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Zusammenfassung von The Loop Approach

Name: The Loop Approach
Rating: 3.9 (80 reviews)
Author: Sebastian Klein, Ben Hughes

Sebastian Klein, Ben Hughes

How to Transform Your Organization from the Inside Out

3.9 (80 Bewertungen)

25 Min.

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Inhaltsübersicht

The Loop Approach
in 8 Kernaussagen verstehen

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Kernaussage 1 von 8

What’s in it for me? Learn how to effect big change in small steps.

Those of us who have worked in big, clunky organizations know that it’s common to experience a fair amount of dysfunction there. Slow bureaucracy, a toxic workplace, and inefficient time management are but a few of the miseries we’re likely to confront.

As powerless as we may feel in such an environment, there’s hope. It comes in the form of the Loop Approach. This approach equips us with ideas, tools and methods to effect change in an organization one step at a time, one team at a time. In doing so, it helps us transform even the largest of organizations from the inside out.

In these blinks, you’ll find out

how to improve your effectiveness using powerful self-management methods;
how to work through tensions to develop a team’s effectiveness; and
how your team can evolve so that it can adapt to changing conditions.

The pyramid structure that defines most organizations is no longer suited to the conditions organizations face today.

During the Roman Empire, the Emperor reigned supreme. He sat at the top of a hierarchical pyramid, issuing orders to minions below him.

But while the Roman Empire is long gone, the pyramid structure upon which it was based is not. In fact, most of today’s large organizations and companies rely on a top-down system of organization based on hierarchy. At the top is the equivalent of the Roman Emperor – the CEO – who makes decisions and passes down orders to the bosses below him. From there, the orders move down the tiers of managers and sub-managers until they reach those at the bottom of the pyramid – the workers.

This system is extremely prevalent because it’s effective in organizing large groups of people into an enterprise. That’s because this structure reduces complexity. It’s based on a simple principle: everyone must follow orders from above. It’s largely thanks to the pyramid structure that the Roman Empire came to rule over vast swathes of the Western world. It’s also why so many companies and organizations have conventionally adopted this structure.

But while the pyramid structure worked well for the Roman empire, and until recently, for many large corporations and businesses, that structure is not suited to dealing with the uncertainties that organizations face today.

That’s because times are changing. The business environment is more challenging than ever. For one thing, technology is changing at the speed of light, which means that those businesses that are unable to adapt fall by the wayside. What’s more, new competitors and business models emerge every day, adding further to the uncertainty.

This is where the pyramid structure falls short. While this structure is effective when it comes to executing plans, it’s slow and clunky when it faces change and must adapt.

This is especially true of large organizations. Why? Because they’re so big. When an organization’s environment changes, for instance, it’s not usually the boss at the top of the pyramid who notices. It’s the workers at the bottom, who interact with the surrounding environment directly. But by the time that change in conditions is communicated up the chain of command so that decisions can be made in response, it’s often too late. Faster, more agile competitors have already reacted and moved ahead.

For all these reasons, it’s time to say goodbye to the pyramid structure and hello to the Loop Approach.

The basis of the Loop Approach is the Loop mindset, a series of principles that changes the way an organization thinks.

It goes without saying: before you can change how you act, you have to change how you think.

What’s true for you is also true for organizations. Just as individuals must cultivate a certain mindset to change their habits, so must organizations.

The Loop Approach is a tool kit that focuses on teams, tensions and roles to empower organizations to become more agile.

Change is scary. A new move, a new job, a new baby can lead to a lot of stress.

And when it’s hundreds, or even thousands of people experiencing change in an organization? There’s not only stress, there’s chaos.

To function effectively, a team needs to align its purpose, clarify its members’ strengths and define their roles.

Sometimes, who you are and what you want are just not clear enough. But without clarity, you can’t move forward.

That’s why the Loop Approach begins by focusing on clarity. To implement the Loop Approach in your organization, you’d hold a series of three workshops, each of which is two days long and is referred to as a module. Module 1, Clarity, kicks things off by helping your team clarify its Alignment, both in terms of its own purpose and that of the organization.

A team needs to equip individual members with useful self-management tools in order to improve its performance.

As you know, getting things done is easier said than done. There are often so many demands on your attention that just beginning to tackle that huge to-do list can feel overwhelming.

That’s where Module 2 of the Loop Approach, Results, comes in. The first part of this workshop focuses on personal effectiveness. That’s because your team can only work well if each individual is working effectively.

In order to work well as a group, a team must improve its competence in processing and resolving tensions.

Working by yourself is one thing. But working with others? You know what a pain that can be.

Thankfully, Module 2 of the Loop Approach, Results, helps you to improve your team effectiveness, so that your team can better achieve results as a group.

To meet changing conditions, a team must embrace habits that ensure it will be highly adaptable.

It’s amazing to think that billions of years ago, humans evolved from a tiny cell. We grew legs and arms and then went from walking on all fours to walking upright. Much of that evolution happened because we had to adapt to a natural environment that was constantly changing.

Likewise, the environments in which organizations operate today require adaptability, given that these environments are in a state of flux. And it’s crucial for your team to be able to adapt to changing conditions. It’s for this reason that Module 3 of the Loop Approach, Evolution, focuses on high adaptability. That is, how can a team transform its structures, roles and rules as needed to meet changing conditions?

A team needs to improve its conflict and feedback competence in order to be able to adapt to new challenges.

You know that annoying person at work – the colleague who takes credit for your ideas, or the boss who comes to your desk with a to-do list just as you’re ready to end your day?

Work conflicts with colleagues not only harm your mood, they’re also bad for teamwork. That’s why the second part of Module 3 helps your team improve its conflict and feedback competence.

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Worum geht es in The Loop Approach?

The Loop Approach (2019) presents a systematic approach to the transformation of organizations. Its toolkit of ideas and methods is designed to help even the largest organization change its bad habits, thus enabling it to adapt to the challenges of the future.

Bestes Zitat aus The Loop Approach

Clarity is the prerequisite and foundation for good work.

—Sebastian Klein, Ben Hughes

Wer The Loop Approach lesen sollte

Business leaders looking for ways to update their company structures
Teams aiming to work more effectively as a group
Entrepreneurs wishing to establish organizations that are forward-looking

Über den Autor

Sebastian Klein and Ben Hughes began considering the future of work while working together at the start-up Blinkist. They developed the Loop Approach at TheDive, a hub focused on social responsibility and entrepreneurship, and tested and refined it at companies such as Audi Business Innovation, Deutsche Bahn, Deutsche Telekom and Europace.

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