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Four Key Actions To Change Your Organization’s Purpose

Dan Pontefract

It is a wholesome way of being and operating for any organization. Purpose is more than a cause. As I argue in my book, The Purpose. Dan's Related Posts: Inspiring CEO Quotes About A Higher Purpose A Few Easy Steps For Entrepreneurs To Take To Enact A Higher Purpose Purpose: The Word of 2016 Download Chapter 1 of “The Purpose Effect” For Free Evolution of the Chief Learning Officer. Purpose Marc Benioff purpose Salesforce Unilever

Creating the AAA Organization

Harold Jarche

For an organization to be agile and adaptive, the people in it need to be aware of what is happening around them, have alternative pathways to gather information and knowledge, and must be allowed to act to meet/solve both local and global goals/problems.

The post-hierarchical organization

Harold Jarche

The way we manage our organizations is largely ineffective for the complex challenges we face, whether driven by the environment, demographics, economics, or politics. But hierarchies are rather useless to create, innovate, or change. Organizations have to become knowledge networks.

Why Organizations Don’t Learn

Jay Cross

Where organic, bottom-up meets corporate top-down. An article entitled Why Organizations Don’t Learn by Francesca Gino and Bradley Staats in the November 2015 issue of Harvard Business Review caught my eye.

self-organization is the future

Harold Jarche

If we as a society think it is important that citizens are engaged, people are passionate about their work, and that we all contribute to making a better world, then we need to enable self-organization. Like democracy, self-organized teams are hard work.

The change is here

Clark Quinn

For a number of years now (at least six ), I’ve been beating the drum about the need for organizations to be prepared to address change. I’ve argued that things are happening faster, and that organizations are going to have to become more agile.

self-organization and self-reflection

Harold Jarche

‘As we do not have bosses in our organization, we decided to have just one meeting every 6 months in order to share amongst us all where we are going as a company, defining a maximum of 3 primary objectives. How to Choose a Model of Self-organization , by @aarondignan.

The rapidly changing workplace

Harold Jarche

8) So what have I learned that will help us change our own experience of work? We need to reinforce that managers and leaders of organizations need to have a diversity of approaches to deal with the diversity of contexts.

Change 124

The Coherent Organization

Jay Cross

This post continues an ongoing conversation about The Coherent Organization. The article describes The Coherent Organization , the Internet Time Alliance ‘s shorthand for a company where individuals are aligned with the organizational mission and information flows from outside in and back again in ways that accelerate work. ” Yesterday Clark wrote about detailing the Coherent Organization. Coherent OrganizationCo·her·ent (k -hîr nt, -h r -) means.

Big change vs Little change in workplace learning

Jane Hart

There’s been a lot of talk recently about the fact that the L&D function needs to change, and a lot has been written about what the future of workplace learning should look like. I’ve also observed in the last few years how some organizations with enlightened [.].

Change 134

the keystone of the intelligent organization

Harold Jarche

It is actively engaging in conversations to continuously make sense of the changing environment. The intelligent organization is based on a simple structure that has the flexibility to deal with complex situations.

Leadership, Connectivity, Execution, Organization

Harold Jarche

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.

The Rise of the T-Shaped Organization

Irving Wladawsky-Berger

The concept of T-shaped skills was first introduced over 20 years ago, but its importance, - to both individuals and organizations, - has continued to rise. The growing demand for T-shaped skills points to the rise of the T-shaped organization.

Organizing for diversity and complexity

Harold Jarche

It comes down to the fact that what we know and do inside our organizations is insufficient to address external complexity or to be innovative. Climate change and scarcity of resources is a mounting problem.

A guide to complexity and organizations

Harold Jarche

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.

Leadership in a Changing World

Irving Wladawsky-Berger

What are the critical competencies needed to lead in our fast-changing business environment? The key challenge confronting CEOs, - and senior executives in general, - is the relentless pace of change. But, w hile speed is the major dimension of change, it’s not the only one.

organizations are people

Harold Jarche

” 8 Symptoms Of Organizations On The Cusp Of Change by @MarkRaheja. “In theory, organizations are meant to enable us — to make us faster, stronger and more effective than we’d be on our own.

Changing the world of work

Harold Jarche

Change Agents Worldwide has just released its first ebook featuring 21 views on the future of work. We believe change is coming fast to the enterprise. The last decade has been all about the social business buzz with organizations introducing new technologies with old-world thinking.

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Traditional training structures are changing

Harold Jarche

The near future will look like the near past, with more complex social and technological connections inside and outside organizations. The rapid pace of change is unlikely to abate in the near future.

Reflecting on the State of Enterprise 2.0 as an Organizational Culture Change Agent

Dan Pontefract

to solely be defined as a technology change and not a behavioural change for our organizations. have more to do with an organizational and leadership behavioural change than the discovery of people through content and technology? I know.

From organizing and managing learning to supporting self-organized and self-managed learning

Jane Hart

Learning delivery in a constantly changing work environment is an outdated notion. How does your organization view the L&D role? Is it just about delivering training, or is it now becoming as much about supporting individuals to self-organize and self-manage?

Embracing change from both sides

Harold Jarche

Tweet One of the great difficulties in shifting an organization from a hierarchical, command and control structure to a more networked wirearchical one is that you have to work both ends at once. From both inside and outside the organizations, most gaps are easy to identify.

Change 135

Creating More Intelligent Organizations

Irving Wladawsky-Berger

The CCI was founded to study how new communications technologies are changing the way people work together. organize these collaborations and enhance them with innovative IT-based. If so, is it possible to create more intelligent organizations?

Organizations, work, and learning

Harold Jarche

They cover the main themes of organizations, work, and learning, that I have been discussing on this blog since 2004. The post-hierarchical organization. This article describes the limitations of hierarchies and asks: What does a post-hierarchical organization look like?

The training world is changing

Harold Jarche

From the Citrix GoTo Blog : Open online courses, talent management, social collaboration: The training world is changing. One of the biggest changes we are seeing in online training is that the content-delivery model is being replaced by social and collaborative frameworks.

Change 114

The learning organization: an often-described, but seldom-observed phenomenon

Harold Jarche

Edwards Deming understood that systemic factors account for more organizational problems, and therefore more potential for change, than any individual’s performance. The real barrier to systemic change, such as becoming a learning organization, is command & control management.

13 books on learning, people, organizations, corporate culture, and change

Jay Cross

This morning I conducted a webinar on Making Learning Stick. Funny, isn’t it, that we invest so much to help people learn and so little to help them remember? Lots of what we learn goes down the drain before becoming converted to action.

The new shape of organizations?

Clark Quinn

As I read more about how to create organizations that are resilient and adaptable, there’s an interesting emergent characteristic. While I haven’t had a chance to think about it at scale, like how it would manifest in a large organization, it certainly bears some strengths. More recently, on Harold Jarche ‘s recommendation, I read Niels Pflaeging’s Organize for Complexity , a book also on how to create organizations that are high performance.

Learning in Organizations Community

Jay Cross

Last night I wrote the members: You’re one of 1,797 members of the Learning in Organizations Community on Google Plus. The network will come to life when some of us use it as a springboard and become connected by phone and skype to start changing the world together.

Preparing for change

Harold Jarche

It is difficult to be a connected and networked person when you can only communicate with people inside your organization. Today, people with larger and more diverse networks have an advantage as professionals and in dealing with change.

The changing nature of work

Harold Jarche

In 2013, I was able to spend some time looking at the changing nature of work. First of all, it is becoming obvious that the fundamental nature of work is changing as we transition into a post-job economy. The drivers behind the post-job economy are also changing our work structures.

“We made up these rules, and we can change them”

Harold Jarche

Now is the time for a serious rethinking of how we organize in our society: from businesses, to schools, and as communities. We need to base all of our organizations on the principle of temporary, negotiated hierarchies. We made up these rules, and we can change them.

Ch-ch-ch-changes

Clark Quinn

Is there an appetite for change in L&D? There really isn’t any burning desire for change, or willingness to move even if there is. And L&D could be also optimizing the ability of the organization to continually innovate. There’s the brilliant world where the people who understand learning combine with the people who know technology and work together to enable organizations to flourish. That was the conversation I’ve had with colleagues lately.

To Really Drive Enterprise 2.0 Forward We Need A Behaviour Change

Dan Pontefract

My hopes were that we’d begin using the behavior of reciprocity both within the walls of our organizations as well as being members of society at large. I also believe we continue to employ “ if you build it they will come ” attitudes in the organization.

New ideas: Building the organizations of tomorrow

Ross Dawson

Cellular organizations – as exemplified by the form of many terrorist groups – provide an alternative structure. I then spoke about how technology is changing society. The changing boundaries of work and how humans have been replaced by technology, from the spinning jenny through to artificial intelligent in law, have shaped our society and who we are.

A job is just a role that cannot change

Harold Jarche

They allow people to quickly make and change connections. Those outside the organization, including employees after work, have more connections and better access to knowledge than inside. If you are in an organization, you had better prepare for unemployment at some time.

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Why organizations need self-managed learners – and how you can help

Jane Hart

But the world is now changing so […]. In the past, individuals were trained to do their jobs once and this would last them their whole careers. Over time, as job roles became more sophisticated or new technology or procedures were introduced, training became a full-time operation to keep people knowledgeable, skilled and up to date. Social learning

How organizations can thrive in the network era

Harold Jarche

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. A new special edition paper has just been released, Turn Your Company Outside-In.

Changing the mechanistic mindset

Harold Jarche

Without fail, in the past five years every new client I have been engaged by has specified one of two things they really wanted to see change in their organizations culture. Work is changing as we get more connected. Visualization is a powerful change agent.

How can businesses keep up with tech change today?

Dion Hinchcliffe

With the digital world changing today faster than ever before, here's a look at what some top organizations are doing today to adapt more sustainably to the rapidly shifting technology landscape