Anyone have experience implementing GTD office-wide?

L

longarmofthelock

0
Hello all,

I'm seeking feedback from anyone who has tried to bring GTD to a large organization and implement the methodology at the organizational level. Bonus points if you've managed to implement at a government organization.

1) How did you go about it? Bring in GTD consultant or send office staff out to GTD Trainer Certification? (Or other?)
2) How did you go about selling the idea to upper mgmt?
3) What was the response from staff?

Thanks for any feedback you might have.
 
I think GTD is a personal level methodology, Holacracy is an organizational level operating system compatible with GTD.
 
Good stuff. How organizations operate has always fascinated at me, because no two are alike, thus elevating the potential influence (positive or negative) we can have on change, or pushing the status quo.

I don't have experience introducing GTD company wide, but I have led CRM/Related Company Process rollouts three times. So in my mind, this idea seems similar, because what you are really trying to do is change a person/dept/companies behavior. That is very difficult. Don't underestimate that. There are very real behavioral and psychological barriers that would have to be acknowledged and overcome. Simple enthusiasm and conviction by you alone will rarely be compelling enough to effect permanent change in habits. You must win over the people. Getting a consultant is important, and providing for initial training is an obvious need, but what happens when the consultant and trainers leave?

As simplistic as this may sound, if you have a very real conviction that this is what you should do, the three most important things you need to do to make this successful are
  • Develop and maintain positive relationships with the key influencers who would make or break this project [*=1]Keep your word, keep your commitments [*=1]Don't act in a way where you can be perceived to be a jerk (especially if you are relatively new)
  • Sell it 24/7. Get and maintain buy in from these key influencers [*=1]What will it do for them personally? For the company? For profits or whatever the core mission of your business is? [*=1]What % of increase will higher productivity create in your unique business? Confidently present that number to upper management [*=1]Provide and arrange for appropriate support, especially after the initial setup has been done. That is when the real work starts.
  • COMMIT, but keep your expectations in check [*=1]If you get it started, you should expect a minimum of 3 months before it's a habit if you have A players, and longer if they are not [*=1]Train, train, train, and don't get tired of reminding people constantly.
I'll stop before I write more. :) Good luck to you! I am sure if you decide this should be a priority that it will have a positive impact.
 
JeffB said:
what you are really trying to do is change a person/dept/companies behavior
Click to expand...

I can only influence a person's behaviour. One by one. A department/company culture is a result of members' behaviours. I cannot change a culture without changing the behaviours of key influencers.
 
Hi there,

We have had many successful 'GTD roll outs' within organizations (small, medium, and large). How this has typically worked is that a person with a senior/leadership/influencer role understands the value of GTD and has invited us into their organization for coaching, seminars, GTD Connect memberships, etc. I have had the privilege of participating in some of these roll outs, and witnessed the incredible impact GTD has had at an organizational level. It starts with the individual, but there is something transformative that happens when team members are all "speaking the GTD language".

Another powerful way that this has happened is through our Certification Program. When we have a certified trainer in an organization, employees have access to the Mastering Workflow seminar series. GTD then becomes woven into the culture, and employees are operating at a higher level of accountability, productivity, etc.

In terms of response, of course there will always be some folks who aren't buying into GTD, which is fine. But in my experience most people are more than hungry for these tools.

Kindest regards,
Julie
 
I have worked closely with large organizations to implement GTD on the organizational level. And I have worked with government organizations as well.

There are many avenues for Organizational GTD. Here are some of the ways I have seen positive results.

Establishing a foundation of individual practice and implementation is certainly a key piece. This can be achieved through the seminars, Installation Lab, I&I series of webinars that are included in the seminars, and coaching. It can then be fostered by regular (monthly or quarterly) get togethers or user group meetings or breakfasts (examples from some companies) focusing on a certain topic. There are many ways to access excellent content for these types of meetings.

I think addressing larger information flow and communication design for the group or organization is a next level of improvement opportunity that I have found to be a great need in most organizations (e.g. meeting design, email protocols, updates/keeping people informed, etc.). GTD forms a wonderful context for this type of much needed work.

It is powerful when an organization endeavors to bring a culture of clarity, focus, creativity and well-being to its way of work.

Kind regards,

ZOLTÁN
 
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