In global organizations or teams, effective performance outcomes are associated with the rhythmic oscillation between lengthy periods of mediated interaction interspersed with short intense periods of face-to-face collective sensemaking.Many organisations may be doing this but not have a label for it. If your organisation is doing anything like this or if you know of one that is or if you know of articles or blog posts that describe this sort of organising principle or anything a little like it then we would be interested to know.
The deep rhythm of oscillation between face-to-face meetings for collective sensemaking and virtual work, addresses one of the greatest deficits of a virtual work force, that is, one part of the organization takes action without reference to how that action may impact other parts of the organization or impact the whole.
Through collective sensemaking all perspectives on a topic are given voice so that an understanding of the whole emerges as well as clarity about the relationship between the parts.
In such conversations organizational members often discover assets of which they were unaware.
Of equal importance, the periods of collective sensemaking renew the trust and relationships which are a precondition for the collaboration and information exchange that are limited to mediated interaction when organizational members are again at a distance.
Credit: The Oscillation Principle by Nancy Dixon
My interest is broader, I am looking for stories of organisations that have taken the role of "conversation" seriously in their business and are deliberately using it to share perspectives, to make better sense of their environment, to build relationships, make better decisions and to innovate.
If you can help get in touch with me and I will connect you with Nancy.