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A future of HR workshop using maps - .... one thing I particularly find useful with Maps and HR, is I can take a map and then ... 
... populate the map with small teams making sure each team has not only the right aptitudes (engineering, marketing etc) but attitudes (pioneer, settler, town planner) and then ...
... I can use climatic patterns to work out where in the market I'm going to attack which means I also know ...
... what new teams I'm going to create and what sort of aptitude and attitude they will need to contain. I also know ...
... what existing areas (stuck behind inertia barriers) will need to go and the people reassigned to new areas on the map. Plus, I know the types of inertia I'm likely to find which makes managing this all much easier ...
... and because I have many maps, I have a profile of the organisation and an idea of our balance, where we need to recruit (more settlers etc) ... and all of this enables me to do one thing which is manage evolutionary flow more effectively. Here ends the lesson from 2007.
X : Does hierarchy exist here?
Me : Yes, you mange the teams through the interface they provide with others. The maps not only help us communicate, challenge and learn but it provides boundaries, describes direction and enables us to share purpose .... but ...
Me : Yes, you mange the teams through the interface they provide with others. The maps not only help us communicate, challenge and learn but it provides boundaries, describes direction and enables us to share purpose .... but ...
... you also need a structure to work with this including autonomous cells, organisation by attitude and a system of theft.
The difficult thing is you need to have mechanisms of challenge, a common language and most of those other basics of doctrine (the principles) in place before you even contemplate this PST ...
... and most companies are pretty hopeless at the basics. Which is why I spend most of my telling companies who have decided "We want to adopt PST" to not do so, to stop messing with org structure and try to get some basic principles in place first.
Anyway, as with all things maps ... it's imperfect structure but this is where I got to back in 2007 with the experiments I ran on my company. Since then I've been mostly helping others and researching. I will be dead curious to see what comes out of an HR mapping workshop.
X : What are you researching?
Me : Currently, culture. Plus writing up some old notes on structure. Last couple of years has been Serverless. Before that China vs USA and nation state competition. I've also been teaching a lot of mapping and I mean a lot.
Me : Currently, culture. Plus writing up some old notes on structure. Last couple of years has been Serverless. Before that China vs USA and nation state competition. I've also been teaching a lot of mapping and I mean a lot.
