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“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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
We must start by thinking through the ethical issues and potential implications of AI, and from that designing the future organizations that will in turn shape all of society and the role of humans in creating value. It is in our hands and that is up to every organization to create. MORE
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. MORE
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 MORE
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. MORE
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. MORE
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. MORE
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 MORE
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. MORE
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 MORE
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. MORE
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. MORE
There being no rest for the wicked I hoped on the sea bus from our Airb&b in North Vancouver to teach on an Organic Agility course. For those not familiar, Organic Agility was one of the first Powered by SenseMaker® developments. The web link above will tell you all you need to know about Organic Agility itself, and will do it more justice than I can in a quick summary. The post Organic Agility: powered by SenseMaker® appeared first on Cognitive Edge. MORE
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. MORE
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. MORE
” 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. MORE
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. MORE
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? MORE
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. MORE
COVID-19 has shifted most organizations in the developed world to predominantly virtual work. However an increasing number of organizations are clearly stating that they expect never to return to work as it was before. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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? MORE
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 MORE
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. MORE
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. MORE
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? MORE
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. MORE
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. MORE
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 MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
Organization Related Topics Stephen Downes: Half an Hour
JANUARY 16, 2016
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.
Harold Jarche
DECEMBER 31, 2019
“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.
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Dan Pontefract
MAY 31, 2015
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.
Jay Cross
NOVEMBER 14, 2012
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.
Harold Jarche
OCTOBER 4, 2013
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.
Harold Jarche
APRIL 17, 2014
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.
Harold Jarche
MARCH 18, 2018
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.
Harold Jarche
DECEMBER 6, 2016
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
Irving Wladawsky-Berger
DECEMBER 26, 2012
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.
Dave Snowden
AUGUST 23, 2019
There being no rest for the wicked I hoped on the sea bus from our Airb&b in North Vancouver to teach on an Organic Agility course. For those not familiar, Organic Agility was one of the first Powered by SenseMaker® developments. The web link above will tell you all you need to know about Organic Agility itself, and will do it more justice than I can in a quick summary. The post Organic Agility: powered by SenseMaker® appeared first on Cognitive Edge.
Harold Jarche
OCTOBER 23, 2014
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.
Clark Quinn
MAY 18, 2016
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.
Harold Jarche
MAY 19, 2014
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.
Dan Pontefract
APRIL 23, 2013
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
Irving Wladawsky-Berger
JULY 8, 2019
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.
Clark Quinn
OCTOBER 20, 2015
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.
Harold Jarche
MAY 1, 2014
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?
Dan Pontefract
OCTOBER 8, 2014
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?
Harold Jarche
MAY 4, 2016
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.
Harold Jarche
JUNE 5, 2017
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.
David Weinberger
DECEMBER 5, 2014
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.
Harold Jarche
JUNE 4, 2018
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.
Harold Jarche
DECEMBER 23, 2014
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.
Harold Jarche
NOVEMBER 2, 2014
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?
Clark Quinn
JANUARY 7, 2014
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.
Dan Pontefract
MAY 2, 2012
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.
Harold Jarche
JULY 16, 2015
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.
Harold Jarche
OCTOBER 15, 2014
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.
Jay Cross
AUGUST 22, 2011
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.
Clark Quinn
NOVEMBER 13, 2012
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.
Irving Wladawsky-Berger
DECEMBER 15, 2015
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.
Martijn Linssen
MARCH 5, 2013
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.
Nine Shift
OCTOBER 26, 2014
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
Jay Cross
MARCH 14, 2015
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
Trends in the Living Networks
OCTOBER 14, 2020
COVID-19 has shifted most organizations in the developed world to predominantly virtual work. However an increasing number of organizations are clearly stating that they expect never to return to work as it was before.
Harold Jarche
MARCH 11, 2016
” 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.
Nine Shift
JUNE 8, 2011
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
Trends in the Living Networks
OCTOBER 12, 2020
We must start by thinking through the ethical issues and potential implications of AI, and from that designing the future organizations that will in turn shape all of society and the role of humans in creating value. It is in our hands and that is up to every organization to create.
Kevin Wheeler
MAY 19, 2011
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.
Clark Quinn
OCTOBER 9, 2012
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.
Clark Quinn
FEBRUARY 17, 2011
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.
Dan Pontefract
APRIL 18, 2011
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.
Harold Jarche
JUNE 8, 2015
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.
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