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Unless you're self-employed you work for a system. That system is comprised of its own culture in decision making, inclusivity, and a lot more. As one person in a system how can you make an impact on it? Sometimes you can’t change the weather, but you can change the climate in your own room. You may even find that if you change the temperature in enough rooms, surprisingly, you end up changing the weather. In this talk, we’ll discuss a process of systems change that is ground up, going from the micro to the macro. You’ll leave more empowered to start changing the climate in your own workplace.
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The video titled "Change the Climate Before Changing the Weather" presented by Ben Greenberg during RubyConf 2022 discusses the challenges of instituting change within organizations, emphasizing the need to approach change from the micro (individual) level to the macro (organizational) level. The presentation highlights how workplaces are inherently difficult to navigate due to their complex cultures and the varied climates within different departments. The core message is that while changing the overall organization (the "weather") can be daunting, individuals can instead work to transform their local environments (the "climate"). Key points covered in the video include: - **The Nature of Workplaces**: Workplaces are often difficult to orient oneself in, particularly for new employees. The complexity and culture can lead to feelings of ineffectiveness when adapting. - **Challenges of Change in Organizations**: There's resistance to change because of entrenched systems and emotional ties to existing norms. - **Three-Step Framework for Change**: Ben introduces a three-step framework to facilitate change: (1) **Personal Change** - advocating that individuals must embody the change they wish to see. (2) **Identifying Self-Interests** - understanding what motivates coworkers and using that as a basis for collaboration. (3) **Incremental Adjustments** - integrating changes gradually to build momentum and facilitate acceptance within the organization. - **The Ripple Effect of Change**: Initiating change with a small group can lead to larger shifts within the organization. The ideal size for initially implementing change is around 2.5% of the company, which can expand to create a ripple effect as more employees become engaged. A significant example used in the talk is the implementation of a Gender Inclusive Slack Bot in organizations, illustrating how a small adjustment in communication can lead to larger cultural benefits. Ben stresses the impact of individual efforts in driving collective change, culminating in a redefined workplace climate that is more inclusive and adaptable. In conclusion, the video encourages viewers to start with personal actions, engage in meaningful conversations about self-interest, and gradually advocate for inclusivity and progressive changes in their respective workplaces. By viewing change as a gradual process cultivated through small, thoughtful steps, individuals can significantly contribute to shifting the overall organizational climate.
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