Aiming to eliminate the compromises in organizational life. Covering some interesting and provocative ideas, spanning human rights, complexity science, the death of heuristics, influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilization, self-organization, organized self, socioveillance, middleware corporate, bread incorporated and the Mozilla manifesto.
Peter Senge "Fifth Discipline" Book Review - Learning Organization BibleFilipe Pinto
This is the review of Peter Senge's "Fifth Discipline".
Peter Senge's "Fifth Discipline" is a road map for any organization trying to find the passage from the industrial age to the information age.
It is also an amazing introduction to some of the concept of new science such as complexity theory and system's theory in general.
Organizations will only survive in the 21st century if they pair up the perpetual state of change of business, with the perpetual state of learning.
If you prefer the video version, please check the following video on YouTube - http://www.youtube.com/watch?v=oBEWrlsl58Q
M2MSys® is an expert on applying new science (chaos, quantum mechanics, evolution, complexity) to business process management.
P.S. - If you use the material, please make sure that you reference the source. Thanks!
'agility' is always present within the organization. Instead of trying to achieve ‘to be Agile' as a goal, focus on identifying boundaries and removing the constraints that shape the organizational capacity of sensing, adapting and responding. Our job is to identify the boundaries and remove the constraints that surround 'agility' to enhance it.
This is my proposal.
A Leadership Survival Guide to Transformation - Aldo Rall & Andy Cooper - Agi...AgileNZ Conference
Agile has become a source of disruption to organisations and leadership. Prevailing trends shows that organisations are de-layering and some are even decimating their hierarchies. This disruption driven by Agile and, more recently, DevOps and Agile Scaling, challenges tradition; there is a call for wider skill sets and controlled, sustainable transformations, pushing leadership and organisations into wider and often conflicting and ambiguous contexts.
About Aldo Rall & Andy Cooper:
Aldo has over 18 years’ experience in a range of industries including financial services, healthcare, IT, management consulting and education in Australia, New Zealand, South Africa and the UK. He's worked with a range of clients on Agile transformations as an Agile and Testing Coach. Aldo remains fascinated with continuous change in industry, which ensures there is always something new to learn, regardless of experience levels or qualifications. Over time, Aldo has honed his skills in the practical elements of developing working software but his greatest passion lies in the people dimension of the people-process-technology mix and how this translates into successful IT strategy, teams, projects and practitioners.
Andy Cooper is the Group Manager Global for Software Education. Andy is responsible for developing SoftEd’s training and consulting business outside of Australia and New Zealand and works with clients developing their agility around the world. Andy has a strong interest in Agility for Business as an Agile Marketer at CA Technologies and was a track lead on the Business Agility Track for the International Consortium for Agile (ICAgile). Andy has over 20 years' experience working for technology companies such as CA, Oracle and Informix in business and consulting roles and has managed and worked in teams spanning NZ, Australia, Asia and the US.
Peter Senge "Fifth Discipline" Book Review - Learning Organization BibleFilipe Pinto
This is the review of Peter Senge's "Fifth Discipline".
Peter Senge's "Fifth Discipline" is a road map for any organization trying to find the passage from the industrial age to the information age.
It is also an amazing introduction to some of the concept of new science such as complexity theory and system's theory in general.
Organizations will only survive in the 21st century if they pair up the perpetual state of change of business, with the perpetual state of learning.
If you prefer the video version, please check the following video on YouTube - http://www.youtube.com/watch?v=oBEWrlsl58Q
M2MSys® is an expert on applying new science (chaos, quantum mechanics, evolution, complexity) to business process management.
P.S. - If you use the material, please make sure that you reference the source. Thanks!
'agility' is always present within the organization. Instead of trying to achieve ‘to be Agile' as a goal, focus on identifying boundaries and removing the constraints that shape the organizational capacity of sensing, adapting and responding. Our job is to identify the boundaries and remove the constraints that surround 'agility' to enhance it.
This is my proposal.
A Leadership Survival Guide to Transformation - Aldo Rall & Andy Cooper - Agi...AgileNZ Conference
Agile has become a source of disruption to organisations and leadership. Prevailing trends shows that organisations are de-layering and some are even decimating their hierarchies. This disruption driven by Agile and, more recently, DevOps and Agile Scaling, challenges tradition; there is a call for wider skill sets and controlled, sustainable transformations, pushing leadership and organisations into wider and often conflicting and ambiguous contexts.
About Aldo Rall & Andy Cooper:
Aldo has over 18 years’ experience in a range of industries including financial services, healthcare, IT, management consulting and education in Australia, New Zealand, South Africa and the UK. He's worked with a range of clients on Agile transformations as an Agile and Testing Coach. Aldo remains fascinated with continuous change in industry, which ensures there is always something new to learn, regardless of experience levels or qualifications. Over time, Aldo has honed his skills in the practical elements of developing working software but his greatest passion lies in the people dimension of the people-process-technology mix and how this translates into successful IT strategy, teams, projects and practitioners.
Andy Cooper is the Group Manager Global for Software Education. Andy is responsible for developing SoftEd’s training and consulting business outside of Australia and New Zealand and works with clients developing their agility around the world. Andy has a strong interest in Agility for Business as an Agile Marketer at CA Technologies and was a track lead on the Business Agility Track for the International Consortium for Agile (ICAgile). Andy has over 20 years' experience working for technology companies such as CA, Oracle and Informix in business and consulting roles and has managed and worked in teams spanning NZ, Australia, Asia and the US.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
New leadership in the digital age: Chief Digital Officer, Community Managers and Change Agents and Activists. Based on data from recent digital workplace survey by Jane McConnell.
Organizational agility has been defined as the capability of a company to rapidly change or adapt in response to changes in the market so that it can thrive as an organization. In this session, we will focus on the role of the leader in shaping, promoting and sustaining an Agile organization. We will describe the Agile Mindset, discuss the key elements of an Agile Transformation and reveal the ideal characteristics of an Agile Leader. This interactive session will provide examples from successful Agile organizations and will reveal techniques that participants can use to effectively plan, scale and flow valuable work throughout their own organizations.
One of the paradoxes of business today is that the most profitable businesses in the world are not those which are the most profit-focused. Substantial research has consistently shown that purpose-driven organisations generate far more returns as compared to profit-driven organisations.
10x Thinking - Leadership Development SessionKarina Ananta
Moonshot thinking concept, the thoughts from Ellon Musk and Astro Teler. How we actually need to think not just how to make home run instead how we can make the ball into next state
Prosci's webinar "Roles in Change Management" - delivered live on Wednesday, August 19 11:00 AM EDT and Thursday, August 20 4:00 PM EDT. Register at www.prosci.com/webinars
aka "Agile adoption stories from highly varied organisational cultures"
Why is the culture change that genuine Agile requires so difficult in most army or machine-like corporate cultures, yet quite natural for certain organisations who have a culture similar to a family or living organism? It turns out that the type of Agile your organisation adopts corresponds with its dominant world view or stage of consciousness. Drawing from 15 years of experience with Agile in Australia and the UK, we describe how Agile was interpreted quite differently by organisations classed as Amber, Orange, Green and Teal in Frederic LaLoux’s model.
Familiarise yourself with the characteristics of the four stages of Frederic LaLoux’s consciousness model.
You will become aware of:
* The stage that your own organisation is at
* How your organisation is likely to interpret and ‘bend’ Agile to fit its world view
* Specific beliefs and motivations that make high agility difficult in organisations with Amber and Orange stages of consciousness
* The Green and Teal beliefs and leadership styles that are genuinely transformational in achieving and sustaining high agility and customer-centric Agile adoptions.
To survive as a company, the organization needs to become a shapeshifter: sometimes hierarchical, sometimes networked; sometimes efficient, sometimes effective; sometimes great at execution, and other times great at innovation. You can only achieve this by motivating people to change continuously. To achieve this, we take a closer look at gamification and habit-forming. Because games and habits are the keys to intrinsic motivation and change. And you need those in your company to become a great shapeshifter!
IMPORTANT INFORMATION.
This ppt has been amended. I uploaded a version lacking the last two slides: a business model I was working on and the bibliography. In this version (amended) the bibliography has been added. Apologies.
A presentation over the characteristics and opportunities accruing from the platform thinking.
Open Innovation is a chatchy word that rised a lot of interest as well as critiques (especially in Europe). The innovation porcess has allways been open and the sociotechnical progesses observed over the last century just show that. On the other hand, my inpression is that under this term there is a lot going on. Platform thinking is one of these phenomena.
Digital technology is everywhere. As a consequence, companies need fully embrace the digital transformation. To succeed, it is no longer sufficient to optimize front offices and increase customer experience by using digital. Instead, companies need a solid enterprise-wide transformation to reap the full potential of digital. We team up with clients to explore and define a digital strategy and road map to this end, thereby also creating a kick starter for change.
Organizational Cultural Change Powerpoint Presentation SlidesSlideTeam
Introducing Organizational Cultural Change PowerPoint Presentation Slides. The objective of this presentation is to integrate and maintain company culture after the merger. This culture change plan PPT slide provides details like the company’s productivity and revenue for 4 years after the merger and acquisition due to incongruent cultural fit. This readily available culture change management PPT templates will be useful for middle-level management which is responsible for executing organizational plans in conformance with the company’s policies and the objectives of the top management. Highlight the cultural issue faced by both the companies during mergers and acquisitions which leads to slow decision making, an increase in employee attrition rate, etc. Furthermore, a better cultural strategy like integration strategy is considered in the company following with top-down approach. Our content-ready organizational culture change PPT templates show the roadmap for the cultural integration journey and workshops to be conducted during post-merger cultural integration. The present employee turns over rate, net promoter score metrics post cultural integration by downloading our visually attention-grabbing change organization culture PowerPoint slide deck. https://bit.ly/32cKFTk
Learn how to apply Agile practices to change management and organizational development. This presentation was given at the Toronto Organizational Development Network meetup in March 2014.
We will look at how some of the world's most well known brands are transforming themselves in collaboration with Pivotal.
Speaker: Faiz Parkar, Director EMEA GTM, Pivotal
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
New leadership in the digital age: Chief Digital Officer, Community Managers and Change Agents and Activists. Based on data from recent digital workplace survey by Jane McConnell.
Organizational agility has been defined as the capability of a company to rapidly change or adapt in response to changes in the market so that it can thrive as an organization. In this session, we will focus on the role of the leader in shaping, promoting and sustaining an Agile organization. We will describe the Agile Mindset, discuss the key elements of an Agile Transformation and reveal the ideal characteristics of an Agile Leader. This interactive session will provide examples from successful Agile organizations and will reveal techniques that participants can use to effectively plan, scale and flow valuable work throughout their own organizations.
One of the paradoxes of business today is that the most profitable businesses in the world are not those which are the most profit-focused. Substantial research has consistently shown that purpose-driven organisations generate far more returns as compared to profit-driven organisations.
10x Thinking - Leadership Development SessionKarina Ananta
Moonshot thinking concept, the thoughts from Ellon Musk and Astro Teler. How we actually need to think not just how to make home run instead how we can make the ball into next state
Prosci's webinar "Roles in Change Management" - delivered live on Wednesday, August 19 11:00 AM EDT and Thursday, August 20 4:00 PM EDT. Register at www.prosci.com/webinars
aka "Agile adoption stories from highly varied organisational cultures"
Why is the culture change that genuine Agile requires so difficult in most army or machine-like corporate cultures, yet quite natural for certain organisations who have a culture similar to a family or living organism? It turns out that the type of Agile your organisation adopts corresponds with its dominant world view or stage of consciousness. Drawing from 15 years of experience with Agile in Australia and the UK, we describe how Agile was interpreted quite differently by organisations classed as Amber, Orange, Green and Teal in Frederic LaLoux’s model.
Familiarise yourself with the characteristics of the four stages of Frederic LaLoux’s consciousness model.
You will become aware of:
* The stage that your own organisation is at
* How your organisation is likely to interpret and ‘bend’ Agile to fit its world view
* Specific beliefs and motivations that make high agility difficult in organisations with Amber and Orange stages of consciousness
* The Green and Teal beliefs and leadership styles that are genuinely transformational in achieving and sustaining high agility and customer-centric Agile adoptions.
To survive as a company, the organization needs to become a shapeshifter: sometimes hierarchical, sometimes networked; sometimes efficient, sometimes effective; sometimes great at execution, and other times great at innovation. You can only achieve this by motivating people to change continuously. To achieve this, we take a closer look at gamification and habit-forming. Because games and habits are the keys to intrinsic motivation and change. And you need those in your company to become a great shapeshifter!
IMPORTANT INFORMATION.
This ppt has been amended. I uploaded a version lacking the last two slides: a business model I was working on and the bibliography. In this version (amended) the bibliography has been added. Apologies.
A presentation over the characteristics and opportunities accruing from the platform thinking.
Open Innovation is a chatchy word that rised a lot of interest as well as critiques (especially in Europe). The innovation porcess has allways been open and the sociotechnical progesses observed over the last century just show that. On the other hand, my inpression is that under this term there is a lot going on. Platform thinking is one of these phenomena.
Digital technology is everywhere. As a consequence, companies need fully embrace the digital transformation. To succeed, it is no longer sufficient to optimize front offices and increase customer experience by using digital. Instead, companies need a solid enterprise-wide transformation to reap the full potential of digital. We team up with clients to explore and define a digital strategy and road map to this end, thereby also creating a kick starter for change.
Organizational Cultural Change Powerpoint Presentation SlidesSlideTeam
Introducing Organizational Cultural Change PowerPoint Presentation Slides. The objective of this presentation is to integrate and maintain company culture after the merger. This culture change plan PPT slide provides details like the company’s productivity and revenue for 4 years after the merger and acquisition due to incongruent cultural fit. This readily available culture change management PPT templates will be useful for middle-level management which is responsible for executing organizational plans in conformance with the company’s policies and the objectives of the top management. Highlight the cultural issue faced by both the companies during mergers and acquisitions which leads to slow decision making, an increase in employee attrition rate, etc. Furthermore, a better cultural strategy like integration strategy is considered in the company following with top-down approach. Our content-ready organizational culture change PPT templates show the roadmap for the cultural integration journey and workshops to be conducted during post-merger cultural integration. The present employee turns over rate, net promoter score metrics post cultural integration by downloading our visually attention-grabbing change organization culture PowerPoint slide deck. https://bit.ly/32cKFTk
Learn how to apply Agile practices to change management and organizational development. This presentation was given at the Toronto Organizational Development Network meetup in March 2014.
We will look at how some of the world's most well known brands are transforming themselves in collaboration with Pivotal.
Speaker: Faiz Parkar, Director EMEA GTM, Pivotal
De geschiedenis van organisaties en een vooruitblik naar de toekomst. Waar staan we nu? Wat maakt een organisatie cyaan? Welke doorbraken spelen daarbij een rol?
On July 15th, the @ZapposLabs team hosted a Teal Happy Hour at our office in San Francisco. We talked a bit about our journey to Self Organization and becoming a Teal organization (http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh).
The context is missing from the slides but we have a recorded video of the session we hope to get up soon.
Change Management Session for the reflection of the theory of author Frederic Laloux at the HR Barcamp 2015
Jörn Hendrik, ffluid, @jormason
Philipp, FELD M, @philippkraemer
27.02.2015, Berlin
This presentation includes as many as 22 pertinent universal issues governing management accompanied with examples from various sectors, followed by a brief case analyses of corporate culture at British Airways.
Agency of the future - beginning the transformation journey42medien
There is a need for some agencies to re-frame the way they look at their need to evolve. Instead of the default thinking being "we need to implement X technology, hire/fire Y person or merge Z departments" they should start asking, "what is really defining the problem space we are now in and what will be the major factors of change moving forward". Only from this point, can a relevant and grounded future be established.
During a recent AwarenessInc Webinar, Francois Gossieuax, co-founder of The Hyper-Social Organization, decribed will describe how successful Hyper-Social organizations think differently about their business, act differently, and how they manage to transform themselves from classic post-industrial revolution organizations to true 21st Century Hyper-Social organizations.
A contribution to AMEC Measurement Week (the Association for the Measurement and Evaluation of Communication). Lifting a dominant focus on measuring media to one focused on measuring business performance in the communications context.
A big introduction to Social Media Marketing presented to Master's in Marketing & Creativity students at ESCP Europe in London. It focuses on the value of an idea in the era of Social Media, and insists on early-stage marketing.
This white paper is about “virtual organizations”; why they are an emerging trend, what this means for organizations and their personnel, and how Organimi can help successfully bridge some of the gaps and challenges we see organizations facing in managing this transition to “virtual”.
Who Can Benefit from this Report?
This white paper is a must read for any professional regardless of whether they are in purchasing or not as it examines the very culture that defines a corporation, and ultimately determines its ability to survive and thrive in the emerging global economy.
Referencing a diverse set of reports and studies including a Chief Procurement Officers panel discussion, the reader is assured of gaining insights from the previously uncharted waters of executive thought process.
Re designing the World of PR [People Relations]MSL
The world is changing, fast, and our clients are facing huge transformations. There is a strong call for change, in the PR industry like everywhere. At a recent conference, our chief strategy officer Pascal Beucler was asked to stimulate a discussion on if the PR industry was ready for this change, the challenges we face and the power shifts we need to address, as an industry, to make it happen.
SSI Meetup – interpersonal data, identity and collective mindsPhilip Sheldrake
Grappling with identity will never be easy — those who consider it “solvable” represent a danger to society. The identity community is entangled in code (the technologically possible), law (the legally available), and norms (the socially acceptable). There is no separation of these societal concerns. No reductionism. Life is complex and will remain so.
And yet such understanding provides, I think, the perfect foundation to create something wonderful together.
Discussing the Global Commision on Internet Governance statement, Toward a So...Philip Sheldrake
The Global Commission on Internet Governance (ourinternet.org) published a statement 15th April 2015 for the Global Conference on Cyberspace meeting in The Hague. It calls on the global community to build a new social compact between citizens and their elected representatives, the judiciary, law enforcement and intelligence agencies, business, civil society and the Internet technical community, with the goal of restoring trust and enhancing confidence in the Internet.
This stack frames my contribution to a discussion of the statement at the Web Science Institute event 8th June 2015.
A presentation to kick off #SCRM13, London, 9th July 2013. Explores the potential for social business – more than simply using social media to do what the organization has always done.
The past several months have been hectic for the steering teams at AMEC and The Conclave ahead of the AMEC European Summit in Madrid, 5th - 7th June. We've been trying to pull together a cohesive and cogent set of definitions for social media measurement.
It's gone very well so far I think, so well in fact that we're now left training our attention on perhaps the biggest question of them all: What's the value to my organization of doing all this stuff?
It's a tricky question once you've found all the good reason to ignore much of the smattering splattering the web, but one I believe can be approached effectively with diligence and professionalism. The slidestack here is my contribution to the debate, and I hope it motivates you to contribute your points of view.
This document advocates a new model for viewing content – for understanding why it's created.
It seeks to be more useful than the 'paid, owned, earned media' categorisation.
The influence professional must understand the influences that lead to the creation of content, and the influence the author seeks to have in its creation.
The three drivers demanding a change to the business of influence and the successful socialization of the enterprise. Recommendation to think in terms of the Six Influence Flows and adopt the Influence Scorecard approach to social strategy definition, mapping and execution.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. The Future
of Organization
Philip Sheldrake
Euler Partners, 23rd May 2014, by-nc-sa
Image credit: ComplexCity Rome, by Lee jang sub, by-nc-nd
2. The Future of Organization
Eliminating the
compromises in
organizational life.
An incomplete review of
interesting ideas and some
new ones to boot.
#e20 / #socbiz / #futureofwork / #responsiveorg
3. The Future of Organization
With forewords by
Microsoft Yammer co-
founder and CTO,
Adam Pisoni, and
Social Media Today
founder and CEO,
Robin Carey.
Freely available at www.attenzi.com
4. The Future of Organization
Organization.
noun:
a coordinated group of people
with a particular purpose.
This presentation is available
with voiceover and transcript
at eulr.co/futureorg
5. The Future of Organization
The problem.
Organizations are about
mutual value* creation, but it’s
too difficult to give all one can
give and too difficult to derive
all the value there is to derive.
* Value: the importance, worth or usefulness of something.
6. The Future of Organization
The problem.
Employee engagement*
is symptomatic.
* an employee's involvement with, commitment to, and satisfaction with work
www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx (2011-12)
24 63 13%
actively
disengaged
not
engaged
engaged
7. The Future of Organization
The opportunity.
Can we reshape and regear
organization?
!
new insights + perennial values
modern tech + enduring aspirations
academic exactitude + earnest practice
8. The Future of Organization
All human beings …
should act towards
one another in a
spirit of brotherhood.
9. The Future of Organization
… an organization
of the people, by
the people, for the
people.
Paraphrasing Abraham Lincoln’s commitment
to the principles of human equality.
www.attenzi.com/sixty-eight/
Lincoln
10. The Future of Organization
If your company
was a country,
would you live
there?
http://simonterry.tumblr.com/post/80222651306/
11. The Future of Organization
“We have learned a great deal; we
are awash with insights; we have
had significant influence on the art
of management. Yet we have failed
to address – in the sustained and
systematic ways they merit – some
of the central problems of
organization and governance.”
Philip
Selznick
“Institutionalism ‘Old’ and ‘New.’” Selznick, Philip. Administrative
Science Quarterly 41. 270–277. 1996.
14. The Future of Organization
complexity
noun:
• a system in which there are multiple
interactions between many different
components
• bridges the gap between the individual
and the collective
• may lead to emergent behavior
15. The Future of Organization
order leads to chaos
chaos leads to order
16. The Future of Organization
“… emergence is a
ubiquitous feature of
the world around us”
John H. Holland, Emergence: From
Chaos to Order, 1999
“[T]here is a co-operation of things
of unlike kinds. The emergent is
unlike its components . . . and it
cannot be reduced to their sum or
their difference”
G.H. Lewes, 1875
G.H. Lewes
17. The Future of Organization
“They get their smarts from
below. … In these systems,
agents residing on one scale
start producing behavior that
lies one scale above them.”
Stephen Johnson, Emergence, 2001
“All new organisational forms, no
matter how radically new, are
combinations and permutations
of what was there before.”
The Emergence of Organizations and Markets,
Padgett, Powell, 2012
18. The Future of Organization
“In the short run, actors
create relations; in the
long run, relations
create actors.”
!
The Emergence of Organizations and Markets, Padgett, Powell, 2012
19. The Future of Organization
In all things of nature
there is something of
the marvellous.
Aristotle
If one way be better than
another, that you may be
sure is nature's way.
20. The Future of Organization
By XKCD: http://xkcd.com/435/
21. The Future of Organization
www.philipsheldrake.com/2013/12/deal-complication-complexity-chaos-
youd-better-know-difference/
www.philipsheldrake.com/2014/01/stowe-boyds-manifesto-peoples-front/
Traffic
Organizations
Com
plication
Com
plexity
✓
✓
✓
✓
Cars
22. The Future of Organization
Saying goodbye
to some familiar
heuristics.
23. The Future of Organization
Actually, it’s
all in the
complex mix
our people
are our greatest
asset
it’s all about
shareholder
value
the customer!
is king
24. The Future of Organization
Organizations are relationships.
They entail the constant adaption
of the way we think and behave in
order to influence others to think
and behave differently in support
of our goals.
Relationships
at scale
25. The Future of Organization
“Customer-centricity is an
organizational point of view, not a
customer point of view. It’s actually
the organization-centric-view-of-the-
customer.”
“Don’t you want CRM to help you and
the customer mutually, allowing you
both to manage the relationship? …
Or would you rather propagate the
status quo – CRM as a construct to
manage the customer?”
CRM
www.attenzi.com/sixty/
26. The Future of Organization
Influence.
!
You have been influenced
when you think something you
wouldn’t otherwise have
thought, or do something you
wouldn’t otherwise have done.
27. The Future of Organization
Six Influence
Flows
1
3
2 5
6
4
THE!
ORGANIZATION STAKEHOLDERS
THE!
COMPETITION
The Business of Influence, Sheldrake, Wiley, April 2011
http://eulerpartners.com/influence-flows/
The numbers are just labels, not a ranking of importance
28. The Future of Organization
“There’s influence in
everything an organization
does, and sometimes in
what it does not do.”
“What is the intended outcome of
your marketing and PR campaigns,
and the design of your organization
overall, if it’s not to get stakeholders
to think and behave as you’d like,
and to be sensitive to how they’d
like you to think and behave?”
www.attenzi.com/thirty-iii/
www.philipsheldrake.com/2013/03/influence-request-for-comments/
Influence
29. The Future of Organization
“Whereas traditional business
relies on some bureaucracy to
determine what constitutes
organizational knowledge, this
function is delegated to the
individual who now determines
whether something is worth
sharing / passing on or not,
explicitly or tacitly.”
www.attenzi.com/forty-three/
Knowledge
30. The Future of Organization
Personal Knowledge Mastery
A set of processes, individually
constructed, to help each of us
make sense of our world and
work more effectively.
www.jarche.com/pkm/
Harold
Jarche
32. The Future of Organization
Alex
Pentland Social physics
“patterns of idea flow … are
directly related to productivity
growth and creative output”
“high levels of engagement
predict high group productivity
… [but] increasing engagement
is not a magic bullet.”
www.scientificamerican.com/article.cfm?id=how-big-data-
can-transform-society-for-the-better
33. The Future of Organization
Alex
Pentland Social physics
“Exploration [a mathematical
measure of the extent to which
the members of a group bring in
new ideas from outside] is a
good predictor of both
innovation and creative output.”
www.scientificamerican.com/article.cfm?id=how-big-data-
can-transform-society-for-the-better
34. The Future of Organization
You can fool some of the
people some of the time,
but not so many for so
long now that everyone
packs a smartphone.
www.philipsheldrake.com/2014/03/social-business-mutuality-stack/
Trust
35. The Future of Organization
“If perception is reality
characterized twentieth-
century marketing and PR,
reality is perception is the
twenty-first century axiom.”
http://hbr.org/product/balanced-scorecard-report-july-august-2011-vol-13-/an/B11070-PDF-ENG
Trust
36. The Future of Organization
It’s not all about
the tech, but it
helps.
37. The Future of Organization
Serendipity
The occurrence and
development of events by
chance in a happy or
beneficial way.
… All you have to rely on if
you can’t identify and interpret
patterns systematically.
www.attenzi.com/fifty-six-iii/
38. The Future of Organization
Digital nervous system
“The winners will be the ones who
develop a world-class digital
nervous system so that
information can easily flow through
their companies for maximum and
constant learning.
… To think, act, react, and adapt.”
Bill Gates
Business @ the Speed of Thought, 1999, ISBN: 0446525685
www.attenzi.com/fifty-nine-ii/
39. The Future of Organization
1999 → 2014
Now, our nervous system extends
out into the world.
Gates advised building an ideal
picture of the information you
need from technology. Now, we
also want technology to help us
build that picture.
www.attenzi.com/fifty-nine-ii/
40. The Future of Organization
IT now interweaves with the reality
that provided the metaphors.
The Internetome:
the manifestations (facets and
implications) of the Internet of
Things.
Internetome conference, 2010, www.philipsheldrake.com/2014/04/internetome/
41. The Future of Organization
Business performance
management
A discipline encompassing
metric selection, measurement
and organizational learning.
We’re moving such capability
towards real-time sensory
feedback in an organization-as-
organism / business-as-biology
metaphor.
42. The Future of Organization
Web 3.0
The web as a universal medium
for the exchange of data,
information and knowledge.
www.philipsheldrake.com/2013/09/introduction-web-3-0-social-data-week/
43. The Future of Organization
“Hegel didn’t rate public opinion.
He didn’t think it could appreciate
the shades of grey in serious
matters, but has a tendency
instead to polarize argument …”
He said we don’t learn from
history. Might we now learn from
our digital history?
www.attenzi.com/thirty-two/
www.attenzi.com/seventy-one/
Can we now
prove Hegel
wrong?
44. The Future of Organization
Mutuality.
Empowerment.
Learning.
45. The Future of Organization
Public Relations
The planned and sustained
effort to influence opinion and
behaviour, and to be influenced
similarly, in order to build mutual
understanding and goodwill.
http://eulr.co/publicrelationsdefined
www.PRredefined.org
www.prweek.com/article/1285244/pr-dead-public-leadership-future
46. The Future of Organization
understanding points of
view and reasons for
those points of view
mutual revision /
adaption of opinions
and behaviours
recognising the value
contributed and the
value derived
focusing on this
whole stack to
drive value for all
stakeholders
MUTUALVALUE
MUTUALINFLUENCE
MUTUAL
UNDERSTANDING
www.philipsheldrake.com/2014/03/social-business-mutuality-stack/
47. The Future of Organization
When one stakeholder
group in an organization
takes permanent priority
over another, that’s not
organization.
When one always loses a
little when another wins a
little, all lose a little.
48. The Future of Organization
Empowerment
“Any increase in worker power
that enables them to achieve
organizational objectives.”
Manifest in four cognitions:
meaning, competence, self-
determination, and impact.
Seibert, Silver, & Randolph, 2004 / Spreitzer, 1995 / Thomas & Velthouse, 1990
49. The Future of Organization
Performance
through
learning
Single loop Double loop Triple loop
Are we doing
things right?
Are we doing
the right things?
What’s right?
Learn new
behaviour
Learn new
thinking
Learn new
beliefs / unlearn
old
Acting
Reframing
Transforming
Management
Leadership
?
www.philipsheldrake.com/2014/04/triple-loop-profound-leadership/
50. The Future of Organization
To successfully respond to the
myriad of changes that shake the
world, transformation into a new
style of management is required.
The route to take is what I call
profound knowledge – knowledge
for leadership of transformation.
W. Edwards
Deming
www.deming.org/theman/theories/profoundknowledge
Photo courtesy of The W. Edwards Deming Institute®
51. The Future of Organization
MIT Center
for Collective
Intelligence
http://cci.mit.edu
How can people and
computers be connected
so that — collectively —
they act more intelligently
than any individuals,
groups, or computers
have ever done before?
53. The Future of Organization
“Work has profoundly changed in
recent years … a new normal …
based on principles and practices we
don’t totally understand …
Something new must be found,
perhaps distilled from the latent
energy in social connection and
frictionless communication, and it
must be tapped even if the workforce
is harder to lead than ever before.”
Stowe Boyd
www.hightail.com/en_US/docs/GigaOM-Research-The-Future-of-Work.pdf
54. The Future of Organization
Stowe Boyd
www.futureofwork.co/post/78477268155/a-manifesto-for-a-new-way-of-work
dissent
consensus
cooperative
collaborative creativity
tradition
autonomy
heteronomy
democracy
oligarchy
fast-and-loose
slow-and-tight
laissez-faire
entrepreneurial
hyperlean
waterfall
small and simple
large and complex
open and public
closed and private
emergent strategy
deliberate strategy
55. The Future of Organization
Responsive
Org
www.theresponsiveorg.com/manifesto
From To
Efficiency
Responsiveness
Hierarchies
Networks
Controlling
Empowering
Extrinsic rewards
Intrinsic motivation
Office & office hours
Anywhere & anytime
Customers & partners
Community
56. The Future of Organization
Sociocracy Sociocracy Democracy
Rule by the ‘socios’ –
people who have a
social relationship
Rule by the ‘demos’ –
the general mass of
people
Consent-based (rather
than consensus)
One man, one vote
Alignment
Tension
Building and built on
trust and understanding
Partisan
57. The Future of Organization
“It radically changes how an
organization is structured, how
decisions are made, and how
power is distributed.”
Explicitly hierarchical, but a
hierarchy of roles rather than
people per se, with a distributed
control system.
Holacracy™
http://holacracy.org/
http://youtu.be/h2lFqeJZN0g Brian Robertson, December 2012
58. The Future of Organization
Podularity
A pod is a small,
autonomous team
enabled and
empowered to
deliver the things
that customers
value.
Dave Gray
www.sprinklr.com/social-scale-blog/the-future-is-podular/
https://medium.com/the-connected-company/d5c3107a78f1
59. The Future of Organization
Dave Gray
Reproduced with permission. http://connectedco.com
60. The Future of Organization
Wirearchy
“a dynamic two-way flow of power
and authority, based on knowledge,
trust, credibility and a focus on
results, enabled by interconnected
people and technology.”
Jon Husband
http://wirearchy.com/what-is-wirearchy/
61. The Future of Organization
“There is probably no single
management methodology or
organisational structure that can
meet all the needs of a growing
firm, let alone be replicable across
industries, and so part of the
challenge lies in enabling
methodologies and working
practices to evolve over time to
meet new challenges.”
Lee Bryant
http://postshift.com/grow-your-own-organisational-structure/
62. The Future of Organization
www.futureofwork.co
www.theresponsiveorg.com
http://eulr.co/e20Gplus
(E2.0 on G+)
http://twitter.com/search?q=
%23e20 (#e20)
http://twitter.com/search?q=
%23socbiz (#socbiz)
64. The Future of Organization
“This is a connected world … but
the shadows of the industrial age
are long and run deep.”
“The healing mesh of social
business … creates the
opportunity for a new kind of
social fabric, woven together out
of connected intention. That kind
of co-operation can be the fabric
for an emergent civilization.”
Anne
McCrossan
http://stoweboyd.com/post/74638842971/
www.visceralbusiness.com/blog/brand/social-business-social-fabric-and-the-healing-mesh/
65. The Future of Organization
Do you help all the individuals
associated with your organization
build worthwhile relationships with
each other and others, coalescing
by need and desire, knowledge
and capability and shared values,
to create shared value?
Defining
social
business
www.attenzi.com/seventy-two/
www.philipsheldrake.com/2013/09/3m-thinktank-conference-getting-social-business/
66. The Future of Organization
Managing Oneself
Cultivate a deep understanding of yourself by
identifying your most valuable strengths and
most dangerous weaknesses.
Articulate how you learn and work with others
and what your most deeply held values are.
Describe the type of work environment where
you can make the greatest contribution.
Peter F.
Drucker
Harvard Business Review Onpoint 4444, 1999
http://hbr.org/product/managing-oneself-paperback/an/2312-PBK-ENG
67. The Future of Organization
Self-organization
A process where some form of global order or
coordination arises out of the local interactions
between the components of an initially
disordered system.
The Organized Self
Equipped with an ‘organization agent’ –
software representing us in finding opportunities
to create mutual value with others, and helping
to realise that value.
os
68. The Future of Organization
Socioveillance
A component of Organized Self.
A personal and private service
monitoring our interactions with
our socios.
Negotiates data exchange with
others’ service according to our
respective privacy policies to
enrich our mutual understanding
within comfortable boundaries.
SUR
SOUS
SOCIO
69. The Future of Organization
CREATIVE
COMMONS
COPYRIGHT
LAWcc
70. The Future of Organization
CREATIVE
COMMONS
COPYRIGHT
LAW
HUMAN
ORGANIZATION
CORPORATE /
COMPANY LAW
and
EMPLOYMENT LAW
cc
h
71. The Future of Organization
Bread incorporated
domestic jurisdiction
codified selection of most
appropriate jurisdiction
A CB
Bread A Bread CBread B
the middleware
company
foreign jurisdictions
(countries and states)
subsidiary
incorporated entities
companions
companion groups
companion API
72. The Future of Organization
Distributed autonomous
corporates / organizations
A DAC / DAO is autonomous, distributed,
transparent, confidential, trustworthy,
fiduciary, self-regulating, incorruptible and
sovereign.
It’s software based on the same
mathematics as the cryptocurrency bitcoin.
www.philipsheldrake.com/2014/04/organization-personal-reputation-first-
principles-distributed-autonomy/
73. The Future of Organization
Bread Traditional
Code interpreted
automatically in milliseconds
Code interpreted laboriously
over days and months
Open, transparent
relationships and
interoperability
Closed, opaque
relationships and islands
of automation
Reputation currency Who you know
The P&L is the cashflow Cash is king
Global consolidation Individual consolidation
Frictionless, fluid, fast Abrasive, leaden, slow
Incorruptible Corruptible
74. The Future of Organization
shareholder
transpersonal
stakeholder
?
http://holacracy.org/blog/beyond-serving-stakeholders
76. The Future of Organization
Organization is a global public resource
that must remain open and accessible.
Organization must enrich the lives of
individual human beings.
Individuals’ security and privacy in
organizations are fundamental and
must not be treated as optional.
Mozilla
manifesto
amplified!
from “Internet” to “organization”
www.mozilla.org/en-US/about/manifesto/
77. The Future of Organization
Individuals must have the ability to
shape the organization and their own
experiences in the organization.
The effectiveness of the organization as
a public resource depends upon
interoperability (protocols, data formats,
content), innovation and decentralized
participation worldwide.
Free and open source software
promotes the development of
organizations as a public resource.
Mozilla
manifesto
amplified!
from “Internet” to “organization”
78. The Future of Organization
Transparent community-based
processes promote participation,
accountability and trust.
A balance between commercial profit
and public benefit is critical.
Magnifying the public benefit aspects
of organizations is an important goal,
worthy of time, attention and
commitment.
Mozilla
manifesto
amplified!
from “Internet” to “organization”
79. Seoul Paris Rome Moscow Tokyo
ComplexCity, www.leejangsub.com
THANK YOU
80. The Future of Organization
The difference between what
we do and what we are capable
of doing would suffice to solve
most of the world’s problems.
Mahatma
Gandhi
81. The Future of Organization
vlogbrothers
don’t forget to
be awesome
82. Image credits
Abraham Lincoln – http://en.wikipedia.org/wiki/Abraham_Lincoln
Cellular automata – http://math.hws.edu/xJava/CA/ca_1024x768.png
G.H. Lewes – http://upload.wikimedia.org/wikipedia/commons/8/82/PSM_V09_D668_George_Henry_Lewes.jpg
Aristotle – http://en.wikipedia.org/wiki/File:Aristotle_Altemps_Inv8575.jpg
Engine – http://en.wikipedia.org/wiki/File:Mercedes_V6_DTM_Rennmotor_1996.png
Social organization – http://www.sg.ethz.ch/research/topics/social-se/
Six Influence Flows – http://eulerpartners.com/influence-flows/
Harold Jarche – http://internettimealliance.com/wp/profiles/team/harold-jarche/
Alex Pentland – http://en.wikipedia.org/wiki/File:Alex_Pentland,_MIT_%283238517166%29.jpg
Bill Gates – http://upload.wikimedia.org/wikipedia/commons/4/4a/BillGates2012.jpg
Hegel – http://en.wikipedia.org/wiki/File:Hegel.jpg
W. Edwards Deming – Photo courtesy of The W. Edwards Deming Institute® http://www.deming.org/theman/photogallery
Stowe Boyd – http://stoweboyd.com/about
Dave Gray – http://www.davegrayinfo.com/
Jon Husband – http://secure.flickr.com/photos/kk/97978332 by kris krüg
Lee Bryant – http://plus.google.com/u/1/+LeeBryantPostshift/about
Anne McCrossan – http://twitter.com/Annemcx
Peter Drucker – http://commons.wikimedia.org/wiki/File:Drucker5789.jpg
Mahatma Gandhi – http://commons.wikimedia.org/wiki/File:Gandhi_smiling.jpg