By Chris Turner
Have you ever heard "Let's get all people at the comparable web page" only one time too many? was once your most modern administration education direction simply one other plateful of warmed-over dogma? Then it is time to begin kicking up a few airborne dirt and dust and creating a distinction. In All Hat and No livestock, maverick advisor Chris Turner indicates you ways to just do that. With a hearty dose of Texas humor, and with knowledge received from event at the entrance strains, she exposes a lot of what passes for administration knowledge as baloney and gives clean methods of wondering organisations and the folk who carry them to lifestyles.
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Additional resources for All Hat and No Cattle: Tales of a Corporate Outlaw
This was a new pattern of behavior. Third, the postcards invited a response, creating a new communication trail. The cards provoked conversations, which are how people make meaning about what is going on. Conversations often shift and expand thinking. So while we unsettled the system, we also inspired 1,500 camper nominations. And in June 1995, 220 people arrived at Camp Lur'ning in Leesburg, Virginia. Our design approach for all large gatherings—whether it was X-Potential or Camp Lur'ning—was based on complexity the- We Gotta Drive This Sucker ory and on how people really learn.
Social structures are elements that most of us take for granted. These structures refer not only to formal organizational entities—hierarchy, functional groups, geography, and staff/line divisions—but also to the less obvious social groupings based on friendship, shared history, special proficiencies, hobbies, and so forth. The less obvious social groupings are known as "communities of practice" and affect organizations in surprising ways. First, communities of practice are where the latest gossip and information get exchanged and, as Robin Dunbar notes in Grooming, Gossip, and the Evolution of Language, "it's the tittle- Let's Cut to the Chase tattle of life that makes the world go round, not the pearls of wisdom that fall from the lips of the Aristotles and the Einsteins.
The expectations were high, and there was growing enthusiasm within the organization. The problem was, by then, we were operating on very skimpy funds. This is fairly predictable in an organization known for its attention deficit disorder and accustomed to the flavor of the month. There is an expectation that after a couple of years, you ought to be done. Despite the financial limitations, we were determined to top ourselves. After playing with the numbers, we figured out that we only had enough money to fund one hundred campers.
All Hat and No Cattle: Tales of a Corporate Outlaw by Chris Turner