designing the emergent organization
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.
Creating the AAA Organization
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.
The post-hierarchical organization
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.
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.
self-organization is the future
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. Like democracy, self-organized teams are hard work.
self-organization and self-reflection
DECEMBER 4, 2015
‘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.
Reinventing Organizations – Review
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.
the keystone of the intelligent organization
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.
no organization is an island
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.
Organize for Complexity
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.”
A guide to complexity and organizations
JULY 29, 2012
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.
stories connect knowledge
APRIL 9, 2017
“Perhaps the most central thrust in KM [knowledge management] is to capture and make available, so it can be used by others in the organization, the information and knowledge that is in people’s heads as it were, and that has never been explicitly set down.” — KM World.
Organizing for diversity and complexity
SEPTEMBER 28, 2011
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. Connecting the diversity of markets and society to the organization, instead of creating firewalls, is a major challenge for leadership today.
Leadership, Connectivity, Execution, Organization
JULY 21, 2011
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 learning organization: an often-described, but seldom-observed phenomenon
MAY 31, 2012
The real barrier to systemic change, such as becoming a learning organization, is command & control management. This is why the third principle for net work , shared power , is a major stumbling block to becoming a learning organization.
7 essential facets for enterprise knowledge sharing
APRIL 11, 2017
Most large organizations today have some suite of social tools to share information and knowledge. The organization needs to have processes in place that support these seven facets. But how do they know if they have the optimum tools for their context?
The Hyper-social Organization – Review
DECEMBER 4, 2011
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.
organizations are people
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.
networked knowledge creates value
MARCH 20, 2017
In the networked knowledge triad , I tried to show how real value creation today happens outside the organization. They are the value we bring to our work teams and organizations.
networked knowledge triad
MARCH 12, 2017
There are three structures that exist in all organizations, with three different sources of power, and three types of leadership required for each structure. Only by putting Value Creation first, organizations can find balance.
Organizations, work, and learning
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?
gaining insight through social and informal learning
MARCH 5, 2017
Most organizations have some error reduction processes in place. Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein.
Organizations Don’t Tweet – Review
MARCH 1, 2012
The title, Organizations Don’t tweet, People Do – A manager’s guide to the social web by Euan Semple pretty well describes this book. However, I think this book has great value for anyone dealing with enterprise social media or becoming more collaborative as an organization.
How organizations can thrive in the network era
SEPTEMBER 10, 2012
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.
immunize for complexity
FEBRUARY 8, 2017
Velocity and agility can be improved at the organizational level with frameworks, such as Niels Pflaeging’s Organize for Complexity approach. In a VUCA world, organizations need to focus on velocity of implementation and learning, as well as agility in dealing with uncertainty.
we need faith in the future
JANUARY 26, 2017
This would be a society that includes Tribal, Institutional, and Market organizations, co-existing with dominant network organizations. But at this time there are few positive network era organization examples to give inspiration to others.
FEBRUARY 19, 2017
I have just returned from 3 weeks in Europe, working with several people and organizations who first connected through my blog. Next month I will be contributing to the Arts in a Digital World Summit because the organizers found me through this blog.
gamers, artists, and citizens
MARCH 4, 2017
Most of them do not have a professional network beyond their organization where they may have worked for a decade or more. The last century’s division of work and personal life are still evident in many organizations where employees are cut off from their online social networks. Gamers.
learn like a gamer
FEBRUARY 14, 2016
Most of them do not have a professional network beyond their organization where they may have worked for a decade or more. Learning is the new literacy. Personal computers are just one example. We buy new ones every few years. Operating systems change.
FEBRUARY 9, 2016
Expertise takes time to develop, but how can organizations support novices as they go through their journeys to expertise? To promote deliberate practice, the organization has to reduce barriers to sharing tacit ( implicit ) knowledge and encourage informal learning while working.
a new business ideology
OCTOBER 25, 2016
Technology leads organizations. Organizations lead institutions. The following table shows how ideas, technology, organizations, and institutions are changing as we enter a network economy. Decentralized organizations are not yet the norm but we have many examples now.
countering fascist thinking
NOVEMBER 20, 2016
“These features cannot be organized into a system; many of them contradict each other, and are also typical of other kinds of despotism or fanaticism. Jason Kottke reviewed an article by the philosopher Umberto Eco and summarized it as 14 features of eternal fascism.
implementing network learning
AUGUST 10, 2016
While getting work done collaboratively will continue to be of importance in all organizations, it will not be enough. These are owned by the practitioners themselves, not an association and not an organization.
social learning for complex work
MARCH 20, 2016
Complicated systems and the training for them can be controlled and information organized for reference. The essence of social learning in an organization is giving up control. “Carnegie Mellon’s Robert E.
social media: an unrealized opportunity
JANUARY 26, 2016
For both individuals and organizations, communities of practice can connect work and learning. “The difference between a community and a network is that you belong to a community, but a network belongs to you. You feel in control.
innovation in perpetual beta
JANUARY 1, 2017
My observation over the past decade is that most organizations focus primarily on incremental innovation and do not allow time and resources to be expended on social networking activities that are officially perceived to be frivolous.
taking back our society
NOVEMBER 30, 2016
Almost a century later, John Kenneth Galbraith warned of the dangers of blindly having faith in our capital market system and the organizations and institutions that support it.
network leadership = adapting to perpetual beta
AUGUST 19, 2015
Trust is the glue that holds creative organizations together, not rules and regulations. A similar approach can be developed for today’s networked organizations. Technology leads organizations. Organizations lead institutions.
working in perpetual beta
OCTOBER 2, 2016
Organizing Principles. Self-organization. Working in Perpetual Beta is the latest volume in the perpetual beta series. It began with Seeking Perpetual Beta , a synthesis of 10 years of blogging.
tensions of modern learning
JUNE 30, 2016
But people inside organizations, and professional communities, are often afraid to challenge conventional wisdom, even when the data are overwhelming. Only organizations that share power and encourage conflict can advance different ideas.