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Fractal Basics

Fractal geometry refers to repeating patterns in nature. The concept is simple, yet very broad and far-reaching. Some scientists say that life itself is based on fractal geometry. Others say it is the “fingerprint of God”. We find fractals or repeating patterns in all aspects of our universe. Fractal geometry is found in everything from behavioral patterns to plants to sound waves. Life as we know it is built on this structure and life has thrived for billions of years. The concept of fractal geometry is in our existence.

Perhaps one of the simplest explanations is to look at a tree. The main trunk supports the branches, the larger branches split into smaller branches, which again divide into smaller branches, and this process is repeated all the way up to the leaves.

In human and animal reproduction, cells duplicate themselves and divide from one cell into two cells, then four, then eight, and so on and so forth.

Landscape design can be seen in patterns of geometric shapes. The mountains are repeating triangles of different shapes. Clouds in the sky can also be seen in fractal geometry. A small part of a cloud looks similar to a large part of a cloud.

Although fractal geometry has always existed since the creation of our universe, it was “discovered” by Benoit Mandelbrot, a Jewish scientist living in France. He later became an employee of IBM in the 60s and discovered that repeating patterns in nature could be assigned to mathematical equations. With this mathematical equation, he assigned digital colors to the integers, and when computerized, colorful repeating patterns came to life. The amazing thing is that the mathematical equations, colors and patterns are infinite. You can zoom in on the pattern forever, and even though the pattern is constantly changing, the same recognizable patterns emerge over and over again. This pattern was named “The Mandelbrot Set”.

A scientist takes a mathematical equation and applies it to many things. One of the advances he made was in visual technology. He designed software, which helped him take a giant leap in the aeronautical industry. The imaging software he designed was now able to depict infinite patterns in nature which aided visual simulation software designed for pilots in training.

In the law enforcement industry, they applied fractal geometry to their video surveillance technology to obtain clearer images and videos by applying repeated patterns of the same image on top of the original image.

If you look back in history, you will find patterns of fracture. Military ranking systems, monarchy/state structures, Egyptian pyramids, family trees, ancient story telling through generations and even song structure.

Based on the fractal geometry model, businesses built this way will also be self-sustaining and grow. This is how people were designed to think, live, act and thrive. Like the human body, a business organization is one that has many parts that work together to grow.

Many times when business systems fail, it is because the leadership structure is flawed. Usually when there is one boss and many employees. This type of structure is inefficient because one person cannot effectively manage such a large number of people. Many employees leave based on their boss’s performance when the boss loses touch with them. When relationships are forged, vision and inspiration soon follow.

With a fractal leadership system, natural improvement occurs. Because skills are multiplied and reduced, an employee can easily and seamlessly become a next-level manager. There was a natural reorganization. New managers are hired, employees are reassigned, and the organization embraces change that makes the business more efficient. Healthy organisms in life are constantly growing and changing. The same should be true of organizations.

When creating a business structure based on fractal geometry, there are some important points to keep in mind.

1. Design must be scalable.

2. All members of the organization should be onboard with the vision/DNA of the company.

3. Members must work within their chain of command.

4. Skills should be shared and multiplied with the next category.

5. 2-4 members per tier are optimal.

When an organization restructures to use fractal leadership, things naturally fall into place. Below is a sample fractal leadership structure. This is a 1:4 model

One thing to keep in mind when making organizational changes or reorganizations: keep the basic fractal structure. If you are using a 1:4 structure, stick with that structure. Don’t “squish” a group of people below a manager who already has a full 4 levels below him or her. This will overwhelm the manager and disrupt the structure. Organized change that adheres to structure leads to growth while chaos leads to decay.

Using a fractal leadership structure, everyone is or will be someone’s leader. For example, a warehouse manager manages various departments of a warehouse. Dry warehouse manager, chill, frozen and will call. Within each department, that manager will have a fractal within them, such as receivers, loaders, pickers, and replenishers. If you look at a branch, like the receivers, they will build their fractals in the same pattern, with 4 personnel under their supervision and so on to the starting positions.

In order to cultivate growth, a relationship must be established with each fractal. Weekly meetings with your Fractal are vital to maintaining morale and motivation. These weekly meetings should focus on the employee’s personal needs, not the job. Talking about how they are doing, their family, hobbies, etc., lets them know that the company cares about them, not just what they were hired to do.

Progressive companies allow these meetings to take place outside the office. Coffee shops, restaurants and cafes are perfect places for fractal meetings.

Large company wide meetings are important for vision casting and company context. Having these full staff meetings will create a new vision across all of Fractals. Communication at the top level is important for coordination of the organization as a whole. A company’s “DNA” should flow through all levels.

recruiting

When looking for employees to add to your organization, don’t hire those who can do well, hire those who can facilitate others to do well. The organization should create a company consisting of leaders. Leadership skills should be on the skills list for every job. You may be thinking, “How would work work if everyone was a leader and no one was a follower?” A good leader leads by example and gets into the trenches and encourages others to do the same. A good leader also has a teachable heart and mind and is open to suggestions from authority.

This brings us to the character of potential hires. Training can be used to refine employees but good character should be the foundation of every job. How to find good character and leadership skills?

A good employee will get the company’s vision and buy into it. They are enthusiastic and proud of the company they work for. Hiring managers must be good judges of character. Many new hires are coming from companies that have failed to meet their needs. They are leaving their other jobs for reasons. New hires have a mindset that can be guarded against, like a bad break up. These employees need to boost morale so that they can instill confidence which will instill pride in the company. If the new hire feels appreciated by the manager, he or she will begin to develop a sense of ownership in his or her job.

Another feature to look for is the utility player. If you hire utility players with different areas of expertise, it gives you more options during periods of growth or if you need to replace people around when someone retires or resigns. An employee may need to wear several hats for a season until a suitable replacement is found to help. Organization should be flexible and adaptable.

If one member of the organization is struggling or hurting, the entire organization is also struggling or hurting. Think about when you stub your toe. Your whole body reacts with pain. Your toe is not a separate member. At the time of injury, other organs in the body help and assist the victim in distress. When this happens in business, other people in the organization should be sent to help the struggling person or department until it is resolved. It can be an “all hands on deck” situation. After the problem is resolved, members return to their normal responsibilities.

One of the biggest problems with new hires is retention. New hires try it out for a few weeks and decide they don’t want to work there anymore. If there are multiple instances of this, it’s the manager’s job to find out why and try to fix the problem. Is that the wrong expectation? Poor management? Bad relationship between colleagues? Maybe the manager needs to explain the job description better, maybe with a video. To reduce high turnover, find those with similar experience, conduct interview tours with prospects so they can see what they’re getting at. Creating success is a journey that is based on fixing the flaws in your system. Below is a chart of some formulas for successful recruitment.

application

When adapting your company’s structure to a fractal leadership structure, be sure to do it in stages. Do it slowly and work towards the correct fractal model. Making restructuring changes gradually will give everyone time to adjust.

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