Disciplines? The Five Disciplines of the Learning Organization include: Personal Mastery, Mental Models, Team Learning, Shared Vision, and Systems Thinking. The discussion which follows demonstrates how Peer-to-Peer Learning supports all five of these disciplines. Discipline 1 - Personal Mastery Personal Mastery describes the strength of people to be proactive and keep on learning in order to continuously achieve results which are important for them. The two key factors of this discipline are: 1. Defining what is important to us and 2. Being able to see the current reality as it is. The essence [...]

In his epic book The Fifth Discipline published in 1990, Peter Senge – a Professor from the Massachusetts Institute of Technology – coined the phrase “Learning Organization”. This idea of an adaptable organization that transforms itself through learning caught the attention and imagination of many academics and management practitioners worldwide. Peter M. Senge, The art and practice of the learning organization: Currency - The Crown Publishing Group - New York 1990, second edition 2006 You can see why such a concept was attractive then and is arguably equally if not more attractive now. Learning at the level of the individual [...]

Peer-2-Peer Learning is a novel approach to employee development The use of Peer-2-Peer Learning (P2P) can enhance a company’s development programs in a myriad of ways. At the same time it serves to improves an organizational effectiveness. Any business or organization can achieve the following goals through the use of Peer-to-Peer Learning:  1. Providing development opportunities where none (or few) existed before, 2. Enhancing existing development programs, 3. Supporting the effectiveness of existing competency models, 4. Promoting inter-organizational networking, 5. Bolstering change initiatives and 6. Turbo-charging internal communications Peer-to-Peer Learning is not only a way to develop people, but it [...]

Solving the Challenge of Sustainable Learning in a Business Setting: Introducing Peer-to-Peer Learning Peer-to-Peer Learning (P2P) is a flexible and agile concept which consists of bringing four people together with an experienced Learning Enabler for a 90 minute learning session.  The content of these Peer-to-Peer sessions draws from a growing library of more than 80 modules on topics which have been written by a select group of the world's leading business experts.  When special company topics are required, custom-designed Peer-to-Peer modules can be developed by Ensemble Enabler to meet a company's distinctive needs. Everyday routine and time constraints often interfere [...]

The essence of our collaboration with a family-owned business over the past four years has been to develop unique ways to maximize the innovative potential of their meetings. The resulting new meeting strategy captures the knowledge and experience of clients and employees as a means to further develop their business. The following case study illustrates how the power of adopting a 21st century approach for the design of participatory meetings provides concrete and usable results for businesses.  The meeting in question took place over the course of a full day.  In this instance, 60 participants representing key stakeholders in the [...]

A unique process to foster individual, team and organizational learning Coaching Ourselves is a peer-to-peer learning process which enables employees to learn from and with each other. It provides a framework through which employees are able increase both their knowledge and skills in specific business areas on-site at their business location. By expanding their skill-set and know-how, employees are empowered to personally contribute to creating a more agile organization. (Take a look at the following introduction for a detailed overview to Enable Enabler's approach to peer-to-peer learning: The Value of Peer-to-Peer Learning for your Organization Recognizing the power of providing [...]

Understanding Emotions

Understanding Emotions

Emotions and Leadership As we prepare tomorrow's business leaders, not enough is being invested in teaching them the basics of what it means to be human.  Their preparation typically consists of an on-going accumulation of factual knowledge combined with the acquisition of a spectrum of business skills.  It is apparent when looking at this kind of work preparation, that the focus is on the content and the process of the work to be done. Much less is invested in the ability to relate to whom they are actually leading: human beings.  Learning to work with and lead people is for the most part often left to be learned on the [...]

Getting started with Peer-to-Peer Learning

Getting started with Peer-to-Peer Learning

The peer-to-peer learning process combines state of the art management content with the benefits of social learning. This approach provides a cost effective way to develop people and is easy to implement.  Your business can take the following three steps to introduce this process into your organization: 1. Test it with a team   If you are intrigued by the concept of the Coaching Ourselves approach by Henry Mintzberg - try it out.  Select a team for a 90 minute practice session.  The team consists of four people  (which is an optimal group size for a learning experience) who are accompanied by one of our experienced Ensemble [...]

Focusing on the future Feedback is an essential element of good leadership and high performance teams.  Individuals cannot function in a vacuum.  They need to know what they are doing well and what they need to improve. Dr. Marshall Goldsmith - a well known management educator and coach notes that feedback has a fundamental limitation.  Feedback by its very nature looks at the past instead of looking ahead towards the future.  This makes feedback potentially static and undynamic.  The past cannot be changed. It is in the future that possibilities for development reside. To address this fundamental flaw in feedback [...]

Holocracy - an organic approach to organizing work

Holocracy - an organic approach to organizing work

Encountering Holocracy I became aware of Holocracy in 2016 when I read an article in the German language newspaper Handelsblatt on the recent work of the distinguished Professor Gary Hamel who is known for introducing the concept of c ore competencies in the 1990s. This theory suggests that companies can build a sustainable competitive advantage by identifying and investing in the core processes that drive their business.  In more recent years, Hamel's work has taken a very different direction. He is concerned with the future of management. He believes that in many ways hierarchical management is actually impeding the generation of value.  Somewhere in the footnotes of [...]