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Inspiration | Siki’s Story

I have just visited Siki’s Koffee Kafe in Khayelitsha. I came across him and his story on Thundafund when I was looking at current crowdfunding campaigns that were taking place. Siki’s story is such an inspiring one and I knew that I had to meet him.

Siki's
Check out Siki’s Crowdfunding campaign

Sikelela Dibela has always wanted to make a difference in the community that he grew up in, Khayelitsha. Even though he never matriculated from school Siki had amazing drive which resulted in him moving up from a Vida Cafe dishwasher to store manager, whilst he was completing college. His drive and tenacity saw him being chosen to work in London for two years training new staff.

Siki explained that going to London was a major eye opener and part of his inspiration to come back home and really make a difference. Meeting Siki was a reminder for me that perseverance and hard work pays off and I believe that Siki is on an amazing journey to not only be a personal success but to take his community along the journey.

I am making a plea to everyone to check out Siki’s crowdfunding campaign and to contribute to his story.  He is looking for a dream goal of R90 000 in order to get a mobile coffee machine and a vehicle in order to increase his reach. His tipping point is R30 000 and he is currently at R15 560. So halfway to the tipping point with 23 days to go!

To Learn more google him or better yet go and visit Siki’s Koffee Kafe.

Exponential Attributes: Staff on Demand

The first External attribute is the S of SCALE which stands for Staff on Demand. If you want to embrace this attribute I suggest taking a look at this great open source tool developed by the ExO Ecosystem and the Growth Institute. You can also read Chapter 3 of Exponential Organisations.

Staff on Demand (SoD) refers to people who work for you when required.  SoD is about leveraging the talent of people that do not work for you full time. This is not traditional outsourcing but rather leveraging talents that you do not require in house.  This allows your organisation to be flexible and to grow at pace with adaptability and agility.

No Matter Who You Are, Most Of The Smartest People Work For Someone Else

Bill Joy

Staff on demand can range from one off and specific job functions through to vital to the business model. AirBnB and Uber’s business models are build on SoD. You do not have to use SoD to this level in order to benefit from it.

There are a number of online tools and platforms that you can use to leverage skills outside of your organisation. I suggest that you go some googling for the skill that you require and you will find everything from Accounting to Coding and Design to maintenance. Some well known examples include Upwork, Top Coder, Kaggle, 99 Designs, Fiver, Task Rabbit,  Roamler, M4Jam. You can also use tools like craigslist or gumtree to find people.

Some important things to take into account when using SoD:

  • Be very specific with regards to the requirements of the task in order to receive the outcome that you want.
  • Ensure that you have an awesome MTP that will attract the best talent
  • Build your community and attract SoD from within your community
  • Ensure that you have “knowledge capture” built in to your SoD in order to not lose any insights. Having good interfaces can help with this!
  • Experiement first and then scale

If you found this interesting or helpful then share it and leave a comment!

Speaking in Absolutes

Have you ever used the word Always or Never in a heated discussion? Have you ever has these words used towards you? How did it make you feel?

Speaking in absolutes is something that you should avoid and think twice about before using. I have made this a rule in my life and today while at a #sheinnovates festival I was reminded of this.

 

source

Does your partner really never change the toilet roll. Does your employee really always come late to meetings? The answer to these questions is most likely NO! By you stating that they always or never do something you immediate create a defense response from them and it does not create an environment that is conducive to rational discussion and debate.

This is a short piece of advice that you most likely know deep down inside. To avoid falling into the trap make a rule that absolutes are not allowed this standing rule will then allow the person to whom the absolute is expressed to say, “hey we don’t talk in absolutes”, reminding you of your rule and the diffusing the situation rather than causing a backlash. It sounds to simple but it really does work.

Create this rule today and improve your conflict management significantly! Or don’t that is also okay 😄

NO ABSOLUTES

Exponential Attributes: MTP

A Massive Transformative Purpose is essential for an organisation that wants to exponential, in fact I believe that it is vital for an organisation to thrive in the 21st century. Am MTP is more than a vision or a mission it is an aspirational statement that captures the hearts and minds of the people inside the organisation as well as the community that surrounds the organisation. This can be seen as the higher purpose of the organisation. Remember it is transformational and not transactional.

MTP's

A powerful MTP has the Power of Pull, it creates a culture that people want to belong to and be a part of. A strong MTP is therefore beneficial when recruiting and retaining talent. In addition a powerful MTP results in an external impact focus rather than an internal politics focus and therefore results in a more productive organisation. A great MTP can have first mover advantage, as it is written in Exponential Organisations it is difficult for another company to come up against Google’s MTP and say well we are going to organise the worlds information just better.

The Purpose in MTP is vital and two why questions are described in the book as critical:

  • Why do this work?
  • Why does this organisation exist?

I highly recommend watching Simon Sinek’s Start with Why TED talk!

MTP Believe

Developing an MTP

Key questions to ask when creating an MTP (Founders):

  • What do we really care about? Why? Why do you exist?
  • What is our company’s purpose on this earth (and beyond)?
  • What is the biggest problem I could solve?
  • What does the world hunger for? Why?  
  • What would we do if I could never fail? Why?
  • What would we do if we received a billion dollars today?  Why?

Because the team who wrote Exponential Organisations and the ExO Foundation want to migrate the world to abundance they and the community around us have developed a tool to help you develop your MTP, find it here.

Now take the steps to developing an MTP. If you need some help along the way then let me know!

Is an idea meritocracy the way to encourage experimentation in your organisation?

Firstly you may be asking yourself what is an idea meritocracy? This is an ideology and way of working that let’s the best idea win regardless of who the idea comes from. Successful companies such as Bridgewater associates and Pixar animation studios use such techniques to build a culture of radical transparency and this ensures that innovation continues to prosper.

A quick aside, I wrote this blog a few weeks ago sitting at the Amazing V&A Waterfront in Cape Town and then forgot to publish it. The picture below was taken on the day. ADVERT: Cape Town is an amazing place to start a business!

I first came across this idea from Ray Dalio’s book Principles and would highly recommend that you read this book. Bridgewater Associates which Dalio founded over 40 years ago runs on a radically transparent culture and is the number one hedge fund in the world. The stories in the book are amazing such as junior employees having the openness to tell Ray Dalio that his performance in a meeting was D- and that he was obviously unprepared. There are many organisations where this would be seen as insubordination but not at Bridgewater where honest feedback is valued and required.

This type of culture is not an easy one to follow as it is very different to what many of us know but I believe that it is a very good model to use to promote experimentation. Experimentation requires failure and honest feedback to improve. Where people are punished for failure experimentation is unlikely.

So what steps can you take to move to an idea meritocracy and a radically transparent company culture?

  1. Have an open mind
  2. Learn more about it by reading and studying other companies following this ideology
  3. Discuss this with your team
  4. Implement and know that you will make mistakes and have failures along the way. The important thing to remember is that as long as you are learning from these then you are moving forward

For more information check out this great article by Edward D. Hess that I used when writing this blog.