
Beacon NY — 2019–03–04 — I fell into the Way-Back Machine working on this issue, digging out some posts I wrote in years gone by. I am always surprised how many threads and topics remain sharply important despite the hypothetical erosion that could arise due to changing times and fading memory.
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Apropos of this issue’s title, I watched Free Solo this weekend, which is a terrifying and magisterial documentary about Alex Honnold’s free solo ascent of the face of El Capitan. Free solo means no ropes, and all alone. A 3000 foot mountain. Yikes.
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Want to love your job? Read this article | Ephrat Livni suggests that to find meaning and purpose in work we need to consider it a form of play:
“It’s not the job itself that gives us a sense of purpose, but the pleasure of work. Yes, that’s right. Pleasure. Because work at its best — whether it’s pouring coffee or defending the indigent accused in a county jail — is a kind of play. In the moment of doing, meaning doesn’t matter, just the task. That’s a relief from spending time dwelling on the big picture: who you’re meant to be and what you should try to achieve in your life.
When we’re working, we’re doing what’s needed, which in some jobs, some of the time — like clerking at any empty hotel — is just being there. When we perform our task well, we’re successful in ways big and small. That feels momentarily great. Your work may not change the world. But your approach to it makes a meaningful difference in how you and those you work with, and serve, feel.”
I am reminded of John Kay’s notion of Obliquity that I wrote about a few years agowhen his book of the same name was published:
“Obliquity, as Kay defines it, ‘describes the process of achieving complex objectives indirectly’. The idea is derived from the philosophic principal that trying to find happiness directly seems to fail, but those that work toward that end obliquely — like finding something worth doing with your life, and doing it — arrive at happiness without striving for it.”
A Taoist approach, like the concept of wu wei, spontaneous and natural action without intention.
Kay turned me on to a great Victor Frankl quote:
“Happiness cannot be pursued; it must ensue, and it only does so as the unintended side effect of one’s personal dedication to a cause greater than oneself or as the by-product of one’s surrender to a person other than oneself.
The more a man tries to demonstrate his sexual potency or a woman her ability to experience orgasm, the less they are able to succeed. Pleasure is, and must remain, a side-effect or by-product, and is destroyed and spoiled to the degree to which it is made a goal in itself.”
So I can condense Livni and Frankl into one line to spell out how to find happiness:
“Find a game worth playing, and play it.”
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Dear Beloved Clients, Please Start By Doing | Kathryn Maloney unpacks a powerful jeremiad against being overly cerebral in organizational and operational change, and then unleashes a psychological argument about readying for change:
“We can teach people new meeting structures, decision tools, communication technology, teaming structures, etc. all day long, but if you aren’t prepared to give up what you know to make room for what you don’t yet know — and feel slightly off balance in the process — much less new and different will occur.”
Just go read the whole thing.
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A radically different approach to clarifying roles in a matrix setup | Gerald Mitterer get way down in the weeds with this piece, but it’s good to go there and hear what’s happening at the ragged edge:
“Matrix structures did one thing well. They delegated complexity into individuals. Individuals became the intersections where conflicts of interest crystallized. And individuals were the ones that needed to learn to handle this challenge. Learn to accept that successfully acting in a matrix structure needs to build on the assumption that there is not one reality. Rather, there are as many realities as people in the room and thus a joint reality only emerges from dialogue. Many organizations missed out on that competence building. The structural setup was introduced, but the skills to navigate in this new context were most often not trained. But is that surprising? I guess it’s not. Since many organizations follow(ed) the paradigm of organizations as machines, it’s just a logical consequence to think of implementing new structures as a linear process. You analyze, you make a plan, you roll it out. It’s just a matter of communicating well and executing with discipline. Well, is it really?
Meanwhile, the stories of painful experiences with matrix structures have spread and organizations have been searching for ways to handle this issue. Manifold versions of responsibility assignment matrices have been developed to deal with that lack of clarity on who does what, who needs to be involved, informed or consulted; among others the RACI(Q)-Matrices, or the RAPID-framework. All of them are aimed at clarifying roles and key responsibilities in cross-functional/departmental projects and processes. Yet, they don’t seem to do a great job in capturing organizational reality in a proper manner.”
So Mitterer and his colleagues at Dwarfs and Giants (should be Dwarves and Giants, right?) adopted a slenderized version of the Holacracy role description model, with purpose/domain/accountability attributes, as an attempt to do better. They asked those with the greatest ‘tension’ surrounding their roles to rework the role descriptions, and used a consent-based resolution approach in a workshop with all involved.
Mitterer relates what they’ve learned so far:
- These roles are relational, and form a consistent set of expectations. ‘Accountabilities make explicit what can be expected on an ongoing basis from a person that fills that role. Thereby they structure the interactions between people filling different roles: the role-ations.’
- They are fluid, and allow adaptation and responsiveness.
- They are closer to reality than the results of other approaches, and allow the organization to learn instead of avoiding risk. ‘We often tend to design tension-prevention systems. In rapidly changing environments it seems much smarter to build organizational capacities (e.g. skills, structures and processes) that support rapid learning and processing tensions when they occur. Let reality guide your way: tension processing over tension prevention.’
All very smart, and part of their thinking about next:land organizations which seems to be a synonym for revolutionary and postnormal organizations that I’ve been harping on. See their manifesto, for more. I am going to start watching their work.
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Dissensus, not consensus, is the shorter but steeper path | I wrote this in 2015, but recent discussions about consent- versus consensus-based decision making led me back to it:
“Ulrich Klocke researched causes of poor group decision making in How to Improve Decision Making in Small Groups: Effects of Dissent and Training Interventions. First, groups may fail to process information effectively: for example, not sharing information that may be relevant for various reasons, or giving some information only a cursory examination. Secondly, certain well-known cognitive biases can lead groups to poor results, particularly bias in favor of shared information (information known to many in the group), and a bias in favor of initial preferences (people get stuck on what initially occurs to them, and are hard to unstick).”
Perhaps the worst news is that simply letting people know about these biases is not enough to counter their impact on group behavior. One thing, however, can positively change decision making: dissent.
You might want to read the whole thing, although it is a few years old. The ideas are still fresh, though.
Quote of the Day
“Frequently, group discussions are superfluous, and groups would be better off using a decision shortcut like an immediate vote or an averaging procedure. | Ulrich Klocke”
Or institute consent-based decision making across the board.
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Originally published at workfutures.org.
Find A Game Worth Playing And Play It was originally published in Work Futures Institute on Medium, where people are continuing the conversation by highlighting and responding to this story.



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It also helps to appreciate that until relatively recently, West Van was a cul-de-sac – literally the end of the Trans-Canada Highway at Horseshoe Bay. It remained so until Highway 99 was extended to Squamish in 1959. Even the rail line through the municipality (the PGE) was unused until extended to Squamish in the mid-50s, much to the surprise of residents who thought the right-of-way had been abandoned.

Actually the original proposal (1964) was 15 towers of guaranteed rental for 3,200 residents. Towers from 15 to 30 stories. There would have also been a 13 story hotel near the entrance to the park. Critics didn’t mention the apartment rental and focussed on the smaller so-called ‘luxury’ hotel.
Being Samsung’s flagship smartphone for 2019, the Galaxy S10 series offers all the features that you’d expect from a phone in this day and age. However, it is usually the little features that consumers look for the most — like the ability to record calls natively. And that’s something Samsung has included on the Galaxy S10 series.