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Start for freeEmbracing Organizational Development and Mindfulness
Karen May, leading the People Development Team, recently had the privilege of engaging with Ed Schein at Google. This session was not only attended by enthusiastic employees but also streamed live for virtual attendees. The focus was on organizational behavior, development, and how these can be optimized to enhance effectiveness within organizations.
Insights from Ed Schein
Ed Schein, a venerable figure in organizational psychology, shared his wisdom on several aspects of organizational culture and effectiveness. He introduced his upcoming book, "Humble Consulting," which promises strategies for providing real help quickly in today's fast-paced environments.
The Multidimensional Nature of Culture
Schein emphasized that culture is not an external artifact but something that exists within us. It's layered from national levels down to individual workgroups. Understanding these layers is crucial for effective functioning within an organization. He described culture as 'accumulated learning' that influences our behavior unconsciously.
Analyzing Culture Effectively
To analyze culture effectively, Schein proposed considering three levels:
- Artifacts: These are visible elements like architecture and dress codes.
- Espoused Values: These are stated beliefs and values of an organization.
- Underlying Assumptions: These are unconscious beliefs that truly drive behaviors within the workplace.
The Role of Mindfulness in Organizational Settings
Schein linked mindfulness with situational awareness—being conscious of how internal and external cultural factors affect our thinking and behavior. This awareness is essential for navigating complex corporate environments effectively.
Challenges in Leadership and Decision Making
Discussing leadership challenges, Schein pointed out the necessity for leaders to recognize when they don't have all the answers. This humility allows them to ask questions and remain open to insights from others, fostering a more collaborative environment.
Psychological Safety in Teams
Ed highlighted psychological safety as a critical component of effective teams—a concept also supported by Google’s own research. Creating an environment where team members feel safe expressing themselves can lead to more innovative and productive outcomes.
Final Thoughts on Organizational Health
The conversation concluded with a powerful reminder about the importance of personalization in professional settings. By treating each other as individuals rather than roles or functions within a process, organizations can cultivate healthier, more responsive work environments.
The dialogue between Karen May and Ed Schein provided profound insights that are applicable not just at Google but across all modern organizations striving for innovation and effectiveness.
