🧭Business Intelligence: Data Culture (Part II: Leadership, Necessary but not Sufficient)

Business Intelligence Series

Continuing the idea from the previous post on Brent Dykes’ article on data culture and Generative AI [1], it’s worth discussing about the relationship between data culture and leadership. Leadership belongs to a list of select words everybody knows about but fails to define them precisely, especially when many traits are associated with leadership, respectively when most of the issues existing in organizations ca be associated with it directly or indirectly.

Take for example McKinsey’s definition: "Leadership is a set of behaviors used to help people align their collective direction, to execute strategic plans, and to continually renew an organization." [2] It gives an idea of what leadership is about, though it lacks precision, which frankly is difficult to accomplish. Using modifiers like strong or weak with the word leadership doesn’t increase the precision of its usage. Several words stand out though: direction, strategy, behavior, alignment, renewal.

Leadership is about identifying and challenging the status quo, defining how the future will or could look like for the organization in terms of a vision, a mission and a destination, translating them into a set of goals and objectives. Then, it’s about defining a set of strategies, focusing on transformation and what it takes to execute it, adjusting the strategic bridge between goals and objectives, or, reading between the lines, identifying and doing the right things, being able to introduce a new order of things, reinventing the organization, adapting the organization to circumstances.

Aligning resumes in aligning the various strategies, aligning people with the vision and mission, while renewal is about changing course in response to new information or business context, identifying and transforming weaknesses into strengths, risks into opportunities, respectively opportunities into certitudes, seeing possibilities and multiplying them.

Leadership is also about working on the system, addressing the systemic failure, addressing structural and organizational issues, making sure that the preconditions and enablers for organizational change are in place, that no barriers exist or other factors impact negatively the change, that the positive aspects of complex systems like emergence or exponential growth do happen in time.

And leadership is about much more - interpersonal influence, inspiring people, Inspiring change, changing mindsets, assisting, motivating, mobilizing, connecting, knocking people out of their comfort zones, conviction, consistency, authority, competence, wisdom, etc. Leadership seems to be an idealistic concept where too many traits are considered, traits that ideally should apply to the average knowledge worker as well.

An organization’s culture is created, managed, nourished, and destroyed through leadership, and that’s a strong statement and constraint. By extension this statement applies to the data culture as well. It’s about leading by example and not by words or preaching, and many love to preach, even when no quire is around. It’s about demanding the same from the managers as managers demand from their subalterns, it’s about pushing the edges of culture. As Dykes mentions, it should be about participating in the data culture initiatives, making expectations explicit, and sharing mental models.

Leadership is a condition necessary but not sufficient for an organizations culture to mature. Financial and other type of resources are needed, though once a set of behaviors is seeded, they have the potential to grow and multiply when the proper conditions are met. Growth occurs also by being aware of what needs to be done and doing it day by day consciously, through self-mastery. Nowadays there are so many ways to learn and search for support, one just needs a bit of curiosity and drive to learn anything. Blaming in general the lack of leadership is just a way of passing the blame one level above on the command chain.

Resources:
[1] Forbes (2024) Why AI Isn’t Going To Solve All Your Data Culture Problems, by Brent Dykes (link)
[2] McKinsey (2022) What is leadership? (link)

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🌡Performance Management: Mastery (Part II: First Time Right - The Aim toward Operational Excellence)

 

Performance Management Series

Rooted in Six Sigma methodology as a step toward operational excellence, First Time Right (FTR) implies that any procedure is performed in the right manner the first time and every time. It equates to minimizing the waste in its various forms (inventory, motion, overprocessing, overproduction, waiting, transportation, defects). Like many quality concepts from the manufacturing industry, the concept was transported in the software development process as principle, process, goal and/or metric. Thus, it became part of Software Engineering, Project Management, Data Science, and any other similar endeavors whose outcome results in software products. 

Besides the quality aspect, FTR is rooted also in the economic imperative – the need to achieve something in the minimum amount of time with the minimum of effort. It’s about being efficient in delivering a product or achieving a given target. It can be associated with continuous improvement, learning and mastery, the aim being to encompass FTR as part of organization’s culture. 

Even if not explicitly declared, FTR lurks in each task planned. It seems that it became common practice to plan with the FTR in mind, however between this theoretical aim and practice there’s as usual an important gap. Unfortunately, planners, managers and even tasks' performers often forget that mistakes are made, that several iterations are needed to get the job done. It starts with the communication between people in clarifying the requirements and ends with the formal sign off. All the deviations from the FTR add up in the deviations between expected and actual effort, though probably more important are the deviations from the plan and all the consequences deriving from it. Especially in complex projects this adds up into a spiral of issues that can easily reinforce themselves. 

Many of the jobs that imply creativity, innovation, research or exploration require at least several iterations to get the job done and this is independent of participants’ professionalism and experience. Moreover, the more quality one needs, the higher the effort, the 80/20 being sometimes a good approximation of the effort needed. In extremis, aiming for perfection instead of excellence can make certain tasks a never-ending story. 

Achieving FTR requires practice - the more novelty, the higher the complexity, the communication or the synchronization needs, the more practice is needed. It starts with the individual to master the individual tasks and ends with the team, where communication, synchronization and other aspects need to be considered. The practice is usually achieved on hands-on work as part of the daily duties, project work, and so on. Unfortunately, it’s based primarily on individual experience, and seldom groomed in advance, as preparation for future tasks. That’s why sometimes when efficiency is needed in performing critical complex tasks, one also needs to consider the learning curve in achieving the required quality. 

Of course, many organizations demand from job applicants experience and, when possible, they hire people with experience, however the diversity, complexity and changing nature of tasks require further practice. This aspect is somehow recognized in the implementation in organizations of the various forms of DevOps, though how many organizations adopt it and enforce it on a regular basis? Moreover, a major requirement of nowadays businesses is to be agile, and besides the mere application of methodologies, being agile means to have also a FTR mindset. 

FTR starts with the wish for mastery at individual and team level and, with the right management attention, by allocating time for learning, self-development in the important areas, providing relevant feedback and building an infrastructure for knowledge sharing and harnessing, FTR can become part of organization’s culture. It’s up to each of us to do it!

💻IT: Localization (Definitions)

"The process of making a program suitable for execution within a particular geographic region, typically by translating messages to the local language and handling things such as local time zones, currency symbols, date formats, and so on. Sometimes localization is used just to refer to the language translation and the term internationalization to the rest of the process." (Stephen G Kochan, "Programming in Objective-C", 2003)

"The process of customizing a globalized application for a specific culture." (Rod Stephens, "Stephens' Visual Basic® Programming 24-Hour Trainer", 2011)

"The process of making a program support a specific locale." (Rod Stephens, "Start Here! Fundamentals of Microsoft® .NET Programming", 2011)

"The process of adapting a product and/or content (including text and non-text elements) to meet the language, cultural, and political expectations and/or requirements of a specific local market (locale)." (SQL Server 2012 Glossary, "Microsoft", 2012)

"The process of customizing and adapting a global application for a particular culture and locale." (Joan C Dessinger, "Fundamentals of Performance Improvement" 3rd Ed., 2012)

"The process of setting up an application to run in a particular national language environment. An application that is localized typically generates messages in a local language and character set and uses local datetime formats." (Sybase, "Open Server Server-Library/C Reference Manual", 2019)

 "A view that joins horizontally partitioned data from a set of member tables across a single server, making the data appear as if from one table." (Microsoft Technet)

♟️Strategic Management: Culture (Just the Quotes)

"Culture itself is neither education nor lawmaking: it is an atmosphere and a heritage." (Henry L Mencken, "Minority Report", 1956)

"Any understanding of social and cultural change is impossible without a knowledge of the way media works as environments." (Marshall McLuhan, "The Medium is the Massage: An inventory of effects", 1967)

"Culture is the collective programming of the mind distinguishing the members of one group or category of people from others." (Geert Hofstede, "Culture's consequences: International differences in work-related values", 1980)

"Someone adhering to the values of a corporate culture - an intelligent corporate citizen - will behave in consistent fashion under similar conditions, which means that managers don’t have to suffer the inefficiencies engendered by formal rules, procedures, and regulations. […] management has to develop and nurture the common set of values, objectives, and methods essential to the existence of trust. How do we do that? One way is by articulation, by spelling [them] out. […] The other even more important way is by example." (Andrew S Grove, "High Output Management", 1983)

"Strong corporate cultures, like strong family cultures, come from within, and they are built by individual leaders, not consultants." (Craig R. Hickman & Michael A. Silva, "Creating Excellence", 1984)

"The achievement of excellence can occur only if the organization promotes a culture of creative dissatisfaction." (Lawrence M Miller, "American Spirit", 1984)

"[...] an examination of cultural issues at the organizational level is absolutely essential to a basic understanding of what goes on in organizations, how to run them, and how to improve them." (Edgar H Schein, "Organizational Culture and Leadership", 1985)

"Culture [is] a pattern of basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems." (Edgar H Schein, "Organizational Culture and Leadership", 1985)

"Organizational cultures are created by leaders, and one of the decisive functions of leadership may well be the creation, the management, and - if and when that may become necessary - the destruction of culture." (Edgar Schein, "Organizational Culture and Leadership", 1985)

"The inherent conflict between managers and professionals results basically from a clash of cultures: the corporate culture, which captures the commitment of managers, and the professional culture, which socializes professionals." (Joseph A Raelin, Harvard Business School, 1986)

"A strong corporate culture is the invisible hand that guides how things are done in an organization. The phrase, 'You just can't do that here', is extremely powerful, more so than any written rules or policy manuals." (Andrew S Grove, "One-On-One With Andy Grove", 1987)

"A culture may be conceived as a network of beliefs and purposes in which any string in the net pulls and is pulled by the others, thus perpetually changing the configuration of the whole. If the cultural element called morals takes on a new shape, we must ask what other strings have pulled it out of line. It cannot be one solitary string, nor even the strings nearby, for the network is three-dimensional at least." (Jacques Barzun, "The Culture We Deserve", 1989)

"Even revolutionaries conserve; all cultures are conservative. This is so because it is a systemic phenomenon: all systems exist only as long as there is conservation of that which defines them." (Humberto M Romesin & Pille Bunnell, "Biosphere, Homosphere, and Robosphere: What has that to do with Business? Society for Organizational Learning", 1998)

"Strategy maps show the cause-and effect links by which specific improvements create desired outcomes [...] From a larger perspective, strategy maps show how an organization will convert its initiatives and resources - including intangible assets such as corporate culture and employee knowledge - into tangible outcomes." (Robert S Kaplan & David P Norton, "Having Trouble with Your Strategy? Then Map It", Harvard Business Review, 2000)

"Getting project management to work in an organization requires a change in culture." (James P Lewis, "Project Planning, Scheduling, and Control" 3rd Ed., 2001)

"The word culture designates the sum total of the values, attitudes, traditions, and behaviors that exist in an organization." (James P Lewis, "Project Planning, Scheduling, and Control" 3rd Ed., 2001)

"You need a very product-oriented culture, even in a technology company. Lots of companies have tons of great engineers and smart people. But ultimately, there needs to be some gravitational force that pulls it all together. Otherwise, you can get great pieces of technology all floating around the universe." (Steve Jobs, Newsweek, 2004)

"Businesses are themselves a form of design. The design of a business encompasses its strategy, organizational structure, management processes, culture, and a host of other factors. Business designs evolve over time through a process of differentiation, selection, and amplification, with the market as the ultimate arbiter of fitness [...] the three-way coevolution of physical technologies, social technologies, and business designs…accounts for the patterns of change and growth we see in the economy." (Eric D Beinhocker, "The Origin of Wealth. Evolution, complexity, and the radical remaking of economics", 2006)

"Whilst culture can help create a sense of belonging and shared destiny, it can also prove to be an obstacle to change especially where the existing culture is risk averse or if the change strategy is perceived by some to challenge prevailing group values. Where radical change is proposed, the achievement of cultural change may actually be a major objective of the proposed change." (Roger Jones & Neil Murra, "Change, Strategy and Projects at Work", 2008)

"A blame culture is corrosive, eroding the team ethos that is vital for success. If they fear that they will be pilloried or punished for their mistakes, your colleagues will start worrying more about how to protect their back than doing what’s best for the team and wider organization. In the worst cases, this can even lead to lying, setting up fall guys, and other dysfunctional behavior." (Paul Butcher, "Debug It! Find, Repair, and Prevent Bugs in Your Code", 2009)

"A culture that believes that it is better to ask forgiveness afterward rather than permission before, that rewards people for success but gives them permission to fail, has removed one of the main obstacles to the formation of new ideas." (Tim Brown, "Change by Design: How Design Thinking Transforms Organizations and Inspires Innovation", 2009) 

"Image theory is an attempt to describe decision making as it actually occurs. […] The concept of images is central to the theory. They represent visions held by individuals and organisations that constitute how they believe the world should exist. When considering individuals, the theory refers to these images as the value image, trajectory image and strategic image. The value image is based on an individual’s ethics, morals and beliefs. The trajectory images encompass the decision maker’s goals and aspirations. Finally, for each trajectory image, a decision maker may have one or more strategic images that contain their plans, tactics and forecasts for their goal. […] In an organisational decision-making setting, these images are referred to as culture, vision and strategy." (Christopher B Stephenson, "What causes top management teams to make poor strategic decisions?", 2012) 

"The central issue is never strategy, structure, culture, or systems. The core of the matter is always about changing the behavior of people." (John Kotter, "The Heart of Change: Real-Life Stories of How People Change Their Organizations", 2012)

"Culture is fuzzy, easy to caricature, amenable to oversimplifications, and often used as a catchall when all other explanations fail." (Zachary Karabell, "The Leading Indicators: A short history of the numbers that rule our world", 2014)

"Truly human leadership protects an organization from the internal rivalries that can shatter a culture. When we have to protect ourselves from each other, the whole organization suffers. But when trust and cooperation thrive internally, we pull together and the organization grows stronger as a result." (Simon Sinek, "Leaders Eat Last: Why Some Teams Pull Together and Others Don't", 2014)

"All cultures organize themselves around a story, which tells them how the world came into being - a creation myth." (William Byers, "Deep Thinking: What Mathematics Can Teach Us About the Mind", 2015)

"[…] culture cannot be changed directly. It changes as a result of changes to organizational beliefs and rituals." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015

"Culture is an emergent phenomenon produced by structures, practices, leadership behavior, incentives, symbols, rituals, and processes. All those levers have to be pulled to have any chance of success. However, one driver of culture change is more important than the others. Culture change fails when the most visible symbols of it fail to change. Those key symbols are almost always the top leader’​​​​​​s behavior, which speaks much louder than anything they might say." (Paul Gibbons, "The Science of Successful Organizational Change",  2015)

"DevOps recognizes the importance of culture. The acronym CAMS (culture, automation, measurement, and sharing) is used to encapsulate its key themes. Culture is acknowledged as all important in making development and IT operations work together effectively. But what is culture in this context? It is not so much about an informal dress code, flexible hours, or a free in-house cafeteria as it is about how decisions are taken, norms of behavior, protocols of communication, and the ways of navigating hierarchy and bureaucracy to get things done." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)

"In order to cultivate a culture of accountability, first it is essential to assign it clearly. People ought to clearly know what they are accountable for before they can be held to it. This goes beyond assigning key responsibility areas (KRAs). To be accountable for an outcome, we need authority for making decisions, not just responsibility for execution. It is tempting to refrain from the tricky exercise of explicitly assigning accountability. Executives often hope that their reports will figure it out. Unfortunately, this is easier said than done." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)

"Each organization has embedded in its corporate culture and in its rules and processes, its own understanding of business value and how to best create it." (Mark Schwartz, The Art of Business Value, 2016)

"The biggest challenge of making the evolution from a knowing culture to a learning culture [...] is really not the cost. Initially, it largely ends up being imagination and inertia." (Murli Buluswar, "How Companies Are Using Big Data and Analytics", 2016)

"The culture of your organization comprises your stated principles, and to a far greater extent, the actual lived principles as reflected by the attitudes, communication styles, and behaviors of your teams." (Eben Hewitt, "Technology Strategy Patterns: Architecture as strategy" 2nd Ed., 2019)

"Knowledge is in some ways the most important (though intangible) capital of a software engineering organization, and sharing of that knowledge is crucial for making an organization resilient and redundant in the face of change. A culture that promotes open and honest knowledge sharing distributes that knowledge efficiently across the organization and allows that organization to scale over time. In most cases, investments into easier knowledge sharing reap manyfold dividends over the life of a company." (Titus Winters, "Software Engineering at Google: Lessons Learned from Programming Over Time", 2020)

"Culture is not something that can be read in a corporate document (though many organisations will claim to have values, beliefs and other concepts that articulate the culture as the corporate centre wants it to be seen). It is intangible and can be challenging to comprehend to those on the outside looking in. Much of it is unspoken, a series of behavioural norms which are engrained in the fabric of the organisation and drive attitudes of employees to one another, management, change programmes and any external (to the group, as well as the organisation) effort to drive change that may be resisted simply because it ‘isn’t the way we do things around here’." (Ian Wallis, "Data Strategy: From definition to execution", 2021)

"A literate culture relies on the reader to personalize the information and the author to provide enough information and clarity to do so. It's a different thought process, one that rewards unique phrasings and the ability to create clearly resonant themes in advance. We bring these models to other literacy paradigms." (Vidya Setlur & Bridget Cogley, "Functional Aesthetics for data visualization", 2022)

"We can expect the revolution in communications to extend the power of our brains. Its ultimate effect will be the transformation and unification of all techniques for the exchange of ideas and information, of culture and learning. It will not only generate new knowledge, but will supply the means for its world-wide dissemination and absorption." (David Sarnoff)

♜Strategic Management: Storytelling (Definitions)

"Narrating sequences of events in an artistic manner for a group of audience orally or in written words." (Mehrak Rahimi, "Digital Storytelling in Language Classes", Encyclopedia of Information Science and Technology 4th Ed., 2018)

"The act of sharing a tale or a series of events, often in a trajectory that give perspective on context and culture." (Catherine Hayes & Ian Corrie, "Learner-Centred Pedagogy Framing Authentic Identity and Positionality in Higher Education", 2020)

"Art of conveying events or phenomena in different formats, in order to entertain, inform, instruct, demonstrate, or persuade." (Tamara E Martin et al, "The Use of Storytelling to Promote Literacy Skills in Biology Education: An Intervention Proposal", 2021)

"Storytelling is a communication tool that creates meanings and emotions on audience. It is a tool to create and maintain bonds for humans as well as organizations." Beris A Özoran, "Digital Storytelling and Public Relations: An Analysis Through Case Studies", 2021)

"Storytelling is one of the most effective communication methods in telling the organizations themselves. Corporate stories are powerful and permanent narratives that express the corporate identity. In stories, perceptions are reshaped. The vision, mission, and values of the organization are narrated." (Deniz Özer, "Corporate Cults: Corporate Identity and Storytelling in the Context of Archetypal Symbolism", 2021)

"The art of telling tales and a great tool to teach language incorporating culture." (Carmela B Scala, "How to Foster Equality in the Language Classroom", 2021)

"The process of using fact and narrative to communicate something to your audience. Some stories are factual, and some are embellished or improvised in order to better explain the core message." (Stavroula Kalogeras, "Transmedia Storytelling Edutainment and the New Testament Lesson", 2021)

"The social and cultural activity of creating and sharing stories. Today, it is re-considered as an important communication tool useful in many domains such as organizational leadership and branding." (Laura R Grünberg, "In Need for More Tailored Feminist Stories in a Time of Crisis", 2021)

♜Strategic Management: Culture (Definitions)

"(a) A perception of the critical success factors shared by a unit of the firm. (b) Norms and values applied to selection of strategic projects." (H Igor Ansoff et al, "Implanting Strategic Management" 3rd Ed., 1990)

"(1) The shared methods in which people of an organization think and behave. (2) The 'personality' of an organization." (Margaret Y Chu, "Blissful Data ", 2004)

"In the Framework for Information Quality, a company’s attitudes, values, customs, practices, and social behavior, including both official policies and unofficial 'ways of doing things', 'how things get done', and 'how decisions get made'." (Danette McGilvray, "Executing Data Quality Projects", 2008)

"The collective set of attitudes, activities, and behaviors that, collectively, tend to give an organization its personality." (Steven Haines, "The Product Manager's Desk Reference", 2008)

[adaptive culture:] "Adaptive cultures engage in at least five practices. They (1) name the elephants in the room, (2) share responsibility for the organization’s future, (3) exercise independent judgment, (4) develop leadership capacity, and (5) institutionalize reflection and continuous learning." (Alexander Grashow et al, "The Practice of Adaptive Leadership", 2009)

[participatory culture:] "An environment in which information is made available to support individuals in making appropriate decisions, and where decisions are shifted to the most appropriate location in the organization so that those affected by a decision participate in, or are represented in, the process of making it." (Sally A Miller et al, "People CMM: A Framework for Human Capital Management" 2nd Ed., 2009)

"This is the name given to the collection of basic assumptions, values, norms and artefacts that are shared by and influence the behaviour of an organisation’s members." (Bernard Burnes, "Managing change : a strategic approach to organisational dynamics" 5th Ed., 2009)

"Includes the customary beliefs, forms of expression, and material traits of a particular racial group situated within certain geographical location and within certain time." (Irina Kondratova & Ilia Goldfarb, "Culturally Appropriate Web User Interface Design Study: Research Methodology and Results", 2011)

[corporate culture:] "A collection of beliefs, expectations, and values learned and shared by a corporation’s members and transmitted from one generation of employees to another." (Thomas L Wheelen & J David Hunger., "Strategic management and business policy: toward global sustainability" 13th Ed., 2012)

"A shared system of values, beliefs, and behaviors that characterize a group of organization." (Joan C Dessinger, "Fundamentals of Performance Improvement" 3rd Ed., 2012)

"Distinctive heritage shared by a group of people. It passes on beliefs, norms, and customs." (Barry Berman & Joel R Evans, "Retail Management: A Strategic Approach" 12th Ed., 2013)

"The set of shared attitudes, values, goals, and practices that characterize a company or an organization." (Jim Davis & Aiman Zeid, "Business Transformation: A Roadmap for Maximizing Organizational Insights", 2014)

"The beliefs, customs, practices, and social behavior of a particular nation or people; a group of people whose shared beliefs and practices identify a particular place, class, or time to which they belong; a particular set of attitudes that characterizes a group of people." (Ken Sylvester, "Negotiating in the Leadership Zone", 2015)

"defined as a set of shared attitudes, values, goals and practices that characterize an institution, organization or group." (Thomas C Wilson, "Value and Capital Management", 2015)

"An organization’s values, traditions, behavioral norms, symbols, and social characteristics." (Robert M Grant, "Contemporary Strategy Analysis" 10th Ed., 2018)

"Is the set of assumptions, beliefs, values, and norms shared by an organization's members." (Justína Mikulášková et al, "Spiral Management: New Concept of the Social Systems Management", 2020)

"A set of shared values and beliefs that drive behavior." (Forrester)

"set of values shared by a group of people, including expectation about how people should behave, their ideas, beliefs and practices" (ITIL)

✒️Karl E Weick - Collected Quotes

"If all of the elements in a large system are loosely coupled to one another, then any one element can adjust to and modify a local a local unique contingency without affecting the whole system. These local adaptations can be swift, relatively economical, and substantial." (Karl E Weick, "Educational organizations as loosely coupled systems", 1976)

"In a loosely coupled system there is more room available for self-determination by the actors. If it is argued that a sense of efficacy is crucial for human beings. when a sense of efficacy might be greater in a loosely coupled system with autonomous units than it would be in a tightly coupled system where discretion is limited." (Karl E Weick, "Educational organizations as loosely coupled systems", 1976)

"Managers construct, rearrange, single out, and demolish many objective features of their surroundings. When people act they unrandomize variables, insert vestiges of orderliness, and literally create their own constraints." (Karl E Weick, "Social Psychology of Organizing", 1979)

"The typical coupling mechanisms of authority of office and logic of the task do not operate in educational organizations." (Karl E Weick, "Educational organizations as loosely coupled systems", 1976)

"Any approach to the study of organizations is built on specific assumptions about the nature of organizations and how they are designed and function." (Richard L Daft & Karl E Weick, "Toward a model of organizations as interpretation systems", Academy of Management Review Vol 9 (2), 1984)

"Action often creates the orderly relations that originally were mere presumptions summarized in a cause map. Thus language trappings of organizations such as strategic plans are important components in the process of creating order. They hold events together long enough and tightly enough in people's heads so that they act in the belief that their actions will be influential and make sense." (Karl E. Weick, "Organizational culture as a source of high reliability", 1987)

"An ordered set of assertions about a generic behavior or structure assumed to hold throughout a significantly broad range of specific instances." (Karl E Weick, "Theory construction as disciplined imagination", 1989)

"Experience is the consequence of activity. The manager literally wades into the swarm of 'events' that surround him and actively tries to unrandomize them and impose some order: The manager acts physically in the environment, attends to some of it, ignores most of it, talks to other people about what they see and are doing."  (Karl E Weick, "Sensemaking in Organizations", 1995)

"Organizations are presumed to talk to themselves over and over to find out what they are thinking." (Karl E Weick, "Sensemaking in Organizations", 1995)

"Sensemaking is about the enlargement of small cues. It is a search for contexts within which small details fit together and make sense. It is people interacting to flesh out hunches. It is a continuous alternation between particulars and explanations with each cycle giving added form and substance to the other." (Karl E Weick, "Sensemaking in Organizations", 1995)

"Sensemaking tends to be swift, which means we are more likely to see products than processes." (Karl E Weick, Sensemaking in Organizations, 1995)

"The organism or group enacts equivocal raw talk, the talk is viewed retrospectively, sense is made of it, and then this sense is stored as knowledge in the retention process. The aim of each process has been to reduce equivocality and to get some idea of what has occurred." (Karl E Weick, "Sensemaking in Organizations", 1995)

"The point we want to make here is that sensemaking is about plausibility, coherence, and reasonableness. Sensemaking is about accounts that are socially acceptable and credible... It would be nice if these accounts were also accurate. But in an equivocal, postmodern world, infused with the politics of interpretation and conflicting interests and inhabited by people with multiple shifting identities, an obsession with accuracy seems fruitless, and not of much practical help, either." (Karl E Weick, "Sensemaking in Organizations", 1995)

"To talk about sensemaking is to talk about reality as an ongoing accomplishment that takes form when people make retrospective sense of the situations in which they find themselves and their creations. There is a strong reflexive quality to this process. People make sense of things by seeing a world on which they already imposed what they believe. In other words, people discover their own inventions. This is why sensemaking can be understood as invention and interpretations understood as discovery. These are complementary ideas. If sensemaking is viewed as an act of invention, then it is also possible to argue that the artifacts it produces include language games and texts." (Karl E Weick, "Sensemaking in Organizations", 1995)

"When people perform an organized action sequence and are interrupted, they try to make sense of it. The longer they search, the higher the arousal, and the stronger the emotion. If the interruption slows the accomplishment of an organized sequence, people are likely to experience anger. If the interruption has accelerated accomplishment, then they are likely to experience pleasure. If people find that the interruption can be circumvented, they experience relief. If they find that the interruption has thwarted a higher level plan, then anger is likely to turn into rage, and if they find that the interruption has thwarted a minor behavioural sequence, they are likely to feel irritated." (Karl E Weick, "Sensemaking in Organizations", 1995)

"The basic idea of sensemaking is that reality is an ongoing accomplishment that emerges from efforts to create order and make retrospective sense of what occurs." (Karl E Weick, "The collapse of sensemaking in organizations: The Mann Gulch disaster", Administrative Science Quarterly 3, 1993)