đź“–An Everyone Culture: Becoming a Deliberately Developmental Organization

authors
Kegan, Robert
year
2016
url
https://www.amazon.com/dp/1625278624/
  • (first chapter is kind of hard to read and I got a lot of ego resistance)
  • p.1 people spend time hiding imperfections and playing politics

    • re: Teal organizations > wholeness
  • p.3 it’s hard to see deficiencies looking at “normal” organizations. You can only see them when you look at organizations that do things differently
  • p.50 Bridgewater records every meeting and unless client’s private data is discussed, the recording is available for everyone in the company

    • that also helped the company to win a couple of sues (they showed that company operates the way it tells)
  • p.52 Pain + Reflection = Progress
  • p.57 in DDO, development means developing the person (self-development). Career advancement and company growth come as a result

    • p.58 construction of reality becomes more expansive, less distorted, less egocentric, and less reactive
  • p.60 mental complexity increases continuously with age (there is no peak) → Mental peak at 25 is a misconception, Man’s mental complexity never peaks
  • p.61 individual growth happens in jumps and plateaus

    • re: Mastery
    • “Levels of mental complexity”
    • p.63 stages:

      • The socialized mind (stage 3). Agenda and worldview is set by others.

        • p.64 groupthink: withhold information and go with project that is doomed to fail to “support” the leader
      • The self-authoring mind (stage 4). Self-coherent belief system.

        • p.66 filters information based on its own preset agenda

          • even if an aspect is explicitly communicated as important (and acknowledged), it can still be filtered out and ignored (until there are consequences)

            • e.g., being told by boss that teamwork is important, acknowledging it, and the still playing solo (because that’s your paradigm)
      • The self-transforming mind (stage 5, <1%). Can reflect on self belief to be just a perspective. Can hold multiple systems.

        • p.68 still has a filter but it is not fused. Person can take a step back and look at the filter.
    • p.76 — see for distribution among stages
  • p.83 DDO is not for all. It is designed for one thing specifically: developmental transformation. And it is favored by those who regard as precious the opportunity to learn and grow.
  • DDO: high turnover first 12–18mo
  • p.85 depth of community (home) Ă— breadth of practices (groove) Ă— height of aspirations (edge)
  • p.87 adults can grow
  • p.124 current organizations focus on performance, not practice
  • provide practices at different levels: personal, team, organization
  • p.152

    Every practice rests on theory, even if the practitioners themselves are unaware of it. —Peter Drucker

  • p.166

    • delegate authority downward

      • people do what they would have to wait for for a couple of years in other companise
    • review the role of coaching
  • p.170 intrinsic (job opportunities) / extrinsic (money) motivation

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