Via Jay Cross is this amazing synthesis – Organize for Complexity – of how complexity affects our work and the ways in which we can change our organizational structures to account for complexity, instead or adding more complication. Special Edition Paper – Organize for Complexity, part I+II from Niels Pflaeging. MORE >>

Metaphors that provide the common mental frameworks for our organizations are also powerful tools. Today, more people are viewing the organization as a biological system, bringing new metaphors that can change the way we think, and act. We trust living systems to self-organize&# ; writes Jay Cross on bioteams. MORE >>

The main premise of The Hyper-social Organization is that social media, connectivity and always-on technology are enabling what humans do naturally; to be very social. In a separate study, IDC estimated that only 20 percent of all content developed by the typical marketing department is actually used by the sales organization. Tweet. MORE >>

Self-ownership of our learning, taking responsibility for our mistakes, all in a collaborative work environment that helps us learn socially – these are the hallmarks of a real learning organization. Tweet Five years ago I suggested that those who teach will not test : Anyone who teaches is not allowed to test. Learning SocialLearning MORE >>

I recently covered the BetaCodex Guide to Organizing for Complexity. The challenge of moving from a hierarchical to a network structure is a complete shift in how we have thought about organizations. This paper carries on from the last and includes enough practical information to make real structural change in organizations. MORE >>