Learning to Challenge Management Orthodoxy Worksheets By Gary Hamel

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Learning to Challenge Management
OrthodoxyWorksheetsBy Gary Hamel
November 29-30, 2006 New York City
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Column 1 Management Beliefs
Column 2 Shared Beliefs
Objective
1. 2. 3. 4. 5.
Table 1 Management Issues
Identifying management orthodoxies (1)
Change The why, what and how of strategic
change. Empowerment The why, what and how of
employee involvement. Innovation The why, what
and how of business innovation.
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Learning to Challenge Management Orthodoxy
Worksheet 1

• Produce a 2 foot by 3 foot copy of Worksheet 1
  and 2. Produce additional copies if you
  anticipate having more than team working on this
  exercise.
• Place Worksheet 1 in the middle of a large table
  or on a wall adjacent to a large table.
  (Worksheet 2 will be used later).
• Convene a team of 4-8 individuals around the
  table. (Multiple teams can work at multiple
  tables on additional copies of Worksheet 1).
• Make sure you have a good supply of "sticky"
  notes (at least 10 notes per team member).
• Pick a management issue from those identified in
  Table 1 on Worksheet 1. Write the name of this
  topic at the top of Column 1. (Pick an issue
  that is timely for your firm, or is relevant to
  some particular management challenge your firm is
  facing.)
• As an individual, reflect on your "core beliefs"
  about the chosen issue. For example, if the
  issue is "change," you may believe that "it takes
  a strong leader to change a large organization."
  
• Make a list of 4-5 core beliefs you hold relative
  to the management issue under consideration.
  Record each belief (no more than 10 words) on a
  sticky note. When finished, place your sticky
  notes (4-5) in Column 1.
• Have one team member read all the stickies in
  turn. If the meaning of any note is unclear to a
  team member, he or she should ask the author for
  clarification.
• Now, work as a team to identify clusters of
  similar beliefs. You may want to rearrange the
  stickies in Column 1 so that similar beliefs are
  together. You can draw a circle encompassing
  clusters of similar beliefs.The goal is to
  identify 5 core beliefs that a majority of the
  group hold in common concerning the particular
  management issue under consideration.
• Record your 5 common beliefs in the appropriate
  spaces in Column 2 on Worksheet 1.

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Column 1 Shared Beliefs
Column 2 Underlying assumptions
Column 4 Unconventional alternatives
Column 3 Counter Examples
Assumption How might you challenge this
assumption (e.g. what is the "unconventional
alternative" to the underlying assumption)?
1. 2. 3. 4. 5.
.
1. 2. 3. 4. 5.

Assumption How might you challenge this
assumption (e.g. what is the "unconventional
alternative" to the underlying assumption)?
Identifying management orthodoxies (2)
Assumption How might you challenge this
assumption (e.g. what is the "unconventional
alternative" to the underlying assumption)?
Assumption How might you challenge this
assumption (e.g. what is the "unconventional
alternative" to the underlying assumption)?
Assumption How might you challenge this
assumption (e.g. what is the "unconventional
alternative" to the underlying assumption)?
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Learning to Challenge Management Orthodoxy
Worksheet 2

• Continue with the team or teams you convened for
  the exercise around Worksheet 1.
• Make sure you have a good supply of "sticky"
  notes (at least 30 notes per team member).
• Place Worksheet 2 on your table. Take the 5
  commonly held manage beliefs that you listed in
  Column 2 on Worksheet 1 and write each belief in
  one of the five squares in Column 1 on Worksheet
  2.
• As an individual, think about the "underlying
  assumptions" to each of these commonly held
  beliefs. For example, some of the underlying
  assumptions to the belief that "it takes a strong
  leader to change a large organization," might be
  "change starts at the top," "change is painful
  and most people prefer the status quo," "a leader
  needs a very clear change agenda," or, "to
  succeed, the leader has to 'sell' the change
  agenda to others in the organization." As an
  individual, write down 2-3 underlying assumptions
  , one per "sticky," for each management belief
  listed in Column 1 on Worksheet 2. Limit each
  sticky to no more than 10 words. Have each team
  member post his/her assumptions (2-3 stickies per
  team member) in the appropriate space in Column
  2.
• As a team, cluster similar underlying assumptions
  within Column 2. (Group similar stickies
  together). As a team, choose the one assumption
  (for each commonly held belief) that you think
  most deserves to be challenged. For example, you
  might decide that the assumption that "change is
  painful and most people prefer the status quo"
  deserves to be challenged. In choosing an
  assumption to challenge, team members may want to
  ask themselves what assumption, if challenged,
  would represent the greatest break with
  management orthodoxy. Having chosen an
  underlying assumption to challenge, circle the
  relevant sticky (or stickies). Within each of
  the five boxes in Column 2, draw a circle around
  the "sticky" or "stickies" that refer to the one
  assumption you think most deserves to be
  challenged.
• As a team, think about each of the assumptions
  you circled in turn. For each assumption ask,
  can we think of any case or cases where this
  assumption has been proven invalid or hasn't held
  true. For example, if the assumption is that
  "most people are against change," you might ask,
  "can we think of examples where a large group of
  individuals have enthusiastically endorsed
  change?" The examples can be drawn from within
  your organization or without. Ask yourselves,
  what was it about this example that made it an
  exception to the general assumption? For
  example, maybe a group of people was deeply
  involved in developing a change agenda and,
  therefore, were more willing to embrace it
  eagerly. For each counter-example, try to find a
  key lesson or two and note each of these in
  Column 3.
• As an individual, based on the insights listed in
  Column 3, and on your own imagination, think
  about what you company could do, practically, to
  successfully challenge each of the assumptions
  listed in Column 3. For each assumption, try to
  come up with one unconventional idea that might
  represent an alternative to conventional wisdom.
  For example, if one of the assumptions to be
  challenged is "change is painful and most people
  prefer the status quo," you might suggest that "a
  company's change agenda should be defined by
  employees, rather than being imposed upon them,"
  or "a company should create incentives for
  employees to champion and lead change" or "if
  employees were much better informed about the
  external environment, they would know when the
  status quo was unsustainable." Write each of your
  assumption-defying alternatives (one per
  assumption) down on a "sticky" (not more than 10
  words). Have each team member put his or her
  stickies into the appropriate boxes in Column 4.
• Have each team member read his or her
  alternatives from the "stickies" he or she posted
  in Column 4. Having heard each of the
  alternatives, the team should choose the one
  alternative they think might have the best chance
  of being translated into practice (e.g.,
  operationalized). Within Column 4, draw a
  circle around what the team regards as the best
  "unconventional alternative" for each of the
  "assumptions to be challenged."
• Finally, discuss ways in which you might turn
  each of your unconventional alternatives into
  management practice.