David K.

The Illusion of Choice When the Wiring Dictates the Flow

Red Pill is always there, you just need a Morpheus to guide you to it.

When Purpose Becomes a Prison In the vast, silent cosmos of Liu Cixin's The Three-Body Problem, a character known only as the Listener mans Listening Post 1379 on Trisolaris, a planet trapped in the chaotic dance of three suns.

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Beautiful Homes in the Ugly Building How organizational siloes create confusing user experience

Do you think your fragmented organization will create a wholistic user experience? think again.
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People Thinking Stop optimising the machine, and start understanding humans

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Do you remember when you were 4-year-old? This article will take you back

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The Illusion of Explanatory Depth - The Decision Lab The illusion of explanatory depth (IOED) describes our belief that we understand more about the world than we actually do.

Learn more: thedecisionlab.com/biases/the-i...

Understanding deepens when we stop proving we know and start being open to knowing more.

But that moment, when someone starts explaining, is often the chance to truly learn.

✅ Try this instead:
– Listen fully, even if the topic feels familiar
– Ask: “What’s a part of this I haven’t thought about?”
– Be curious about how others frame the same idea differently

We often confuse familiarity with understanding.
Just because we’ve heard a concept over and over doesn’t mean we’ve grasped its essence.

When we assume we already “get it,” we tend to cut people short, tune out, or mentally skip ahead.

You’ve heard the word “psychological safety” a dozen times. Or “agility.” Or “servant leadership.”
You nod, you agree, you even use them.

But if someone asked you to explain it from scratch, without jargon, could you?

That’s the Illusion of Explanatory Depth in action.

The Illusion of Explanatory Depth

“We think we understand something, until we try to explain it.”

More in: 🧵

#MentalModels #CognitiveBiases #PracticalTips #LearningTips #WorkTips

Designing the Organizational Habitat Modding Your Company’s Living Ecosystem

This one is about Organizational Design, exploring what we can learn from natural and human systems.

The Impactful Agile Coach: Connecting Worlds inside your Organisation (Part 2) A Down-to-Earth answer to the question of what value Agile Coach provides to the company

In part 2, we explore the importance of change agency, purpose-driven team dynamic, and seeing teams for what they truly are

Learn More:
www.liberatingstructures.com/ls/

Example: 1-2-4-All – Instead of one person leading a discussion, everyone gets to contribute:
1️⃣ Reflect individually
2️⃣ Discuss in pairs
4️⃣ Expand ideas in small groups
🔊 Share insights with the whole team

💡Liberating Structures offer 33 ways to break free. They distribute control, invite every voice, and help teams co-create better outcomes together.

Most meetings rely on just five basic structures (presentation, open discussion, status update, managed discussion, and brainstorming). They often limit participation and reinforce power dynamics.

Change the Structure, Not the People

When teams struggle, the instinct is often to train people, coach behaviors, or push harder. But what if the real lever for change isn’t people, but the way they interact?

#MentalModels #LiberatingStructures #Collaboration #WaysOfWorking #Agile

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💡 Instead of simply asking, put forward your best attempt—then step back and watch the team work its magic. The right answers will come together faster than you expect.

Here’s how this plays out:

🔹 When tackling something outside your expertise, don’t just wait for answers—gather what you know, bring in the experts, and spark knowledge-building by showing what’s missing.

🔹 People engage more when there’s something to build on, rather than just a blank question.

Sometimes, the best way to get the right answer is to start with your best guess.

❝The best way to get the right answer on the internet is not to ask a question, but to post the wrong answer.❞ – Cunningham’s Law

#MentalModels #EponymousLaws #PracticalTips #WorkTips #FacilitationTips

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It’s not about being productive per se. It’s about doing what has real value.

Beyond Learning: A Framework for Growth How I Switched from Learning to Learning, Reflecting, and Applying

For the longest time, I considered myself a lifelong learner. I devoured books, podcasts, and articles daily for decades. But at some point, I realized something unsettling:

The Impactful Agile Coach: Connecting Worlds inside your Organisation (Part 1) A Down-to-Earth answer to the question of what value Agile Coach provides to the company

Part 1 of The Impactful Agile Coach article series #AgileCoach #Impact #Clarity #BridgingTheGap #Language #Agile

This should be a fundamental belief of people

Instead, the first attempt is so overrated that people often judge their abilities based on it. When they don’t succeed right away, they assume they’re not good at something and give up entirely.

Who is the one person in your profession whose posts you always read?

Drop their name in the comments 👇

Breaking the Habit: Why Organisational Change is Like Quitting Smoking Breaking the Cycle of Old Ways—One Habit at a Time

Most companies don’t struggle with knowing what to change. The hard part is actually making it happen.

Think about quitting smoking. Everyone knows it’s bad. But breaking the habit? That’s a different game.

Read: shorturl.at/IOfz9

#OrganisationalChange #WaysOfWorking #Agile #AI #Transformation

Empowering Teams Doesn’t Make Leaders Obsolete—It Makes Them Essential From Commander to Catalyst: How Leadership Evolves in Agile Teams

If you are a member of the leadership team in your organisation, this post is for you.

If you're not, read it anyways

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And btw, what about Talent or Leadership? Would there be Apple without Steve Jobs?

It was a fascinating read!!!