Ledelsesudfordringer I Vidensamfundet


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Oplæg om overgangen fra ledelse 1.0 til ledelse 2.0 som et svar på de udfordringer og nye muligheder, som vidensamfundet giver.

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Ledelsesudfordringer I Vidensamfundet

  1. 1. Ledelsesudfordringer i vidensamfundet Fra videnledelse til ??? Fra ledelse 1.0 til ledelse 2.0 Bent Schou VidenDanmark 2.2.2009
  2. 2. Program • Om behovet for en ny ledelsestænkning • Lessons from Gary Hamel • 10 fundamentale ændringer med vidensamfundet • Ledelsesudfordringer i vidensamfundet • Det videre arbejde i videngruppen om videnledelse.
  3. 3. Ledelse 1.0 • Organisationer baseres på arbejdsdeling og koordination. • Mintzberg, 1983: Structure in 5's: Designing Effective Organizations. • Transaktionsbaseret – adskillelse mellem videnhåndtering og produktion Management 1.0 was invented at the beginning of the machine age with the goal of turning free-spirited, obstreperous, and ill-disciplined human beings into semi- programmable robots. And it succeeded spectacularly. Gary Hamel 2008.
  4. 4. Management MUST Be Reinvented - Gary Hamel
  5. 5. Vidensamfundet? Information: tilgængelig, rigelig, gratis • Viden fra ressource til flow • Medarbejdere – ikke hænder men hoveder • Videndeling (samarbejde) er grundlaget • Integration af kreativitet og stabilitet • • Ledelse: Organisering af (viden)flow (mål og engagement, netværk og deltagelse, kultur – videndeling og læring, relationer, nye kompetencer)
  6. 6. 10 tendenser 1. Øget udviklingstempo – fra stabil kernekompetence til udviklingskompetence 2. The Long Tail? Fra masseproduktion til nicher og tilpasning 3. Knowledge as a commodity? Information er gratis – viden er blevet en vare 4. Grown up digital 5. Fra forskning og udvikling i isolerede miljøer til åben innovation 6. Open Source / åbne standarder / Crowd sourcing 7. Fra individuel viden til kollektiv viden 8. Fra Learning Management – til Personal Learning Environment 9. Fra Human Ressources til viden / talent / flow / samarbejde ?? 10. Web 2.0 – samtale og deltagelse – co-creation
  7. 7. 10 tendenser • Øget udviklingstempo? Fra stabil kernekompetence til udviklingskompetence. In this environment what matters is less a company’s capacity to exploit a proprietary knowledge advantage, than its ability to generate a rapid stream of powerful new insights. Gary Hamel 2008. Today, a company needs more than a competitive advantage at a point in time; it needs an evolutionary advantage over time. Gary Hamel 2008.
  8. 8. 10 tendenser • The Long Tail? Fra masseproduktion til nicher og tilpasning (mass customization)
  9. 9. 10 tendenser • Knowledge as a commodity? Information er gratis – viden er blevet en vare And now, even knowledge itself is becoming a commodity. How else can one explain the ability of a neophyte like Apple to jump to the head of the smart phone class? Gary Hamel 2008.
  10. 10. 10 tendenser • Grown up digital
  11. 11. 10 tendenser • Fra forskning og udvikling i isolerede miljøer til åben innovation www.innocentive.com “The challenge is simply stated: Extend the company’s internal network outward to include all those with whom the company interacts in the marketplace. Spin a grand web to include employees, suppliers, regulators and customers; they all become part of your company’s collective being. They are the company.” “Out of Control,” by Kevin Kelly, 1994.
  12. 12. 10 tendenser • Open Source / åbne standarder / Crowd Sourcing A cathedral is designed by a visionary architect, and once built, is static and unchanging. A bazaar, by contrast, is a semi-chaotic assembly of independent agents who come together to trade. It is loosely designed and inherently flexible. The open source movement is a bazaar and most businesses are cathedrals. “The Cathedral and the Bazaar,” Eric S. Raymond, 1999.
  13. 13. 10 tendenser • Fra individuel viden til kollektiv viden Diversity and independence are important because the best collective decisions are the product of disagreement and contest. … Paradoxically, the best way for a group to be smart is for each person in it to think and act as independently as possible. The Wisdom of Crowds, by James Surowiecki, 2004
  14. 14. 10 tendenser • Fra Learning Management – til Personal Learning Environment
  15. 15. 10 tendenser • Fra Human Ressource til viden / talent / flow / samarbejde ??? • Stigende mobilitet “How did those early industrialists turn independent and bloody-minded farmers, laborers and craftsmen into order-taking, forelock-tugging employees? How did people become “human resources,” the flesh-and-blood equivalents of steel and cash?” “Manufacturing the Employee,” Roy Jacques, 1996.
  16. 16. 10 tendenser • Web 2.0 – samtale og deltagelse – co-creation “Our biggest joint undertaking as a species [the Internet] is working out splendidly, but only because we forgot to apply the theory that has guided us ever since the pyramids were built.” Small Pieces Loosely Joined, by David Weinberger, 2002.
  17. 17. Ledelse 2.0 ? Organisering af videnflow
  18. 18. Ledelse 2.0 Organisering af (viden)flow • Mål og engagement En særlig udfordring i distribuerede og decentraliserede viden- og samarbejdssystemer. Building companies that are highly pliable, where change is an autonomic process, creating organizations that protect their leadership with a never-ending barrage of innovation, infusing work environments with the purpose and passion that inspires dramatic new thinking—these are the make-or-break challenges for companies in the 21st century. Gary Hamel, 2008.
  19. 19. Ledelse 2.0 Organisering af (viden)flow • Organisering - Netværk, deltagelse, relationer When future generations look back at the history of business, they will likely realize that the huge, centralized, hierarchical corporations of the twentieth century were not the pinnacle of business organization. Instead, they may see those ‘traditional’ organizations as merely a temporary aberration—an interlude of centralization— between periods of largely decentralized organizations. The Future of Work, Thomas W. Malone, 2004.
  20. 20. Ledelse 2.0 Organisering af (viden)flow • Kultur – videndeling og læring Hvordan understøtter og motiverer vi til videndeling og læring ??
  21. 21. Ledelse 2.0 Organisering af (viden)flow • Individet - nye kompetencer
  22. 22. Forslag til nyorientering af videngruppen Videnledelse • En møderække, hvor vi sætter fokus på elementer i et nyt ledelsesparadigme under overskriften Ledelsesudfordringer i vidensamfundet. • Det kræver forberedelse – refleksion og læsning af korte tekster • Forberedelse og værtskab ved et enkelt møde.