Organizing

Stephen Downes: Half an Hour

Quoted at length from Self-organization of complex, intelligent systems: an action ontology for transdisciplinary integration , Francis Heylighen , Integral Review : A mobilization system would combat this confused and unproductive way of acting by redirecting effort in the most efficient way at the most important issues.

organizations as media

Harold Jarche

“Gareth’s Morgan’s book Images of Organisation (1986) , for example, offered eight organisational metaphors …” — machine, organism, brain, culture, political system, psychic prison, flux & transformation, and instrument of domination. Reflections on Images of Organization and Its Implications for Organization and Environment. Our organizations are human-made tools for getting things done.

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Calling Frederic Laloux Of Reinventing Organizations

Dan Pontefract

Dear Frederic, I read your book, Reinventing Organizations. Its implementation and feasibility in medium and large-sized organizations is of concern to me, so I’d love to understand how it can actually be achieved. (I Author of FLAT ARMY: Creating a Connected and Engaged Organization and the forthcoming book, DUAL PURPOSE: Redefining the Meaning of Work. 31 May, 2015. First off, congratulations on becoming a published author.

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.

Lateral Organizations

Harold Jarche

Lateral organizations, or more egalitarian structures, have been the exception. In the endless allure of non-hierarchical organizations , David Creelman notes that both forms have their flaws, but says it’s best to thoroughly understand the history of the field. I once asked Dr. Ed Lawler, an expert on the high-involvement form [lateral organization], why it had not become the dominant type of organization.

Organizing Talent

Harold Jarche

The opposite of ‘routine’ is ‘original’ Labour is routine. Talent is original. Even advanced technical Labour can be in essence routine. As Labour, once you learn how to do something, you are able to repeat it. Labour is the capitalist dream for human effort, because it can be quantified, controlled, and replaceable. Labour is viewing humans as resources.

the random organization

Harold Jarche

I began to consider if it was possible to create an organization in the same way. Could you hire a group of random people, all with at least some of the attributes that the organization needs to get work done, without giving an individual a specific job title or role? Such an organization would be designed from the ground-up for constant small scale reorganization, getting rid of the need for periodic massive and disruptive reorganization.

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. While we share many ideas on what makes for a successful organization, HBR and Real Learning are as different as night and day.

Creating More Intelligent Organizations

Irving Wladawsky-Berger

organize these collaborations and enhance them with innovative IT-based. If so, is it possible to create more intelligent organizations? Another CCI project is aiming to answer these questions by trying to understand the intrinsic nature of intelligent organizations. And it is then searching for the genomes of collective intelligence , that is, the characteristic design patterns of organizations that seem to better harness the collective intelligence of their groups.

Decision Making in Our Increasingly Complex Organizations

Irving Wladawsky-Berger

It’s the best and worst of times for decision makers,” said McKinsey in a recent article, Untangling your Organization’s Decision Making. “Swelling stockpiles of data, advanced analytics, and intelligent algorithms are providing organizations with powerful new inputs and methods for making all manner of decisions.” Overall, only 20% of respondents said that their organization excelled at decision making. more likely to be found in a winning organization.

designing the emergent organization

Harold Jarche

In The Rise of Emergent Organizations, Beth Comstock, Vice Chair at GE, cites five rules of thumb to guide organizational design for the emerging network era. It is wonderful to see a large corporation putting into practice the recommendations I, and many others, have been making on organizational design for more than a decade. Read more » Communities ConnectedEnterprise Wirearchy

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. With an external environment that is highly connected, organizations have to get connected inside. A networked enterprise needs to be organized more like the Internet, and less like a tightly controlled machine. Organizations have to become knowledge networks.

Reinventing Organizations – Review

Harold Jarche

What is a “Teal Organization”? Frédéric Laloux, in Reinventing Organizations , uses a colour scheme, based on Integral Theory , to describe the historical development of human organizations: Red > Orange > Green > Teal. Laloux lists three breakthroughs of Teal organizations: Self-management: driven by peer relationships. Evolutionary purpose: let the organization adapt and grow, not be driven.

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The Human-Centered Organization

Clark Quinn

While I want L&D to lead the way (as those are the folks I know), it’s really about leading the way to an organization that’s aligned with us , with people. The point being, as we reorganize work to tap into the best of us, we’re creating organizations that are humane in a very specific, and hopefully deep, sense. The industrial era organization, quite simply, wasn’t. And, the evidence seems to be that such organizations are more successful.

The Organization as a Cycling Peloton

Dan Pontefract

This got me thinking about one of my favourite personal passions (cycling) and our corporate organizations. Maybe if we were to act like a peloton in our organizations, we might see higher levels of employee engagement. It would be nice if our organizations thought like and acted similar to a cycling peloton. collaboration engagement leadership organization cycling peloton

Organize for Complexity

Harold Jarche

Neils Pflaeging read my ebook Seeking perpetual beta and said that “after reading the book one yearns for more from you about the right learning architecture, about how to develop organizations applying this thinking, about how to build learning programs and infrastructure.” ” Well I think Niels has answered much of that question himself, in his recent book Organize for Complexity. So what does Organize for Complexity cover?

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.

Perhaps the Purpose of an Organization?

Dan Pontefract

The yin-yang relationship between an engaged organization and an impeccable level of customer service just might be the new purpose of an organization. employee engagement organization Purpose customer service purpose Agree? Dan''s Related Posts: My Purpose Kudos Jacques Godin, an Engaged Air Canada Employee Three Types of Workplace Mindsets My Definition of Work and an Update on Book Two Why Don’t We Tip Flight Attendants?

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. It all hinges on individuals taking control of their learning, and organizations giving up control. Self-organization is a major challenge for people who have been constantly told what to learn at school and later what to do at work.

Organic Net Neutrality

David Weinberger

In fact, we should be spending more of our time reminding people that before Artificial Net Neutrality the Internet came by its neutrality naturally, even organically. I’ve started blogging at Ting.com , the only mobile access provider I actually like. I’ll tell you why in a moment. But first, here’s the opening of my first post : There are two types of Net Neutrality.

organizing for the network era

Harold Jarche

In my last post I noted that many organizations today are nothing more than attractive prisons. These organizations are artifacts of a time when information was scarce and hard to share, and when connections with others were difficult to make and required command and control. Organizations today should be designed more like the internet ( small pieces, loosely joined ) and less like attractive prisons. Organizing Principle: Network Management.

lifelong learners in a learning organization

Harold Jarche

The Learning Organization. A model is not a map but a compass that can help guide organizations. But they are necessary for complex work and essential as the organization gets larger. Taking the SDT model we can overlay the five disciplines of the learning organization so that we have intrinsically engaged individuals working in an organization that is continuously learning.

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? Key point: Organizations have to become knowledge networks. The five most-viewed posts here this past year provide a good synopsis of the over 150 articles I have written since January.

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. They need to both work in their hierarchy and in a self-organizing network simultaneously ! How can an organization build awareness, investigate alternatives, and act on complex problems?

The Miranda Organization

Clark Quinn

And while that’s a good concept for the US justice, in organizations it can be problematic. It is a good thing for people to contribute in organizations. There’s a decent chance that you’ve worked, or work, in such an organization. That’s not to the long-term benefit of the organization, but culture eats strategy for breakfast. You don’t want a Miranda organization. So, in justice, Miranda is a good idea, in organizations it is bad.

no organization is an island

Harold Jarche

Organizations are alive when people can exert their autonomy in ethical practice. Even progressive organizations often miss out on the latter, described by the authors as an, “ inherent tendency toward growth development and integrated functioning ”. The organization must be alive. But if an organization is to be truly alive, it must be connected, through its people, to the ecosystem in which it lives. No organization is an island.

The ‘Occupy IT’ Movement of Organizations

Dan Pontefract

You're reading fresh content from Dan Pontefract at Brave New Org: In 2003, when Nicholas Carr penned the piece “ IT Doesn’t Matte r “, an overlooked definition of what he referred to as ‘infrastructural technologies ‘ may now be, in 2012, unintentionally defining the relationship between IT and the organization. Diamond Digital IQ suggests 41% of organizations witness 30% or more of IT expenditures residing elsewhere from IT.

Building the network era organization

Harold Jarche

Part of the shift that organizations will have to make in the network era will be not only to add new dimensions, but to retrieve some old ones. So what does a connective, cooperative organization look like? It will have the Institutional structure to manage the basic systems so people can focus on customers and community, not merely running the organization.

Organization Design

Jay Cross

Funnily enough, many learning professionals make the same bad call about organizations. The organization’s bigger than any of us so it seems audacious to try to change it. Aaron Silvers recognizes that like learning, the organization thing is a process, too. You can re-design an organization for more optimal outcomes. One person’s constant is another person’s variable.

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. A lot of companies have trouble dealing with the delicate balance required of T-shaped organizations. The rise of the T-shaped organization is not surprising. In the end, this is what a T-shaped organization is all about.

Detailing the Coherent Organization

Clark Quinn

As excited as I am about the Coherent Organization as a framework, it’s not done by any means. What I’m trying to get to is the set of behaviors that would be essential for such an organization to succeed, ultimately coming up with a set of dimensions that might be useful as an assessment. I riffed on it for a Chief Learning Officer magazine, and my Internet Time Alliance colleagues have followed up. However, I want to take it further.

People, Organization, Technology?

Martijn Linssen

It may be People, Organization, Technology; although we should not be in a rush to replace a failed triplet with another. In fact, my definition for Social Business is as follows: Social Business refers to an organization whose structures and processes defer to the natural systems of human interaction. The right question is: “Why do we work in organizations where natural interactions and instincts are discouraged?” People, Organization, Technology.

Leading Your Organization

Nine Shift

Today I am thinking that leadership is sometimes about moving forward, even if others are not following you yet. Leadership is partially about working with others and moving others along with you. But there''s times when you have to move forward, even if you are alone in that. You don''t ignore, discount or disrespect the others - - but at times you just have to be out in front, sometimes way out in front

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. Two years ago I set up a Google Group on Learning. Since its founding two years ago, our community has morphed into a place to post wisdom, schlock, and self-boosterism. Some days you get lucky and discover a gem in the flow; other days you don’t find anything worth your time. We can make a lot more out of what we’ve started here if we like. (We’ve

Organization Chart Collapses

Nine Shift

So fun to witness the collapse of the Organizational Chart and dominance of the Network. We were at an organizing meeting for a citizens election organization in the recall election of our Tea Party state senator. The participants were discussing how to structure the informal organization. Photo: Local citizen at organization meeting with outline of one of two proposed structures

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. And yet today, in listening to my clients, it feels as if the exact opposite is true — as if the organization is actually getting in their way. Every fortnight I curate some of the observations and insights that were shared on social media. I call these Friday’s Finds.

Why People Leave Organizations

Kevin Wheeler

Professor David Finegold and Senior Research Scientist Susan Mohrman, at the Center for Effective Organizations at the University of Southern California presented a paper in the Spring of 2001 at the World Economic Forum in Switzerland entitled: What Do Employees Really Want? This paper presents research from a wide range of organizations, people and cultures and disputes many of the reason people commonly give for leaving.

Inoculating the organization

Clark Quinn

I was having a discussion the other day with my ITA colleague Jay Cross, and the topic wandered over to how to use the social approaches we foster under the umbrella of the Coherent Organization to help organizations become one. The thought that struck me was creating a working group who’s goal was to create a CoP around being a Coherent Organization.

the keystone of the intelligent organization

Harold Jarche

The intelligent organization is based on a simple structure that has the flexibility to deal with complex situations. Organizations have to be designed to promote creative and non-routine work, and leave the machines to handle the boring stuff. Intelligent organizations are built on self-managed teams that require fewer external directives. Trust is an emergent property of an intelligent organization, stemming from a healthy workplace culture.

Building Stronger Organizations

Clark Quinn

A recent Ross Dawson blog post included a mention of building flexibility: “the more flexible the organization, the more able it is to succeed&#. Along the lines of the biomimicry field, Eileen was inspired by her scientist husband’s work on organisms that live in extreme conditions of heat, salt, cold, and more.

Do You Exhibit Collaborative Attributes? Does Your Organization?

Dan Pontefract

In it, she describes ten enabling factors that help to build the collaborative capacity of an organization. collaboration leadership organization Culture learning 2.0 About two years ago, Tammy Erickson asked the question, “ Do You Have The Collaborative Capacity You Need ?” I highly recommend you review them. I’d like to take this opportunity to highlight both the ten individual and the ten organizational attributes I personally believe help achieve this state.

The Evolving Social Organization

Harold Jarche

As organizations grow, the original simplicity gets harder to maintain. Current management wisdom – based on Robin Dunbar’s research ; the size of military units through history; and the work of management experts such as Tom Peters – considers the ideal size of an organization to be around 150 people. Today’s large, complicated organizations are now facing increasingly complex business environments that require agility in simultaneously learning and working.

Blog Post: Is your organization a listening organization?

David Gurteen

While listening receives extensive attention in relation to interpersonal communication, there is little focus on organizational listening in academic and professional literature, with books and articles focussed predominantly on disseminating organizations' messages (i.e. Credit: Creating an Architecture of Listening in Organizations by Jim Macnamara - Professor of Public Communication, University of Technology, Sydney