Newsletter 2009

Newsletter 5 – Summer 2010

Dear One and All

The first communiqué of the New Year! As the old year ended I sent out an email message about the necessity for setting objectives for the New Year for each of our interlocked Journeys’

“At this time of year I always like to set myself three objectives for the New Year ahead - one for each Journey - the Working Journey (my work and place of work), the Personal Journey (my home and significant others) and the Private Journey (my personal development) - which are achievable and are a good stretch...

I had an overwhelming response, with much food for thought. So much so that it prompted me to write a short article on moving ahead with focus and commitment, courage and direction… See attached Newsletter 5 - “The Old, The New; Your 2010”

Various HR people I know have been asked to put in place Talent Management or revamp their Talent Management systems. It is apparent that specific knowledge about Organisational Structure is a need and specifically that important three level working relationship of the Manager Once Removed, immediate Manager and his or her Team Member. This relationship is critical for talent management, assuring performance, review and reward, structure and ensuring quality of leadership. The short article is focused on Recruitment, Selection and Talent Management and these three critical role relationships. I hope it stimulates those of you with the authority to do so, to undertake a review in your company of how these role authorities and accountabilities are currently exercised… See attached Leadership, recruitment, selection & talent Management; the role of all Managerial Leaders.

Lastly, our project “At Source” is moving towards launch… Aimed at identifying and developing high potential young adults who are or who are likely to be at risk, the project kicks off in North Melbourne this year. We are working with our partners to develop these young adults along specific Working Journey lines and to close the gap between theoretical capability and the ability to apply it meaningfully in an organisational or entrepreneurial context. For more information and to download the current information sheet – click here. This is the first time Elliott Jaques applications have been used in this type of project,

Keep in touch, best wishes for this year Andrew

Newsletter 4 – Summer 2009

Newsletter 4, Summer 2009 contains reflections on the Buenos Aires GO conference, Macchu Picchu and high potentials. If you are interested in the RO / BIOSS global family then NewsletterNo42009.pdf it to read

Newsletter 3 – Spring 2009

Dear Friends, Colleagues and Subscribers

A New Article on Capability

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A new article is available on high potential individuals who have shaped our world. The story of Ayaan Hirsi Ali’s capability drove her to seek a new life from a Muslim background in Somalia to a Dutch parliamentarian and author (Infidel, Caged Virgin). She survived war, female circumcision and she fled Kenya to avoid an arranged marriage to forge a new life for herself in Holland and later the US. She changed from being a devout believer to one who called out about the rights of Muslim women and the reform of Islam, coming under death threats. Ayaan speaks a number of languages and has lived in many countries. This all took place before she was thirty five years old.

Ayaan’s story from a Jaquesian perspective is a classic, each time she transitioned into another level of cognitive complexity she made a change to her Journey.

This story, unlike my others, has not been commented on or worked upon with Ayaan. She has a protective shell and despite my best efforts I have not managed a response. This is a great pity since in my experience EVERYONE with capability to move four and more levels of cognitive capability gains profound insights by understanding the mechanism that operate and how future growth can be predicted. It is interesting to note that in her current transition she has set up the AHA Foundation.

If you wish to download the story click here. (Image courtesy of Mlive.com with article on Ayaan – 23/01/009)

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Newsletter 2 – Autumn 2009

Attached are two recent articles that I have written.

The first is on how clear Authority and Accountability offers one of the simplest ways of improving performance and well-being in an organisation. As a leader and key decision maker operating in very difficult times one needs to ensure the removal of messy, clunky, unnecessary sorts of uncertainty which create wastage, lost productivity, creates conflict and produces expensive and sub-optimal outcomes. Jaques models offers some of the clearest guidelines to setting authorities and accountability for a range of role types. For copy of article please click here.

The second article is part of the work I have been doing with individuals who shape the world we live in. Prof Muhammad Yunus, the father to millions of entrepreneurs is the CEO of the Grameen Bank and winner of the 2006 Nobel Peace Prize. In 2007 I mapped out his Working Journey with him through a Jaquesian analysis and it is VERY interesting reading on how each time he transitioned into a new Work Level, he made big changes to his Journey. The article is also online or may be downloaded by clicking here.

Lastly, the Global Organisation Design Society, a global not for profit that supports and furthers the work of Elliott Jaques is having its conference in Buenos Aires (26-29 September) this year. The theme is "International Experience in Designing and Managing for Innovation and Entrepreneurial Performance" I will be presenting on "Hope for the Future" project aimed at micro-entrepreneurs and will also be giving some insights on the work I have been doing with the RAA over the past eighteen months. Verena will be presenting a paper on entrepreneurial partnerships with multinationals in developing countries and will be supported by the MTN Group.

Aluta Continua - Andrew Olivier - (May be quoted with reference to Author)

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Newsletter 1 – Summer 2009

Refers to optima size of a company, looks at ideas of David Peat, David Bohm, Richard Branson, James Lovelock, Malcolm Gladwell and Elliott Jaques – ideal size is 200 – 300. Mutual Knowledge Unit and Mutual Recognition Unit are basic building blocks. A good read for business restructuring and Organisational Development.

Article is 3 pages long. May be quoted with reference to Author.