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I don't think of systems thinking as either of those you mentioned, though they are great cases and examples. By systems thinking I meant an individual contributor can see the bigger picture in which they operate, so that they can better see how they're specific objectives fit in.

The primary challenge in setting up a thriving organizational culture like this... with a drive for increased transparency and unprompted cross-functional collaboration... is the question of incentives.

Practically, how do you incentivize employees to hit their own KPIs as well as care about the global mission and vision as well? The best approach I've see to answering this question is in Fred Kofman's The Meaning Revolution https://www.goodreads.com/book/show/35734858-the-meaning-revolution. Kofman (Leadership Development at Google) proposes the solution to be both team-level and individual-level incentives.

By the way, I don't understand what you wrote "...outcomes as more important than than process...". Are you sourcing that from somewhere specific? I would argue that process drives outcomes.

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Great post! How do you think about systems thinking playing into this concept? Would systems thinking be a cultural principle, a way to define the cultural principles, or both?

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