Our Open Organization community gathered for another lively Twitter chat on Thursday, March 17. This time, we discussed "open organizations under the hood"—the nitty-gritty details of daily life in an open organization.
Check out the highlights below
Q1: Challenge: Describe an open organization in a single tweet. #OpenOrgChat
A1 Information is shared easily, openly & freely both vertically & horizontally throught the organization #OpenOrgChat #KnowledgeIsPower
— Jon Hochstat (@JHochstat) March 17, 2016
A1:An org where people can be their best selves & are encouraged to bring their best ideas to the table #OpenOrgChat https://t.co/lLStwF7WGe
— Emily Stancil (@EmilyStancil) March 17, 2016
@openorgbook A1: An organization whose value is built from the collective intelligence, experiences, & insight of each member. #OpenOrgChat
— Jason Baker (@jehb) March 17, 2016
Q1. Open Organization is a customizable methodology for empowering individuals to create awesome. #OpenOrgChat https://t.co/jxXLAT0YsC
— Dr. Philip A Foster (@maximumchange) March 17, 2016
#OpenOrgChat - Open Organization is about sharing, collaborating, empowering, edifying and otherwise getting out of people's way!
— Dr. Philip A Foster (@maximumchange) March 17, 2016
A1: A networked organization that values transparency, openness, authenticity, trust, and access#OpenOrgChat https://t.co/TVaVPIHM0C
— Jason Hibbets (@jhibbets) March 17, 2016
A1: An Open Org: A network of passionate, driven, and collaborative souls #openorgchat
— jackieyeaney (@jackieyeaney) March 17, 2016
A.1. @openorgbook An Open Organization is one that has an Open Culture https://t.co/uI9jJ1Sme7 #OpenOrgChat
— E.G.Nadhan (@NadhanEG) March 17, 2016
Q2: How do open organizations handle performance management differently than other orgs? #OpenOrgChat
A2: Some bosses say "if you don't hear from me, you're doing fine". #OpenOrgChat https://t.co/MH9jOGewa1
— Emily Stancil (@EmilyStancil) March 17, 2016
A2:Performance focuses more on person than deliverables. What are her interests & how best to apply them for mutual good #openorgchat
— Sandra McCann (@sc_mccann) March 17, 2016
A2: Performance mgmt should focus on the synergy between person’s goals/interests and corp. needs. #openorgchat
— Sandra McCann (@sc_mccann) March 17, 2016
@openorgbook Performance management in an Open Organization is handled by the team. Accountability to others. #OpenOrgChat
— Dr. Philip A Foster (@maximumchange) March 17, 2016
Performance review is a two way street, nothing left unsaid and no one left in the dark #openorgchat
— Jen Wike Huger (@JenWike) March 17, 2016
A2 Performance mgmt there's about discussing all of good things the person has performed & encouraging more w/useful tools #OpenOrgChat
— Jon Hochstat (@JHochstat) March 17, 2016
A2: @openorgbook I like that we get to rate our own performance & discuss that + agreed on goals w/manager #openorgchat
— Rikki Endsley (@rikkiends) March 17, 2016
A2: Self directed by team - regular, transparent, goals oriented, not fixed to process but responding to reality. #openorgchat
— Median (@hellomedian) March 17, 2016
A2: At an Open Org we don't stare at hundreds of metrics and reports. We hold each other accountable--usually in public #openorgchat
— jackieyeaney (@jackieyeaney) March 17, 2016
Q3: What are the most useful feedback mechanisms you've ever used or encountered in your org? #OpenOrgChat
A3: Go out for coffee. #openorgchat
— Median (@hellomedian) March 17, 2016
A3: giving peer-peer kudos between annual review cycles. Give & receive to show appreciation & encouragement #OpenOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
A3:I like daily/weekly feedback via email. Someone recently told me "stop sending me thank you emails" #OpenOrgChat https://t.co/PKVxAOuQqs
— Emily Stancil (@EmilyStancil) March 17, 2016
A3: One on one meetings help me speak more of my mind. Group meetings on specific topics help get good work done fast #openorgchat
— Jen Wike Huger (@JenWike) March 17, 2016
A3: Schedule a meeting, ask open ended questions, and listen listen listen #openorgchat
— Jeff Mackanic (@mackanic) March 17, 2016
A3: I find that the best real conversations happen over dinner, drinks, or coffee. Relaxed atmosphere. No rush. Focus #openorgchat
— jackieyeaney (@jackieyeaney) March 17, 2016
Q4: What do you say to people who claim open orgs are "chaotic"? #OpenOrgChat
@openorgbook I would say that they don't understand what Open really is... or they don't trust their employees. #OpenOrgChat
— Dr. Philip A Foster (@maximumchange) March 17, 2016
@openorgbook A4: Open Orgs are actually more structured than a structured organization. The mythology of chaos has to end! #OpenOrgChat
— Dr. Philip A Foster (@maximumchange) March 17, 2016
@openorgbook @maximumchange A4: I think the real question is: since when did chaotic get a negative connotation? #OpenOrgChat
— Jason Baker (@jehb) March 17, 2016
A4: Traditional orgs are just as chaotic the difference is #openorg members have more authority to repsond to, and make changes #openorgchat
— Median (@hellomedian) March 17, 2016
Q5: Say a hierarchy wants to become an openorg. What's the very first thing it needs to do? #OpenOrgChat
A5: create an environment of trust #openorgchat
— Jeff Mackanic (@mackanic) March 17, 2016
A5: the top of the hierarchy needs to start sharing first. open up bout what u are doing and thinking. Invite input and use it #openorgchat
— jackieyeaney (@jackieyeaney) March 17, 2016
A5: Open the communications! So much is hidden when it doesn't need to be. Then request/accept open involvement in transition. #openOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
A5: Get everyone in a room. Make the announcement. And toast! #openorgchat
— Jen Wike Huger (@JenWike) March 17, 2016
Q6: What's the first lesson leaders need to embrace when opening an organization? #OpenOrgChat
A6: Communicate openly & listen! Find your inherent leaders beyond org chart,& encourage participation. Ok that was 4 :-) #OpenOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
A6: You are not in charge. You never were - now it is crystal clear #openorgchat
— Jeff Mackanic (@mackanic) March 17, 2016
A6: You don't know everything. #OpenOrgChat https://t.co/8aEOQttDvr
— Jason Hibbets (@jhibbets) March 17, 2016
Q7: What lesson about open organizations is most difficult for you, or others, to grasp? #OpenOrgChat
@openorgbook A7: What's hardest for many people, is grasping that it's okay to speak up. Not just okay, but necessary. #OpenOrgChat
— Jason Baker (@jehb) March 17, 2016
A7: Passion. Folks who have been in closed orgs don't realize the passion openness can ignite. Their experience has been soured #OpenOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
Q7: Difficult for folks to see meritocracy & hierarchy can both exist & balance each other in open org #OpenOrgChat https://t.co/JPv2fGXSj3
— Emily Stancil (@EmilyStancil) March 17, 2016
A7: There is no end state, or perfection. We are always listening, learning, and adapting. #openorgchat
— Median (@hellomedian) March 17, 2016
Q8: What's your advice to someone trying to build an effective reputation in a meritocracy? #OpenOrgChat
A8: Org needs #diversity -of opinion,ideas,culture, etc. Be yourself, be your best. Let the rep take care of itself. #OpenOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
A8: Do great work. Help others be successful #openorgchat
— Jeff Mackanic (@mackanic) March 17, 2016
A8: My advice. GSD == Set stuff done. Show your work, prove you can do it not just talk about it #OpenOrgChat https://t.co/LfdeBbBHXf
— Jason Hibbets (@jhibbets) March 17, 2016
A.8. @openorgbook 5 tenets for meritocracy -- 1. Humility, 2. Collaboration, 3. Focus, 4. Learning, 5. Mentoring #OpenOrgChat
— E.G.Nadhan (@NadhanEG) March 17, 2016
Q9: What's the best way to explain the importance of transparency to someone who's reluctant to be open? #OpenOrgChat
@openorgbook A9: Show them examples! No better lesson that seeing how transparency has empowered others. #OpenOrgChat
— Jason Baker (@jehb) March 17, 2016
A9: Ask them what's better "clear water" or "dirty water" and ask them to explain why. #OpenOrgChat https://t.co/SyFuiF4Rm6
— Emily Stancil (@EmilyStancil) March 17, 2016
Q9: Listen, understand hesitation and current blocks. Introduce #transparency as a way to relieve specific issues, and repeat #openorgchat
— Median (@hellomedian) March 17, 2016
A9: Transparency builds trust, invites participation.People resist more when details are uknown or decisions held in vaccuum #openOrgChat
— Sandra McCann (@sc_mccann) March 17, 2016
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