Simon Terry

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The screaming voices surround us. Fingers point out the Other and invite us to alienate them. The only way to go forward is as a human being engaged in a diverse world of unique human beings. There is no Other way.

We are human. We make tribes. Social research tells us we can make tribes on the flimsiest of perceived differentiation. In a war of exclusion, some of the most fanciful boundaries are the most fiercely fought. Those outside our tribe run the risk of becoming Other, the alien enemy. The basis for the differentiation matters little the Creation of the Other, with its dehumanising violence is the first step.

We begin the violence when we define a line and put unique human beings on the other side. We back these imagined lines with all kinds of violence, physical, mental, systematic, casual and political. The Other becomes a group to blame, a dog whistle message to our tribe or a call to hate and violence.

The technology of global connection, whether it is transportation or communication, has made once distant Others more visible and accessible. These technologies have supercharged the advocates of the Other in all dimensions. The changes in society and our economies wrought by these technologies has created and promoted resentments and fostered fertile ground for the politics of the Other.

Unravel the stereotypes, the myths and the lies. Demask the Other and you will find a human being just like you. We must engage human to human as we go forward. Fictional Others do nothing to enable us to address real issues in our society, our economy, our planet or our polity. To begin to address issues we need to unravel the first act of violence, the creation of the Other. We must engage in human ways with the real diverse and unique individuals if we are to solve problems together and move forward. The Other defines everything and solves nothing.

There’s no Other way.

The Aching Amplitude of Change

Let’s begin at the beginning
We’re lovers and we’re losers
We’re heroes and we’re pioneers
We’re beggars and we’re choosers

Frank Turner ‘I knew Prufrock Before He Got Famous’

My shelves are full of books about artists, poets, politicians, entrepreneurs, rebels, change makers and revolutionaries. I am drawn to conversations with people making change happen in all facets of our world from the arts to zoology. The work that I want to do most and do most often is work that changes the world to make it more human. The company and community I keep is called Change Agents Worldwide. I am in more communities of change makers than I can count. Every business I am involved in is working hard to change the world for the better despite the complex and dreary challenges that change makers face. This morning, driving to work listening to music, an insight dropped .

Maybe, just maybe, there is a pattern in all this.

The pattern is that change is life. Change is the vitality of growth. Change is the everpresent battle against the decay that settles on the static and the passive. Change is the opportunity to see the unrealised potential, here and now. Change is what the living do.

Change makers see problems and know their job is to make things better. They don’t complain (much) and they don’t expect complaints to be an answer. If you want change, you get on with the challenge of bringing a better world into this one. Nobody will do your work for you.

Changemakers don’t expect perfection. They start where they can. You can’t accept dead history as an excuse when you demand life lives up to exacting standards and are prepared to exhaust yourselves trying.

There is an old phrase that we are the company we keep. I will happily keep leaning into my communities of rebels, change makers and entrepreneurs. Let’s hope their energy, passion and life keeps rubbing off on me. I’ve got a lot of change left to make and a lot of living left to do.

And I know I’m not the one who is habitually optimistic
But I’m the one who’s got the microphone here so just remember this
Yeah, well life is about love, lost minutes and lost evenings
About fire in our bellies and about furtive little feelings
And the aching amplitudes that set our needles all a-flickering
And they help us with remembering that the only thing that’s left to do is live
Yea, the only thing that’s left to do is live

Frank Turner, ‘I Knew Prufrock Before He Got Famous’

Thanks to Frank Turner for the song:

Thanks also to Helen Blunden for her discussion about art and architecture this morning that prompted this meditation.

Collaborating with Everyone

As collaboration platforms respond to the demands of C-suite executives for new tools for digital communication, two themes have risen to the forefront of debate. Everywhere we turn at the moment we have the twin topics of:

  • 100% Adoption
  • Collaborating with Everyone

Both targets are counterproductive illusions. They aren’t as attractive or as realistic as they seem despite the many people promising miracles to eager executives.

100% Adoption as a Measure

That we are even discussing adoption shows the growing maturity of the collaboration technology market. In the early days, there was too much expectation that the tool itself would deliver magic and users would automatically interpret how and when to use the tool as they change their work.

Now that we are focused on and measuring adoption, we are confronted with the inevitable race to 100% adoption or similar goals.  We have reached the point where the goal has taken over and the logic for the goal has been lost.

Increased purposeful use of a collaboration platform is valuable. However, much that is measured in measuring adoption is not purposeful use and has little business value for the organisation or for users.  Likes on the CEO’s live video or a post that gets no engagement does not guarantee any business value.

More importantly, the purpose of all this adoption is often vague. Big adoption numbers make community managers feel great when performance measures are often uncertain.  They provide marketing for tech companies. They also stroke senior executive egos as they falsely correlate adoption to engagement. As I have repeatedly stressed, we need to move beyond adoption for its own sake to creating value for the business and in line with its strategy. A cavalcade of GIFs, likes and chatter can be the exact wasteful time suck that many executives fear. Pointless activity driven by platform features or campaigns will ultimately drive rational users away. Employees are sensible enough that they will choose to spend their time creating value for the business or their own work instead of delivering work to a meaningless metric.

Collaborating with Everyone

As a passionate advocate for working out loud, many people may assume that I would encourage collaborating with everyone. I don’t because you can’t collaborate with everyone and it is generally counterproductive.

Research has consistently shown the value of psychological safety in high value collaboration. We just aren’t safe if the network universe must be everyone. This is a key reason why I stress that working out loud is ‘Sharing work in progress with a relevant audience’ (emphasis added).

Relevance is also a key element for the ability for a collaboration opportunity to find someone who can help or learn from that message. Messages in bottles send out into large expansive networks often struggle to find relevant partners and responses without the support of community manager and other champions to guide them to relevant parties. Smaller groups closer to a team or a clan scale are much more useful launching pads. People can assume that a message sent to everyone is not relevant to them. It gets less attention in the fast flow of broadcast communication.

Another key reason is that much of the focus on ‘collaborating with everyone’ is really about communication, not collaboration.  There are real human differences between chatting, communicating messages, having a conversation and getting down to the task of working together. If you are focused on broadcast communications then you can target everyone but expect to get the usual low engagement that you see on any other broadcast communication channel. Forcing broadcast messages into the streams of people busy doing work is not a solution. It is counterproductive because it either disrupts the flow of employee’s work, they miss the messages or they disengage from the communication channel. Worse establishing that broadcast is the leaderships’ preferred mode of engagement encourages others to model that behaviour too. Collaboration is far more effective when people check egos and listen.

If the digital era has taught us anything, it should be that perfection is overrated and learning and adaptation is a far better approach to work. We don’t need 100% adoption of a tool. We need the adoption of the collaborative work that will help realise our business goals. We don’t need collaboration with everyone. We need collaboration of the specific groups and teams that will realise our desired forms of new business value. Collaborative teams learn by doing and learn from the role modelling of others. If the strategy is not clear now, then the work of the community will be to learn and adapt their way to fulfilling these objectives.


Communicate Early and Often

The challenge with change is that communication can be complex. Often communication is hard when things are uncertain or it might make things more uncertain by raising issues. The answer is to communicate early and often.

Communicate Early

We often wait to share messages. We want things to be more certain. We want things to be perfect.

There is no way to prepare a perfect communication. Communication is a two-way exercise. You can’t perfect communication without the active participation of the other party. As George Bernard Shaw said:

The greatest issue in communication is the illusion it has taken place.

We are often reticent to share a message of change because there will be initial emotion, difficulties and resistance. Change always gets harder before it gets better. However that difficulty is a critical part of the change process. Questions, pushback and emotions are all part of finding the right change and getting your message across.

Delaying communication because of the initial difficulty is misconceived. The further you progress your change without communication and engagement the bigger the initial pushback will be and the longer it will take to resolve. Worse it is also likely that you are more deeply committed to your change and reluctant to take feedback or listen. I’ve seen too many situations where late engagement lead to a total breakdown in trust. Treat people like adults and engage them early.

Communicate Often

Once change has begun people are hungry for information. Gossip, guesswork and assumptions will fill the gaps in understanding. Close up the space for troublemakers with regular communication to build understanding and trust.

If nothing is happening or nothing is changing say that. People do not assume silence is good news. A regular drumbeat of communication will enable people to reflect, build understanding, make suggestions and ask questions.

We can all communicate more about the changes going on in our work and organisations. A culture of Working Out Loud is one approach that help makes this an ongoing dialogue in organisations.

Monash Education STEM Talks: How STEM capabilities better enable your next career adventure

I was very excited last year to be asked to talk as part of Monash University Education’s STEM Talk series about my career journey and how STEM capabilities have powered my experiences and learning. The talk has just been published.

Management Best Practices: Let’s All Be Finnish

Adopting management best practices is like asking your company to all become Finnish. All these best practices are more complicated than they seem, others are evolving the practice and the best practice is not why others were successful.

Our Finnish Initiative

Every day a CEO is fired up on the need to implement a new best practice across the organisation. They may have been to a conference, spoken to a competitor, read an article or listened to a consultant. For argument’s sake, let’s assume that the best practice is ‘Being Finnish’.  The CEO has heard that companies that are Finnish are global success stories and wants everyone in the organisation do their work using Finnish and reflecting Finnish culture as soon as possible. You are tasked with delivering the Finnish initiative companywide as soon as possible. You happen to like Finland and the Finnish people but have your doubts for a few good reasons.

Best Practices are history, an unreliable predictor of future success

By the time management practices have industries of consultants built to promote them, there is a very good chance that practice has a lot of history. The practice has gone through pilot, rollout, a period for measurement of success in a lead organisation. It has then been shared on the conference circuit and built its own community as it spreads to other organisations.

After that consultants have picked it up from the community and begun to turn it into a practice that can be sold as a simple package. At this point, there’s no guarantee that the originator is still even using the practice. Practices often outlive the failure of the original organisation.  There are many successful Finnish companies but would your CEO have a different perception if he or she knew that the Finnish case studies were based on Nokia’s growth in the mobile handset business? Being Finnish may or may not have contributed to Nokia or any other Finnish company’s success or failure. We will never know exactly.

Best Practices are Simplified Practices that Aren’t Simple

To implement Finnish in your organisation, it is likely to be simplified down to a few practices.  Let’s say you settle on speaking Finnish and adopting a short list of Finnish values and cultural practices.

Even the simplified versions prove to be trickier than people expect. Finnish is a language that’s from its own language group. It will take people years to come up to competency and then there’s all the processes and documentation in the organisation that needs to be translated and realigned with the new strategy. There is a real danger that your performance will decline as everyone builds competency in Finnish, miscommunication occurs and the clashes with your current approaches are resolved.

Why Catch Up?

Even if you execute your project perfectly. There is always others who have been Finnish for longer and will have a richer history of learning through the application of Finnish. While you are still implementing simplified Finnish, they will have a rich adaptive culture of Finnish. Best practices are often racing to where someone used to be, not to an advantage.

Every New System is a Culture Program

No matter how well you learn to speak Finnish, do Finnish things or follow the Finnish values, it is not what makes you Finnish.

Imposing a whole alien cultural system on your organisation is a difficult challenge. Finnish people are proud of their culture and they have grown up in it. It is not an imposition. Your current systems and culture don’t disappear just because everyone’s trying to be Finnish.

The system likely has elements and relationships that you and your users won’t understand because you are not from within the culture. Many simplified versions of Finnish are unrecognisable to those who are Finnish because those new to the practice leave out elements without any understanding.

Your Problems and Opportunities are Unique

Management is about responding to the challenges and opportunities unique to each organisation. Effective strategy is tailored to the organisation, it’s position and capability. Being Finnish because Finnish is the new management fad is abdicating the responsibility to manage the actual circumstances of the organisation.

So the next time you consider implementing a management fad, consider it as implementing Finnish, or Faddish, and see how the views change.

Applying the Four Drivers of Value in Collaboration



After publishing my recent post on the four drivers of value creation in collaboration, I chatted with Anna Chu about how these concept is applied. The conversation highlighted to me that there was value in further explaining how to use these drivers to connect senior leaders and employees to the value of collaboration.  This post will explore that topic further.

Drivers as a Link

As I noted in the initial post the four drivers are a simple tool to find value creation opportunities. Their power is that they act as a link between organisational strategic value whether in economic or non-economic value and the features and benefits of technology solutions and their use cases.

Let’s look at two examples:

Top Down Start – From Strategy to Use Case:

  • The CEO approaches you to improve Innovation in line with the new corporate strategy. The strategy is a little unclear on how innovation works in your organisation so this responsibility is a little daunting.
  • You have a conversation with the CEO and ask some questions to explore the drivers:
    • Growth: What outcomes do you hope will grow through Innovation?
    • Effectiveness: How do you see Innovation enable us to do things better?
    • Velocity: What do you want us to do faster through innovation?
    • Protection: How do you see innovation help us to avoid risks?
  • The discussion is long and involves a lot more back and forth but together you clarify that the CEO is interested in how the organisation can more quickly bring products to market based on insights from customers. She is worried about being disrupted by a new competitor.
  • You develop a strategy for the innovation initiative that is based around a series of new use steps that demand different ways of working:
    • Growth: Increase Sales and Retain Customers by Delivering New Products
    • Effectiveness: Better Convert Insights to new Product Features with higher value for Customers
    • Velocity: Deliver Products to market Faster using better interactions in product team and the rest of the organisation
    • Protection: Reduce competitive threat of disruption
  • With these tangible steps you can now approach users to discuss how they might achieve these steps by changing the way they work:
    • Growth: Better train sales people on new products and help them to better pass on customer feedback and insights directly to the product team. Allow them to collaboratively work together to develop new sales strategies for the new products
    • Effectiveness: Enable the product team to work to a product backlog with more customer insights and involving more interaction with the customers and the rest of the organisation
    • Velocity: Reduce the number of meetings and approval steps to bring a product to market. Shift from exhaustive approval to transparent experiments that are monitored by all stakeholders
    • Protection: Alert the whole organisation to the disruptive threat. Engage all employees in the search for customer insights and competitive intelligence. They can come from anywhere.

Bottom Up – From Use Case to Strategy

  • You notice an employee using a collaboration platform in an unusal way and you go engage them in conversation.  She is posting daily tips and tricks on password security.
  • The employee explains that she has decided to work out loud on her challenge of improving employee passwords.  She knows that passwords impact everyone and her role in IT security doesn’t give her contact with everyone.  There aren’t many resources for this initiative.
  • You help the employee to connect this activity to the strategic goals of the organisation:
    • Effectiveness: How can we better secure organisational data and systems to ensure legal compliance and also to maintain a secure environment?
    • Protection: How do we avoid the risks of intrusion or breach of legal compliance?
  • You work with the employee to get some additional funding given the strategic importance of this work and you develop a much wider range of initiatives that leverage collaboration to address the key work challenges using different collaboration opportunities:
    • Effectiveness: In addition to better passwords, you are able to improve single sign-on, deliver better document management, etc
    • Protection: You are able to engage a much wider group of employees in working together to improve information security more generally. In particular, you let employees know the many risks and legal requirements through discussion and action together.

A Bridge Between

Organisational goals and strategies are unique and highly contextual. So are the goals and strategies of users. The power of the four drivers is that they sit at a middle level of abstraction which helps connect high level strategic concepts and outcomes from the strategy process with specific individual user actions.  Using the drivers to guide conversation and to guide questions helps anyone leading adoption to build a much stronger connection between activity and value in both directions.