The trouble with instigating, supporting and empowering communities of passion (CoP) is that the bureaucracies we created to establish organizations and make them successful, particularly after the agency has busted beyond a certain number of employees - say, arbitrarily 30 FTE, is that the architecture necessary to enable the growth of a company often suffocate it as it matures.
This is essentially an expansion of Romanelli and Tushman's punctuated equilibrium theory and capitalizes on the notion that it's only in chaotic times that the most consequential change occurs.
- Step one - Recognize you have a problem & that it rests in the very architecture that allowed you to become successful in the first place
- Step two - Examine your status quo
- Step Three - throw your existing organizational design to the wolves of change
- Step Four - Embrace the chaos as your most creative time
- Step Five - Work through it together
- Step Six - Never cement the new status quo
- Step Seven - Evaluate (ensuring the activation of double loop feedback cycles a la Chris Argyris), Rinse & Repeat
Also credit and hat tip to all my colleagues that have been collaborating in the Hackathon pilot group. Without the interacivity and discussion about communities of passion, this hack may never have been conjoured up.