Our approach

How we work with our clients is governed by (at least) the following:

WE DO NOT IMPOSE OUR SOLUTIONS FROM OUTSIDE 

We have learned that the most effective way to create solutions that work over time is to take the best of your thinking, add in the best of our thinking, and co-create a solution that exactly meets your needs. This will always take some patience – and not everybody has this kind of patience – but it is surely worth the effort.

 

WE CREATE EVERY OPPORTUNITY TO LEVERAGE OUR GROUP MIND

 If there is enough diversity of thought (the kind of diversity that we think really matters …), if there is an open space for independence of thought (so that people feel free to make their best contribution), and if there is some way of organizing this thinking into a solution (using technology or any other appropriate methodology), the power of the Group Mind thus created is astonishing.

This is not just a nice, warm and fuzzy idea: It is a hard-nosed, practical, results-oriented process that creates value for clients again and again.

 

WE VALUE AND APPLY THE PRINCIPLE OF EMERGENCE 

This is not just an abstract idea that we find appealing. It is a principle and practice of immense power. 

Let us explain: The ‘first pizza out of the oven’ on a Friday night is often not very good. Frequently it is bad enough that we either throw the pizza out, or give it to the dog. Fortunately, there is  usually a second pizza and as the cooking process proceeds, the pizzas just keep getting better. 

 Just so in our business endeavours. Our first attempt at communication, for example, may not be very good. But if we keep going back to the creative process, and learning from our first attempts, create a metaphoric ‘second pizza, ’we can create better (and better!) results that have astonishing power to generate value for a business.  

Applying the ‘First Pizza’ principle to allow emergence to work its magic is something we at redvooma do really well. Getting emergence right in getting work done almost always requires the practice of Group Mind. Most of us would rather be ‘ruined by praise then saved by criticism.’

 

LEARNING VS TRAINING

At Red Vooma, we have a very strong bias against training in the traditional sense – putting people in a classroom for two days with a trainer equipped with PowerPoint slides and a participant manual. Not that we don’t like the trainers themselves: Many of them are fine people! 

It is just that this particular modality is way past its sell-by date. It is no surprise to me that one of the first budgets to be cut when a company goes into cost-cutting mode is that of the ‘training budget.’ People in the know understand that traditional training does very little to transform anything.  

There is a more modern approach. 

It is called ‘learning.’

 

  • This is not just a terminological distinction. ‘Learning’ has a completely different underlying philosophy, a completely different set of objectives, a completely different set of tools and a completely different outcome.
  • Training is what we do to people – learning is what they do for themselves.
  • With training, the process is defined in advance of the event – with learning the journey is open ended, based on where the learner is and where the journey takes her.
  • With training, it is usually one-size-fits-all – putting 10 or 12 people in a room, and all are required to think at the same speed. In the case of learning, the experience is customized around the learner – his context, his objectives, his process, his speed, his outcomes.
  • Training is usually trainer- focused. Learning, by its very definition, is learner- focused.

 

If individual and organizational intelligence is ‘the ability to solve problems that are valued in some context,’ then learning is a critical component of the transformed organization. Getting better at solving problems whose solutions create value requires an enhanced ability to understand the problem, collaborate with colleagues to co-create a solution and find smart ways to implement. Learning is the critical underpinning to this process.

 

HERE’S TO THE CRAZY ONES

at redvooma, we have creative ways of using language.

For example, if you have your family over for a pizza evening on Friday night, the first pizza that comes out of the oven is terrible. Just is! You offer it to the dog and he turns up his nose at it and won’t touch it. you offer it to Granny, and she takes out her teeth and sucks on it.

The second pizza that comes out of the oven, is much better, but not perfect. But the third pizza! That is worth fighting about …

we use the phrase “first pizza” to mean our first attempt. Doesn’t need to be perfect. later versions will be better.

We at redvooma are completely open to the notion that our “First Pizza” will need work to get it to the point where it will provide the kind of value creation that our clients want.

To learn more about this distinction, and to understand how deep learning could be useful to your organisation, click here to send an email to set up a conversation with us.