Tag Archives: team

the open-office trap

from www.newyorker.com/business/currency/the-open-office-trap

the open office, flourishes: some seventy per cent of all offices now have an open floor plan.

…. a growing body of evidence suggests that the open office undermines the very things that it was designed to achieve.

…. In 2011, the organizational psychologist Matthew Davis reviewed more than a hundred studies about office environments. He found that, though open offices often fostered a symbolic sense of organizational mission, making employees feel like part of a more laid-back, innovative enterprise, they were damaging to the workers’ attention spans, productivity, creative thinking, and satisfaction. Compared with standard offices, employees experienced more uncontrolled interactions, higher levels of stress, and lower levels of concentration and motivation.

….Physical barriers have been closely linked to psychological privacy, and a sense of privacy boosts job performance.

….the ability to control the environment had a significant effect on team cohesion and satisfaction.

….An open environment may even have a negative impact on our health.

….noise has been repeatedlytied to reduced cognitive performance. The psychologist Nick Perham, who studies the effect of sound on how we think, has found that office commotion impairs workers’ ability to recall information, and even to do basic arithmetic. Listening to music to block out the office intrusion doesn’t help: even that, Perham found, impairs our mental acuity.

….it seems that the more frantically you multitask, the worse you become at blocking out distractions.


a case for quiet and privacy at work

The Rise of the New Groupthink

The reasons brainstorming fails are instructive for other forms of group work, too. People in groups tend to sit back and let others do the work; they instinctively mimic others’ opinions and lose sight of their own; and, often succumb to peer pressure.


The one important exception to this dismal record is electronic brainstorming, where large groups outperform individuals; and the larger the group the better. The protection of the screen mitigates many problems of group work. …. [The Internet] is a place where we can be alone together — and this is precisely what gives it power.


[R]ecent studies suggest that influential academic work is increasingly conducted by teams rather than by individuals. (Although teams whose members collaborate remotely, from separate universities, appear to be the most influential of all.) The problems we face in science, economics and many other fields are more complex than ever before, and we’ll need to stand on one another’s shoulders if we can possibly hope to solve them.

But even if the problems are different, human nature remains the same. And most humans have two contradictory impulses: we love and need one another, yet we crave privacy and autonomy.

To harness the energy that fuels both these drives, we need to move beyond the New Groupthink and embrace a more nuanced approach to creativity and learning. Our offices should encourage casual, cafe-style interactions, but allow people to disappear into personalized, private spaces when they want to be alone. Our schools should teach children to work with others, but also to work on their own for sustained periods of time. And we must recognize that introverts like Steve Wozniak need extra quiet and privacy to do their best work.



mistake to write down values without necessary ambiguity – use stories. @snowded #lssc11

i followed Snowden’s talk on LSSC 11 via twitter, i.e., via reactions and thoughts by people being there, and Snowden’s own blog posts.

One of the points I made in yesterday’s keynote was that it is a mistake to write down your values, as the act of codification results in their loss. In effect we shift an ideation culture (the way we do things around here that we all understand but can’t really articulate) to an explicit rule based culture. Aside from the fact that I have yet to see a set of organisational values that were not a set of well meaning platitudes, all you are really doing is teaching the politically manipulative the language of power.

we need to [articulate values] in a way that carries with it necessary ambiguity so that the statements can adapt to context, and also so that their form allows for verification of actions, not just linguistic form.

Parables, fables, short sayings – often paradoxical in nature, archetypal stories and characters:

…. more pedigree and more sustainability than a few pious banalities on a motivational poster. All of them involve small, pithy and frequently paradoxical stories. The point here is that a story carries context with it, as well as the ability to create resonance. Critically it allows for ethical validation; saying that action X was consistent with a mission statement is easy, matching it against a story is far more difficult.

(emphasis mine)