Question: How long do you think it took Paul and Liam to plan the first ever ‘More Like People Action Week’? Answer: A few hours on the Sunday evening before it started.
Lorna Prescott’s (@dosticen’s) pic fr/ a living room work meeting she had during #MoreLikePeopleWeek
There were over 300 hundred Tweets from over 70 people, expressing their support and sharing their ideas and actions for making their organisations ‘more like people.’ (See some of the Storify highlights further down).
There were several blog comments sharing success stories more widely, as well as links to resource and ideas that people felt were relevant to the ‘more like people’ themes…
Now I won’t pretend that this week has changed the world in any major ways, but it’s definitely done something to demonstrate the potential of some of the principles it is about.
Paul and I, with an ocean and a six-hour time zone spread between us, working entirely via Twitter, a few emails and 2 Skype calls, with nothing to back us but our own enthusiasm and that of the people who got involved, helped the ‘more like people’ ideas find their ways onto the UK national media radar, and into the consciousness of far more people than had previously known about it.
Beyond a few targeted Tweets to people we felt would be specifically interested, there was no top-down communication, not even an email list, to get things rolling. We just put it out there, approached some editors, and shared our own experiences and ideas around.
Sidestep the steps that aren’t working for you!
Has your organisation ever planned an awareness-raising or action-focused day or week around the theme of your work? Did it take more than a few hours to plan it? I’m guessing the answer is ‘yes.’ I’m also guessing that you’re not alone.
One of the big frustrations Paul and I have often had with so many organisations, is their inability to get things done, particularly within a reasonable length of time. The endless processes that inevitably need so many levels of approval make it very hard to organise anything in a timeframe that allows individual passion and energy to still play a part.
And though we might often feel we need to follow these processes, the truth is, there is always unmediated space to make things happen. Just because you could write a proposal, ask for approval, redraft the proposal, secure some budget, and allocate roles, doesn’t mean you always have to!
If this last week was about anything, I hope it was about showing that you don’t need HR or Senior Management (not that either can’t play positive roles!) to make our workplaces better than they are. There are always things we can start to improve, and you never know what kind of ripple effect they might have if we give them the chance. Individual change can encourage other individual changes. Gradually, more people acting differently can shift cultures, systems, organisations… But let’s not get ahead of ourselves – the point is we have more power than we often realise, so why not try exercising it more?
What next?
Obviously we’ve played our hand for a ‘More Like People Action Week’ for the foreseeable future, but these ideas can travel much further than they have since last Monday. So don’t let this random allocation of time stop you from helping your own organisation to be more like people, whenever you feel so inclined!
Maybe you could start your own ‘More Like People Action Week’ at your office? It wouldn’t have to take more than an email on Monday morning with some encouragement for people to share their contributions more widely, on Twitter, or a blog.
Strategy? Let it happen. Budget? No need. Approval? What for? ‘More like people’ should feel infinitely easier than the processes we’ve become so used to in so many of our organisations. I can’t think of a good reason why an employer would be against it, but if they somehow were, I can see even less reason why you’d feel the need to ask for their permission to do it. Think of it as an opportunity to demonstrate some initiative for improving the organisation, at no additional cost to those higher up!
But maybe you just want to practice it yourself, thinking of something you can do a bit differently to make your office a more human place to be? If so, feel free to comment about it on this blog, or Tweet about it using the #MoreLikePeople hashtag on Twitter, so others can be inspired or can try your action out themselves…
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.”
Can you set up a TwitterFall at an event to broaden participation?
…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…)
More Like People is an association of freelance consultants, facilitators and trainers, working primarily in the voluntary, community and campaigning sectors in the the UK and elsewhere.
