New Ways of Working #9
Hi there 👋 It’s time again for the New Ways of Working newsletter, which aims as always:
To help you to discover, explore and practise new ways of working.
In this edition I’m sharing:
An event about some of the best new ways of working practises out there.
A wonderful article that identifies ten common anti-collaboration traits!
A new book about realising big ideas, organising for emergence and money.
A how-to video on giving candid feedback and building a culture of trust.
Event 📅
I’m working on a New Ways of Working Playbook that I can’t wait to share! Pretty soon it’ll be available online, for free, to all. But first I’m seeking advice from four experts and one fabulous ‘boss’ who’s busy experimenting with new ways of working in their organisation. Join us in conversation about the best practises we know.
When: Thursday 25 March @ 17.00 GMT.
Where: Zoom (link shared on the day).
Ticket: reserve your spot here 🎟️
Article 📖
I adore School of Life. Their books on business are incredible and they generously publish much of their content online. In Towards Better Collaboration they present ten problematic character traits that make our work life difficult. We all have some, and if we can come to recognise them in ourselves and others then we can become better and more compassionate collaborators.
Although collaboration – the extraordinary business of having to work with other people – is one of the major facts of modern life, it remains strangely unstudied and undiscussed as a formal topic. Our culture does not typically invite us to pay close and admiring attention to successful collaborative efforts, nor to immerse ourselves in learning the lessons from painful, failed joint ventures.
When we think about problems at work it’s normal to think first and foremost about that highly troublesome category: other people. But what about ourselves? We too have flaws. The anti-collaboration traits (explained in depth in the article) to look out for are:
Defensiveness (I’ve had to work on this)
Irrational Rivalry
People-Pleasing
Negativity
Bluster
Over-Control
Secret Manoeuvring
Unfriendliness
Slyness
Non-Listening
Do any jump out as traits you recognise in yourself?
Book 📖
Tom Nixon has a track record of doing awesome things in this space so I’m excited to read his new book Work With Source. Sharing the seminal thinker Peter Koenig’s decades of research, and his own experiences of developing highly participatory initiatives, Tom introduces a new perspective on being a founder and developing purposeful endeavours that can harness the creative potential of everyone involved.
Work with Source is aimed squarely at the courageous, creative and vulnerable souls who start social movements and purpose-driven businesses. These founders know they have to get out of the way and decentralise the effort if they are to scale a collaboration, yet at the same time they sense there is an important role for them to play as the person who first breathed life into the endeavour: What Peter Koenig called the role of source, Tom Nixon.
Tom’s thinking initially challenged me and has since proved a super helpful lens. I’m keen to learn more about source, which also touches on: vision, culture, org development and structure, decisions, conflict, recruitment, money and wholeness. Right up our street.
Video 🎥
I would argue that criticizing your employees when they screw up is not just your job, it’s actually your moral obligation, Kim Scott.
I love this conversation with Kim Scott - author of Radical Candour, former Google exec and Apple University faculty member - on how to approach giving feedback and build a culture of trust. We hear that too often employees are scared to share how they really feel and hesitate to feedback, a dynamic that is detrimental to adult-adult relationships at work (15 mins).
Help 🙏
I’d like to ask a small favour. I’d love for you to share this newsletter with one or more colleagues or networks who might be curious or find it helpful. The more awareness we raise, the sooner we reduce the woeful statistic that 85% of us are disengaged at work. That is the problem, and we are the solution.
Until next time, you can find me here.
About Mark Eddleston
I’m a new ways of working nerd, consultant, and trainer. For years I’ve been practising progressive ways of working whilst synthesising the mountain of information out there.
I came across new ways of working in New Zealand in 2015 after spending a frustrating decade in traditional workplaces. It was the first time I found consistent fulfilment in work. This beautiful and challenging experience was with a law firm and community organisation that features on the distinguished Corporate Rebels ‘bucket list’. Once you taste this way of working, it’s impossible to go back. I’ve now been a member of staff in three organisations that embraced progressive leadership, so come with plenty of lived experience.
I’m the founder of Reinventing Work, a global community and playground for people interested in decentralised, purposeful and self-organised ways of working. So far we’ve gathered in over 25 cities across five continents, including in Bristol (where it began) London, Berlin, Melbourne, Montreal and New York. I’ve delivered online sessions to thousands, spoken about new ways of working at The University of Oxford, and facilitated at Meaning Fringe. I’ve also appeared on the wonderful Leadermorphosis podcast and the University of the West of England’s MSc Occupational Psychology programme discussing the future of work.
My services: https://www.marco.work.