August 20-24 is ‘More Like People Action Week’. Your chance to find something you can do to make your organisation a bit ‘more like people’ and share it with the world. Nothing is too small. Change happens when we ‘start anywhere, follow it everywhere!’
Today I got a simple Twitter message with a great idea from my friend and colleague Paul Barasi (@PaulBarasi). It read:
“Mon-Fri is #MoreLikePeople #ActionWeek. Individuals do 1 small thing 2 make their org more human.”
…And with that, the first ever ‘More Like People Action Week’ was born!
So whether you’re staff, manager or director, working nationally or locally, in a public, voluntary or private sector organisation, why not start the week by thinking:
“What would my organisation look like if it became More Like People?”
“What can I do now to help make it more human?”
There are a few ideas further down, but basically…
What you do is up to you!
You might scrap a policy, change how you act in a certain context or relationship, involve more people in more decisions, try altering the way you do a particular piece of work… you might just ask more people you work with what they’d like to do, and let everyone give it a shot!
And when you do it, let the world know!
If you Tweet about your action using the #MoreLikePeopleWeek hashtag, anyone else can see what you’ve done and might get inspired to try it themselves. If you’re not on Twitter, feel free to add it as a comment at the bottom of this post, for all to see and learn from…
More Like People – what’s that about?
‘More like people’ is about learning to do things in our organisations, more like we’d do them at the pub, in our living rooms, at the park, around a kitchen table… It’s about:
- Dropping the systems, attitudes, behaviours, and structures of the ‘professional’ world, and reconnecting with a more natural way of organising that predates any of our bureaucracies.
- Improving working cultures by bringing the values, personalities, strengths and abilities of the people in our organisation to the forefront.
- Closing the gap between the mask we wear at work and who we really are, because we’re at our best when we’re being ourselves.
‘More like people’ might apply to your own behaviours, maybe listening more closely to someone you’ve had trouble communicating with, choosing to hold a meeting in the park, or a pub, involving more people with valuable opinions when you make decisions…
‘More like people’ might apply to organisational structures or policies, which could mean getting rid of meeting agendas and letting them flow as people raise what they need to, crowd-sourcing decisions across the office, or via Twitter amongst a wider range of people involved in your work, letting staff make up their own job titles, or write joint job descriptions together as a team, making organisational learning public, so others people and organisations can learn from it…
These are just a few ideas to get you started. The point is, you’ll know better than Paul or I will what ‘more like people’ means in your context… but if you try it and share it, someone else might be able to try it out at their office too!
Have fun! (If it’s not fun, think about what might make it that way…)