"Leadership is always dependent upon the context, but the context is established by the relationships." (Margaret J Wheatley, "Leadership and the New Science: Discovering Order in a Chaotic World", 1992)
"A process perspective sees not individual tasks in isolation, but the entire collection of tasks that contribute to a desired outcome. Narrow points of view are useless in a process context. It just won't do for each person to be concerned exclusively with his or her own limited responsibility, no matter how well these responsibilities are met. When that occurs, the inevitable result is working at cross–purpose, misunderstanding, and the optimization of the part at the expense of the whole. Process work requires that everyone involved be directed toward a common goal; otherwise, conflicting objectives and parochial agendas impair the effort. " (James A Champy & Michael M Hammer, "Reengineering the Corporation", 1993)
"It is within the purview of each context to define its own rules and techniques for deciding how the object-oriented mechanisms and principles are to be managed. And while the manager of a large information system might wish to impose some rules based on philosophical grounds, from the perspective of enterprise architecture, there is no reason to make decisions at this level. Each context should define its own objectivity." (Rob Mattison & Michael J Sipolt, "The object-oriented enterprise: making corporate information systems work", 1994)
"Senior management needed to step in and make some very tough moves. [...] we also realized then that there must be a better way to formulate strategy. What we needed was a balanced interaction between the middle managers, with their deep knowledge but narrow focus, and senior management, whose larger perspective could set a context." (Andrew Grove, Only the Paranoid Survive, 1998)
"[...] information feedback about the real world not only alters our decisions within the context of existing frames and decision rules but also feeds back to alter our mental models. As our mental models change we change the structure of our systems, creating different decision rules and new strategies. The same information, processed and interpreted by a different decision rule, now yields a different decision. Altering the structure of our systems then alters their patterns of behavior. The development of systems thinking is a double-loop learning process in which we replace a reductionist, narrow, short-run, static view of the world with a holistic, broad, long-term, dynamic view and then redesign our policies and institutions accordingly." (John D Sterman, "Business dynamics: Systems thinking and modeling for a complex world", 2000)
"Deep change in mental models, or double-loop learning, arises when evidence not only alters our decisions within the context of existing frames, but also feeds back to alter our mental models. As our mental models change, we change the structure of our systems, creating different decision rules and new strategies. The same information, interpreted by a different model, now yields a different decision. Systems thinking is an iterative learning process in which we replace a reductionist, narrow, short-run, static view of the world with a holistic, broad, long-term, dynamic view, reinventing our policies and institutions accordingly." (John D Sterman, "Learning in and about complex systems", Systems Thinking Vol. 3, 2003)
"Strategic planning can generally be thought of as a three stage process:" (i) carrying out analyses of the organisation’s external context and of its internal conditions and the resources at its disposal" (ii) identifying and developing different strategic choices" (scenarios) and evaluating their attractiveness to the organisation" (iii) implementing the preferred strategy." (Roger Jones & Neil Murra, "Change, Strategy and Projects at Work", 2008)
"It is hard to avoid the conclusion that while strategy is undoubtedly a good thing to have, it is a hard thing to get right. […] So what turns something that is not quite strategy into strategy is a sense of actual or imminent instability, a changing context that induces a sense of conflict. Strategy therefore starts with an existing state of affairs and only gains meaning by an awareness of how, for better or worse, it could be different." (Lawrence Freedman, “Strategy: A history”, 2013)
"Change strategy is, by this definition, the way a business (1) manages the portfolio of change to make sure that the parts deliver the whole business strategy, (2) creates the context for change, and (3) monitors change risk and change performance across the entire business." (Paul Gibbons, "The Science of Successful Organizational Change", 2015)
"In the context of an organization, to have autonomy is to be empowered, not just feel empowered. […] But it does not mean being a lone wolf or being siloed or cut off from the rest of the organization." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)
"However, in a highly collaborative context filled with uncertainty over outcomes, relying on the org chart as a principal mechanism of splitting the work to be done leads to unrealistic expectations." (Matthew Skelton & Manuel Pais, "Team Topologies: Organizing Business and Technology Teams for Fast Flow", 2019)
"Organizations that rely too heavily on org charts and matrixes to split and control work often fail to create the necessary conditions to embrace innovation while still delivering at a fast pace. In order to succeed at that, organizations need stable teams and effective team patterns and interactions. They need to invest in empowered, skilled teams as the foundation for agility and adaptability. To stay alive in ever more competitive markets, organizations need teams and people who are able to sense when context changes and evolve accordingly." (Matthew Skelton & Manuel Pais, "Team Topologies: Organizing Business and Technology Teams for Fast Flow", 2019)
"The second rule of communication is to know what you want to achieve. Hopefully the aim is to encourage open debate, and informed decision-making. But there seems no harm in repeating yet again that numbers do not speak for themselves; the context, language and graphic design all contribute to the way the communication is received. We have to acknowledge we are telling a story, and it is inevitable that people will make comparisons and judgements, no matter how much we only want to inform and not persuade. All we can do is try to pre-empt inappropriate gut reactions by design or warning." (David Spiegelhalter, "The Art of Statistics: Learning from Data", 2019)
"Data architects often turn to graphs because they are flexible enough to accommodate multiple heterogeneous representations of the same entities as described by each of the source systems. With a graph, it is possible to associate underlying records incrementally as data is discovered. There is no need for big, up-front design, which serves only to hamper business agility. This is important because data fabric integration is not a one-off effort and a graph model remains flexible over the lifetime of the data domains." (Jesús Barrasa et al, "Knowledge Graphs: Data in Context for Responsive Businesses", 2021)
See also the quotes in Graphical Representation, Data Science, Software Engineering
No comments:
Post a Comment