How to Create Remarkable Teams PART 2 – Collaboration

Great teams are forged by collaboration and self-managementIf You Want Remarkable Teams…  Build for Collaboration

If you want a great race car, you build it for speed. If you want great teams, you build them for collaboration. To get you started I will expand on the list that MIT research scientist Peter Gloor calls the “genetic code” of collaboration: learning networks, ethical principles, trust and self-organization, knowledge sharing, and transparency. All of what I describe here applies to building remarkable teams as well as building a remarkable culture in your organization.

The 5 building blocks of collaboration

1) Create a Learning Environment 

This is quite challenging as it either never feels like there is enough time to dedicate to learning or it feels like an unproductive use of available resources. But, do not underestimate the value of continued individual and team learning. When human learning slows down, people tend to lose creative and problem solving capacity. In team development, research has shown that individual learning works best when accompanied by team learning.[1]

Some examples of shared team learning are:

Regular seminars and guest lecturers: Bring in experts and professors on various topics related to the history, science, or culture of your industry as well as sociologists, anthropologists, and technologists who work in peripherally related fields.

Cross-disciplinary training: On a regular basis have members of different departments lead instructional discussions on their particular specialty. So the designer teaches everyone about UX/AI, the coders teach about their development methodology, the project managers teach about agile protocols, and the sales people describe what it is like in the field.

Cross-cultural stimulus: Whatever field you are in, once-a-month take your team on an educational/cultural outing to do or see something that has nothing to do with thier work. E.g. take a team of developers to tour an abattoir, take the human resource team to a museum exhibit on ancient Egypt, or take legal on an outing to a flower show. It is important to make it a regular outing, and to really explore intriguing, albeit unrelated subjects as a group. The benefit of this kind of team activity, is the opening of one’s mind, and shared creative stimulus, which fosters innovation.

Show and tell: one morning a week, have team members or co-workers bring in an example of counter-culture that they have unearthed. Examples could come from art, comics, film, music, architecture, economics (weird black markets), music, media, etc… Creating opportunities for team members to communicate and share both creatively and intellectually improves team communications and fosters innovation.

These are just a few examples. You can explore and experiment with many other ways to create a learning environment. The key is to develop determination and commitment for the process.

2) Make Virtue an Organizing Principle –

It is essential to build in a framework of virtuous and ethical principles. My work and research has identified two categories of virtuous principles: 1) emotional capacity and 2) interactive capacity:

Emotional Capacity involves:

  • Empathy – the ability to feel what others feel
  • Openness – willingness to explore and to change
  • Emotional availability – capacity to share and express
  • Fortitude – tolerance for stress, uncertainty, or chaos
  • Emotional control – successful anger and/or frustration management
  • Humility – acceptance of criticism and/or direction
  • Consideration – social awareness, compunction, compassion, inclination for kindness
  • Curiosity – inclination to learn
  • Zest – enthusiasm for life, work, learning…

Interactive capacity includes:

  • Mutualism – ability to see your success in the success of others
  • Perspective – ability to see or sense the big picture, long-term thinking
  • Self-sacrificing – willingness to give personal gain for the gain of others
  • Rational capacity – ability to set aside emotional agendas
  • Cooperation – willingness to collaborate
  • Systems intelligence – sensing the big picture and how things connect
  • Benevolence – depth of commitment to not cause pain or suffering
  • Integrity – ability to inspire/engender trust and loyalty

Similar to creating a learning environment, building an organization that not only supports virtuous principles but also causes them, requires you to invest heavily in leadership. Your  dedication to creating a remarkable environment is crucial.

One of the most obvious steps toward creating a virtue-inducing environment is to look at your own level of emotional and interactive capacity. You (and your co-founders) should evaluate yourself using the above list of seventeen principles. Obviously, your behavior is one of the most important influences on your teams and your culture. An honest self-evaluation will tell you where you have to increase your emotional and interactive skills.

Beyond your own comportment, much can be done to induce virtuous behaviors. You begin with a sincere and explicit commitment to the betterment of all stakeholders. This means partners, investors, employees, customers and the greater community. You must have an attitude of, “Everybody wins or the game’s not worth playing.” Even competitors can win in this scenario, because, you set the standards. One way this will affect the competition for the better, is that you will attract the better employees who can bring you better and more customers. The competition then has to come up to your standards or drop out. (This is a bit simplified and is not always the case, but is a pattern we can expect to see increase in the future).

3 steps to building virtue into your organization:

Introducing and executing this commitment to virtue requires you to adopt a consistent, three-stage process of, 1) establishing standards, 2) reviewing standards, and 3) making adjustments accordingly. Here is how it could look:

i. Establish clear descriptions of the type of behavior you expect from everyone. Avoid vague or general expression, such as, “politeness or “integrity”. You should list specific behavior such as:

  • Listening attentively,
  • Asking questions that show curiosity and attention,
  • Being grateful for each chance to explain and clarify your expectations,
  • Expressing a willingness to learn,
  • Discussing persons who are not present as if they were,
  • Looking for opportunities to advance the interests of others-through support, acknowledgement, training, etc…

These are just suggestions to help you to generate your own list of desired behaviors.

ii. Review how well your organization lives up to the established principles. Do reviews:

  • Regularly (once a month),
  • Collectively (involving everyone), and
  • Rigorously (with honesty and diligence).

You may find it necessary to bring in professional facilitation if you are running into excessive resistance or acrimony. But, when you succeed at this step, you will have created a significant shift in your organization’s psychology.  You will have created a culture conducive to collaboration, greater employee engagement and enhanced productivity.

iii. Adjust the established principles as insights from the review process indicated. This is  a responsive process and not about setting hard and fast rules. Establish objectives and use these to assess and improve individual and group behavior in a continuous way.

3) Build On a Foundation of Trust and Self-Organization –

I will be discussing self-organization more explicitly in part 3. So, here, let’s focus on the importance of trust, which is a direct result of yours and your organization’s integrity. If you fail to create an atmosphere of trust you will fail to instill self-organization. Poor organizational trust is also an indicator of lower cooperation, productivity, and sales (Davis, Mayer, & Schoorman, 1995; Davis et al., 2000).

Trust has received attention from social scientists for decades. Like wise men exploring the elephant, each different scientific field describes a different aspect of the animal. Sociologists  (Luhman, Gambetta, Barber, Giddens, Sztompka, et al) are concerned with the position and role of trust in social systems and this sociological perspective has brought important insight into the nature of trust within a system and the differing ways to measure trust among the participants in the system. A quick summary might be: trust is the strengthening and weakening glue of an organization.

Psychologists (Erikson, Deutsch, Worchel et al) focus on trust as an interpersonal experience. In general, psychology explores a range of trust issues: starting from child development studies and continuing to the effect of organizational justice (DeConick, J. B., 2010), and even looking into the impact of facial features (DeBruine, Lisa, 2002). Think of the psychology of trust as: the individual and organizational factors that foster or diminish trust.

Economics and game theory also provide valuable insight into the study of trust (cf. Nash Equilibrium, Pareto Principle). In economics, trust is a mechanism of efficiency. The more trust that exists between players, the more efficiently the system, market, or organization will work. Basically, trust produces efficiency.

My own work brings together all these disciplines together in a management 3.0 model based on:

  • The importance of trust as a precipitator of self-organization
  • The importance of your own emotional state (which affects how others perceive you)[2] for encouraging trust
  • The importance of your organization’s rules and culture in fostering trust

A brief road map for increasing trust in your organization might include:

  1. Analyzing and adjusting your own attitudes and emotions towards others; if you don’t already have it, you must develop a deeply respectful and caring concern for the welfare of others (this applies to all partners and organizational leaders who must also adopt this position).
  2. Finding the right balance between bureaucratic controls (agency) and laissez-faire or staff-latitude (stewardship). To create trust you must give trust. This means you are willing to make allowances for mistakes. You must provide both the boundaries and the support for this.
  3. As the CEO or manager, demonstrate through your questions, actions, and policies, that you understand the interests of your staff and/or team members and that their interests are reflected in the way you make decisions.
  4. Model sincere patience, kindness, and understanding when you are hearing about errors and mistakes, or when investigating a problem. This will encourage organizational members to speak freely even if they are at fault.
  5. It is important to encourage and support even when the creative efforts of others fail. One part of fostering creativity and innovation is to accept the inevitable failures.
  6. Promote the importance of vulnerability by both modeling it and encouraging it through constructive contact. This means being willing to hear and consider the criticism of others. And always be conscious of the way you deliver criticism. Constructive criticism comes from a personal desire on your part to help people do their best.
  7. Involve stakeholders in a participatory way. This means allowing people to influence decisions to the extent that the outcome of a decision will influence them. The more the people you are interacting with feel they have influence over the outcomes of the decisions and actions in your organization that affect them, the more trust they will feel.

All of these directives require a fairly radical reassessment of organizational priorities, as well a will to change. So you must demonstrate very strong leadership.

As for trust building exercises and outdoor adventure weekends, they will provide limited or cost-ineffective value. Only a long-term commitment to maintaining a culture that fosters trust will pay off. In the context of the road map I have described above, it is possible to use “team-building” retreats as a tool in your culture of collaboration.

4) Knowledge Sharing –

In recreating your organization, the way you manage knowledge is crucial. In the past, knowledge management was given scant attention and was basically a default process that arose from other management and sales objectives. Scientific study in the last decade has made knowledge sharing a discipline in its own right.[3]

Some of the more obvious benefits of knowledge management are:

  • Sharing of valuable organizational information throughout organizational hierarchy.
  • Can avoid re-inventing the wheel, reducing redundant work.
  • Reduced training time for new employees
  • Retention of Intellectual Property after the employee leaves if such knowledge can be codified

Additionally, you can improve the overall talent of your teams and improve more abstract capabilities such as innovative thinking and problem solving. Studies have shown that fusing talent management with knowledge management practices can help:

  • Identify key knowledge workers,
  • Improve knowledge creation, as well as,
  • Information sharing,
  • The development of knowledge competencies, and
  • Knowledge retention.[4]

For startups and smaller organizations, the importance of instituting knowledge sharing from the beginning is paramount. It is much harder to install a structurally deep process like a knowledge sharing system once an organization has ballooned in size. The time to start is now or ideally from day one.

A simple way to conceptualize an enhanced knowledge management system is to simply focus on prioritizing knowledge sharing over the knowledge itself. This does not mean that you discount the importance of acquiring knowledge in its various forms. It just means that you value the sharing of knowledge more.

The very act of constructing mechanisms and processes as well as investing time into new knowledge sharing behaviors, changes the underlying dynamics of an organization. If you mange  organizational structure, technology, and expectations with conscious attention to the sharing of knowledge, a knowledge sharing environment will emerge easily. Additionally, the further you press the urgency of sharing knowledge, the more likely that a feedback loop will result. In this situation the collective awareness of the organization fuels an increasing attachment to knowledge sharing.

5) Operational Transparency 

Transparency is organizational honesty. However, because of the way it challenges the egos of founders, CEOs, and upper management, it is difficult to carry out. It takes personal courage to commit to radical transparency. I like to use the word radical because it means, going to the root of something. The value of radical transparency to your organization is manifold:

  • Transparency and organizational honesty fosters trust[5]
  • Improves participation and the quality of decision making
  • Fosters humility in upper management
  • Improves productivity by improving morale
  • Engages workers more constructively when the organization faces challenges.

Radical transparency is a management approach in which, (ideally) all decision-making occurs publicly. Daniel Goleman used the term in his book Ecological Intelligence. Radical transparency goes further than standard accountability. It requires transparent decision-making from the beginning. Accountability, on the other hand, is a process of verifying the quality of decisions or actions after the fact.

Side note: Exceptions to full transparency typically include data related to personal privacy, security, and passwords or keys necessary for access required to carry out publicly negotiated decisions. Additionally, sharing big plans prematurely is not transparency and is potentially counter-productive.

Here are some steps you can take to increase transparency in your organization and in your teams:

  • Make your decisions and the reasons for such decisions available to examination and evaluation by the people influenced by those decisions. The more your decision will influence them, the more access they should have to your reasoning and background surrounding the issue.
  • “Institutionalized self-critique engenders trustworthiness” (Fort, 1996). Do not be afraid to evaluate yourself and your organization publicly. For example, you could keep an edited corporate blog that stakeholders contribute to, logging your victories and your missteps. Everybody knows nothing goes perfectly. Having the humility and the honesty to share your foibles and failures will gain public goodwill and trust. It will also make your successes more meaningful when you publish them.
  • Avoid hyperbole at all costs. Speak in a matter-of-fact or even in a deprecating tone. The more realistic you are, the more trust others will have in you and your organization or team.
  • Ann Florini (1998), of the Brookings Institute, states, “Secrecy means deliberately hiding your actions; transparency means deliberately revealing them”, do not approach transparency as an abstract or general concept. Have a deliberate plan about how you will reveal your actions. This can include: weekly statements, monthly state of the union addresses and published logs as just a few options. Use your imagination and be deliberate.
  • Create a process to check in regularly with yourself and with other partners and team leaders. This is so you can review regularly and with rigorous honesty how you are doing individually and organizationally against the big four issues of transparency (Rawlins 2006):

1. Substantive information – is the information relevant, clear, complete, correct, reliable and verifiable?

2. Participatory environment – do stakeholders feel involved? Are there efficient mechanisms for feedback? Is substantive information easily accessible?  Does your knowledge management help members identify what information they will need?

3. Accountability – are you sharing information that covers more than one side of controversial issues? Do you practice full disclosure even if it might be damaging to the organization? Are you willing to admit mistakes?  Are you holding your organization and your teams to standards well above industry standards?

4. Secrecy – are you allowing yourself or organizational leaders to fall into counter-productive secrecy practices? These can include: behaviors that reflect a lack of openness, lowering the bar for secrecy, sharing only part of the story, using language that obfuscates meaning, and only disclosing when required.

Overall transparency requires that leadership models it. You must exhibit the behavior you hope to inspire in others. Doing so is sometimes uncomfortable but it will make you a better, stronger, more respected leader

Summary of why transparency is so important:

In the new world of management 3.0 inspired business, the best way to achieve transparency is not to do or say anything you are not willing to share with the world. If your business intent is ethical and virtuous, then choose to live in a fishbowl. You will attract better people and keep them longer. You will always be in a better position to handle the inevitable mishaps. And, if you trust yourself to be an open book, your customers will trust you. Living out in the open may take getting use to, but once you do, you’ll wonder why you ever thought the fog of business was the way to go.

In part 3 of this article I will discuss self-organization and what we can learn from insects and cliques.

Stay tuned, comment and share!


(return)
1.
Hirst, Giles; Van Knippenberg, Daan; Zhou, Jing; A cross-level perspective on employee creativity: Goal orientation, team learning behavior, and individual creativity, Academy of Management Journal, Vol 52(2), Apr 2009, 280-293.

(return)
2.
“Just as perceptions about an individual’s ability, benevolence, and integrity will have an impact on how much trust the individual can garner, these perceptions also affect the extent to which an organization will be trusted” From an Integrative Model of Organizational Trust; Roger C. Mayer, James H. Davis and F. David Schoorman; The Academy of Management Review; Vol. 20, No. 3 (Jul., 1995).

(return)
3.
 Morey, Daryl; Maybury, Mark; Thuraisingham, Bhavani (2002). Knowledge Management: Classic and Contemporary Works. Cambridge: MIT Press. p. 451. ISBN 0262133849.

(return)
4.
 Eoin Whelan, Marian Carcary, (2011) “Integrating talent and knowledge management: where are the benefits?”, Journal of Knowledge Management, Vol. 15 Iss: 4, pp.675 – 687

(return)
5. 
Brad L. Rawlins; Measuring the relationship between organizational transparency and employee trust; Public Relations Journal Vol. 2, No. 2, Spring 2008

Advertisements

How to Create Remarkable Teams – Part 1

Atma figured out how to build remarkable teamsRemarkable teams – the Hallmark of Management 3.0

You are making plans for the success of your business. But is building remarkable teams at the top of your agenda? They way you build teams represents an enormous opportunity to set yourself apart from competitors and increase the likelihood of your success.

Over the last twenty years, social scientists have unearthed a mountain of valuable data and insight about team building. This two-part article will introduce you to what I consider the most important and essential ideas. To begin taking advantage of this knowledge, you will need to know two things about remarkable teams: what they look like (this week’s article) and how you create them (next week’s article).

What remarkable teams look like – part one: culture

Remarkable teams are a product of culture and change management. Let’s talk about culture first. Culture represents the environment, ecology, and underlying intentions of an organization. This is why it is such an important topic to organizational psychologists. Simply put, culture is both the cause and effect of an organization’s greatness or its dysfunction.

When it comes to building remarkable teams, culture is the cause on four different levels:

1) Materially, culture is the fabric of the relations between members.

2) Formally, culture represents the mostly unspoken rules that drive the organization, which influence the nature of team building.

3) Culture is also the efficient cause of an organization’s psychology. One way this happens, is when the cofounders, either knowingly or (usually) unknowingly bring in the dynamics that create the company’s overall nature and mood (i.e. the degree of function and dysfunction present). This in turn determines the kind of teams that develop.

4) Culture represents the aims and purposes of the organization. Goals shape the organization by pulling it into existence. This is similar to the way the direction you choose, determines the type of journey you experience.  And so, the way you first think about and start a project or business is of seminal importance. Decisions made early have an exponential impact on later efforts, including team building. The way an organization’s purpose influences its culture is known as the final cause.

Now that I have stated the importance of culture (maybe even overstated 😉 ) what does a functional, team-supportive culture look like?

Inspirational and engaging

Scientists have developed studies[i] around two important characteristics that contribute to functional teams:

  1. Psychological Empowerment- the way the culture supports and inspires the individual team members. [Optimal state: “My company culture makes me feel like I can do this.”]
  2. Affective Commitment – the way individual team members feel about their involvement and the other team members. [Optimal state: “I like my team and feel like a valuable part of it.”]

You can assess your team culture in two ways: first, by the degree to which your staff feels inspired to take part and their confidence for accomplishing their tasks. Secondly, by looking at the way they feel about their role in the team and how their interaction with the group makes them feel.  This means that you need to become very sensitive to your staff’s emotional state. You do this by momentarily setting aside your own emotions and tuning into what those around you are feeling. The information about their emotional state is in their faces, their voices, their body language, and the way they treat each other. With practice you can become better and better at noticing and analyzing this rich stream of data.

What remarkable teams look like – part two: change management

Fixing a less than ideal culture is known as change management. The name stems from the challenge of establishing new protocols and changing an organization’s psychology. As you know, humans tend to resist change. Your job as the leader, is to make change easier.

How to start: assess your ability to meet the following three goals of change management:

  1. Empowering leadership – how well do you encourage autonomy, self-management, collaboration, creativity and group problem solving?
  2. Relationship conflict – how good are you at diffusing and redirecting group tension, conflicts, animosity, and non-productivity?
  3. Personality development – do you personally inspire individual team members to practice functional behaviors such as open-mindedness, humility, patience, etc…? And equally or more importantly  – does your company culture foster these traits?

Taking an honest look at how well you empower teams, manage conflict, and inspire others will give you a sense of where you stand in the pursuit of building great teams.

So far, I have discussed contributing factors to recognizing remarkable teams. So, now the question is, how do you create remarkable teams? The answer is, first you build them to be remarkable, and then you manage them to stay remarkable. And that is the topic of PART 2 of How to Create Remarkable Teams… where I will cover the five building blocks of collaboration and describe how to manage through self-organization.

Stay tuned, subscribe, and share!


[i] Gilad Chen, Payal Nangia Sharma,Suzanne K. Edinger, and Debra L. Shapiro -University of Maryland; Jiing-Lih Farh -Hong Kong University of Science and Technology; Motivating and Demotivating Forces in Teams: Cross-Level Influences of Empowering Leadership and Relationship Conflict, Journal of Applied Psychology 2011, Vol. 96, No. 3, 541–557

Co-Founder Dating: what you should know

 Looking for business partnersYou Are Ready To Make Your Next Million
You have a great idea for a new business, an invention, an iPhone app, or you are ready to create the next Internet. Now all you need is a partner, or maybe even partners*, to bring your vision to life. How should you go about looking? How can you lower the risk of choosing poorly?
(*Check out this blog on the 4 crucial roles in a start up.

Clarity Improves the Odds of Finding the Right Partner
There are many issues to consider when deciding whom to work with. You have to consider skill sets, experience, availability and ambition. You also must consider the all-important issue of temperament. Someone who has the first four qualifications but lacks the ability to get along and work without undue conflict with others will result in a dismal and often costly counterproductive situation.

One way to learn about choosing partners is from the mistakes of others.  I am currently collecting anecdotal summaries and reports on this topic from those who have experienced the phenomenon and I strongly recommend you do the same. Social science also has much to say about this. Some of the existing research tells us that:

  • Partnerships are not a soft option but hard work;
  • Partnerships take time to develop;
  • Partnerships must be realistic and aim for what can be achieved, not be set up to fail by being too ambitious;
  • Partnerships can, if successful, achieve more than individual agencies working alone.
    (How to create successful partnerships—a review of the literature, Wildridge, Childs, Cawthra, Madge; Health Information & Libraries Journal, 2004)

Among some of my findings on the nature of why partnerships fail  is that people mistake partnerships as something that will make their lives easier. The reality is, that most of the time, partnerships make life harder and the most compelling reason to add such a burden to one’s life is because the two parties (or more) can create something together that they could not create alone. Having clarity about the value of that potential creation is necessary for overcoming the added difficulty of the partnership. 

Allow Patience to Temper Enthusiasm
Many partnerships have begun on the best of intentions based on apparent compatibility among associates and then somehow degraded into conflict and discontent.

One clue is in the concept of “apparent compatibility’. Sometimes this apparent compatibility is actually the product of your enthusiasm. Enthusiasm can mask potential flaws in prospective partners and associates. This also happens in romantic relationships when the initial chemistry fails to reveal psychological differences between partners. In both situations the heady hopes that this person is “the one” clouds your ability to discern.

Sometimes excitement about an idea makes you feel desperate to find someone with whom you can develop the idea further. You may meet someone who seems perfect because of his or her talent or experience but this is where you must learn to exercise patience. Ask yourself how you really feel about this person. If they did have the expertise or resource that is exciting you, consider whether you would want them as a friend? Would you want to spend a lot of time with them? Get the opinion of others who know you and who may have an easier time being objective.

Natural Language Sessions and the Transcript Solution
Dorene Lehavi, Ph.D. (a principal of Next Level Business and Professional Coaching) has talked about the negative impacts of money problems, partners with control issues, and conflict due to changing vision. (http://successfulbusinesspartnership.blogspot.com/)

Part of what contributes to future conflict is the optimism and enthusiasm of a new venture. Filled with hope and aspiration, cofounders, new partners, closely involved investors and principal stakeholders layout a blueprint for the future; one made of projections, business plans, corporate bylaws, shareholder agreements, etc.…  In this prospect filled process, difficult and potentially painful questions go unanswered.

Taking the time to sit together and answer questions that the Atman Approach provides can go a long way to reducing future pain and even untimely death to a viable project. The Atman Approach uses automated (or when possible live) facilitation through questionnaires. Often the process can seem almost like a therapy session. It is not. It is, however, a vital means of uncovering unseen emotional hazards early on and making provisions for them.

Money is usually the biggest cause of future conflict. So in the Natural Language Session we give that issue the most attention. For example the questionnaire takes future partners through a number of scenarios to develop a clear strategy for overcoming such situations.

The process uses natural or conversational language. The whole session is recorded and a transcript is produced. This transcript is then delivered to the attorney for the business entity and a legal document, partner agreement; additions to bylaws, etc.… are drafted. This turns the frank and open-hearted discussion into a far more mature legal framework for the venture. This type of preemptive work has the potential to save money and cut the likelihood of future heartache.

Reminders

  • While part of the issue is choosing well a more significant part to building successful partnership is in the execution of the relationship
  • Refining intuition is possible and when combined with hard data can make you a better judge of character. (Face reading and empathy can help with this.)
  • Seeing people as conscious beings who are struggling due to a misplaced sense of self provides a new platform for understanding emotions and motivational needs
  • Partnerships require resilience and adaptive expectations
  • Pick partners that you like. Are they someone you want to do social things with?
  • Learn more about how face reading can make you a better judge of future partners and employees here.

Call for research participation – how functional is your workplace?

You can’t fix what you can’t see

Think about how cool it would be to have insight into the psychological dynamics present in your workplace. Psychological and operational insight can give you, as a company owner or CEO, fascinating and practical information that can be used to increase productivity, employee loyalty, retention, cooperation, etc…

As an industrial/organizational psychologist, working on my PhD, I am currently gathering data for a larger research project on productivity and employee interaction. I am looking for companies that will allow me to come in and analyze your culture. I would share my findings with you.

To take advantage of this chance and be part of this study you need to have a physical office space with at least 15 employees* under one roof. (There’s no limit in the other direction but if you’re a huge company you should consider a supporting grant 🙂 .) Your company should be in the tech, information services, or media sectors. You must also be located in either in greater Los Angeles, or the Bay area. (Use this formif you want to ask about eligibility).

Throughout this process your privacy and company trade practices will be kept confidential (a non-disclosure agreement will be provided.)

3 levels of interaction

You decide how deeply you are willing to allow me to study your organization.

Level 1: questions and observation – this is simply giving me access to your executives and management for brief interviews and a chance to observe your workplace for two to four days over a period of a couple of weeks. The number of days depends on the size of your company.

Level 2: staff surveys and management personality assessments – this level of data gathering and investigation provides deeper insight into the underlying psychology that controls your company culture. Naturally this requires more time than level one.

Level 3: interviews on video – this includes everything in levels 1 and 2 and additionally involves conducting a number of videotaped interviews and possible group discussions. The video footage provides powerful evidence of underlying dynamics and issues confronting your staff and leadership. This process is especially insightful if your company is experiencing change management issues.

As I said earlier your privacy is secure and data acquired at all levels will only be used anonymously in my research work. If you want this type of analysis done at your company but do not wish to make the findings available for publishing, these services are available as consultation at the rate of $1,400 per day

Knowledge is power.

Upon completion of the data gathering I will sit down with you and present my findings. I believe you will find the process insightful and even inspiring.  Part of my work aims at training and educating employers about the way that social science can inform best business practice. Your support of this research will not only help you but will build a better environment for business overall.

If you would like to be considered for this project please fill out this request form. There is a limit to the number of companies I will select and I can only do this type of work for as long as my present funding holds out (which is mostly coming from earlier projects).

I look forward to hearing from you and getting under the hood of your organization.

Sincerely,

Atma

*We make exceptions to the 15 person rule if your company is a promising start-up that has completed at least one round of funding.

Fill out this formif you want to discuss eligibility and participation