Strategic design – Futurist – Entrepreneur

I want to share this memo to everyone who considers a voluntary-work from  an organizational aspect.

Critical points that I found: 1) employees must be involved, they make a voluntary-work pleasant or terrible. An employee is the ones who shares they their work with a voluntary-worker. So an employees input, when an assignment of voluntary-work is planned, is essential. Questions like: why there should be voluntary-workers at our work group? and what an employee gets when he/she shares work and put effort to energize the voluntary worker? An employee cannot be commanded to be inspiring, a person him/herself must decide to be so. 2) Organizing is everything. An employee and a voluntary-worker must agree rights and duties at the both sides. There must be someone who is responsible for a work and it cannot be a voluntary-worker. 3) a Voluntary-workers should me involved when a voluntary-work is discussed. When voluntary-worked are left outside of decision making they are second class citizens at an organization. People are more committed to common rules and aims when they have been part of  defining those.

Language: Finnish

format: PDF

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Name: Lasse Granroth
Born 1983
Nationality: Finnish

Website: lassegranroth.com

Work experience

2006 – 2009 ICT person, Somatic Center Finland, part time

2003 – 2008 ICT person, Information Centre of the Ministry of Agriculture and Forestry in Finland (TIKE), part of a year

2001 – 2003 ICT person, Information Centre of the Ministry of Agriculture and Forestry in Finland (TIKE),  full time

Education

2007 – Started Master studies at Applied Art and Design program in Aalto University School Art and Design Helsinki
2007 Bachelor of Art, University of Art and Design Helsinki (UIAH), School of Design, Ceramic and Glass

Voluntary work

2010  Board Member (Development of Communication and Conseptualization) , Aalto University Student Union

Projects

2009 My Helsinki exhibition in Washington DC, concept design and organizing, University of Art and Design Helsinki,
2009 River City Guandu, consept design of a new community to Taipei, Taiwan, Sustainable Global Studio, Helsinki University of Technology,
2009 Craft Button, business plan for global craft market place, Helsinki School of Economics

Exhibitions

2008 Lights in a Greenhouse, Järvenpää

Group exhibitions

2008 Disco, Gallery Norsu, Helsinki
2007 Cover, Gallery Norsu, Helsinki
2007 Cover, Talents exhibition, Ambiente Fair, Frankfurt, Germany
2006 Joutsenen Jäljillä II. Mediacenter LUME, Helsinki
2006 Tyhjä kulho. Empty bowl-event. Cathedral crypt, Helsinki
2006 Tyhjä kulho – Empty bowl, Gallery Norsu, Helsinki
2006 Joutsenen Jäljillä I. Lasipalatsi, Helsinki
2006 9–Processing Art. Gallery Atski, UIAH
2006 Breakfast for Two. School of Design, Ceramics and Glass, UIAH
2006 Club ambulant Helsinki. Mediacenter LUME, UIAH

Excursions

2006 20 +1 Tonzan Kilns, international wood firing conference, Northern Arizona University, Flagstaff, USA
2005 Joutsenen Jäjillä, community art from the sea, from Portugal to Venezuela

Sorry that I have been lazy last few months. I read this one weeks ago, but finally I have time to make notes.

And another sorry that I didn’t find a  translation, so maybe there isn’t one yet.   Bug the publisher to do something about it, because this one is VERY good one.

Isokorpi has wrote that the book is about relaxing and living at a moment. To me it is also about emotion transfer between people and how much it to our well-being. Work coaching is Isokorpis profession so thats her angle to the topic. and I got an idea that she know what is she is writing about.

Have U thought that when U tell a story to some one U live it at the same time? So listener listen the story, but also read Ur way to tell it and Ur emotions. And all that affect his/hers thoughts about the story. Some subconscious level we transfer emotions from and to each other. And U cannot stop it totally. Every one has been situation where person notice someone is angry even he/she  has not done or said anything. Isokorpi says that people around are affected by others emotions. Someone around that person may come angry also, making up their own explanation for their anger. (Why he/she does not say anything then she/he is so obviously angry!) Another way to react is to repeat persons habit to react to other persons anger from his/her past. That is something that we do all the time. React same way that we have done before even, situation is not the same.  Our emotional, physical reactions are mainly based our earlier experiences. And of course anger is rarely experienced with joy. So basic rule is that a person draws others towards same kind emotion that he/she has at the moment. Power of persons influence is depending on people sensitivity and reactions. It works on both ways. People in a good mood affects other so feeling better. I think this is basic idea why nowadays people are not seen anymore as machines at he work. We are allowed to feed and show our emotions. Our emotions are vital energize to our (working)communities.

One change Isokorpi has seen in workplaces is that employees are not against superior but more against fellow colleague. There might be many reasons, one is that hierarchy has flatten,  another is that we are more self centered and employees just visiting at a job for few years before moving to next one. Situation have set colleague to be rivals. Many times it is leading to envy and working community without trust.

Author underlines a meaning of trust in a community. Without trust there is no openness so knowledge is hidden. Without trust there is no creativity when person is afraid of consequences of their risk taking actions. Isokorpi writes that community of trust cannot be build on communication technology but real life meetings. Be in a same place at the same time and really be there, also with his/hers thoughts.

To achieve trust we should more work together. Author claims that person does not love another person, but actions done with him/her. a Person loves an actions that makes him/her happy, actions that includes possibility to learn more, get feedback and be better on it.  Happiness at a workplace can be based on team working with highly developed work coaching.

Book is built a simple way, but content needs lot of time to  digest and some of my friend say that it opens differently every time U read it. That is probably true. I have to admit that my background knowledge of this subject was not enough to understand it all. So next year this book is back at my hands.

Thanks to Margit Sjöroos for recommending this book to me.

Are U happy, pleased, full of joy? Csikszentmihalyi has studied happiness and his conclusion is that our time is lack of meaning. In western societies most of us don’t need to struggle to survive, surviving itself does not bring any gladness. So our time is boring. What to do with all this time we have? There are so many options and so few rules to help to pick right one.

Flow is a experience of a challenge, feedback, learning and joy. Person must put energy to face a challenge bit too hard to persons skills and beat it. That is a way to flow, feeling of success. (a true feeling of joy)

So pick a goal that is challenging enough and do everything to achieve it! Simple, now we just need a webservice that generates goals that challenge us.

When I think a community, only good one is the one that actively challenges you, gives a feedback, celebrates victories big and small. It means motivations. Actually it is quit same what Pekka Himanen has wrote about enriching communities.

Pekka Himanens lecture series Elämä Taideteoksena inspired me to write an essay about my view to creative groups. I have been turned over why  a multidisciplinary interaction is so important (think about new Aalto university). How group with people from different fields work together, does it effect to result of a group project, does it effect to an individual in a group? My conclusion is that a multidisciplinary group is a source of new ideas, but a trust needed to find a creative flow needs a lot of emotional support from the group.

Language: Finnish

format: PDF

File –>