Bookmarks du 02/25/2009

  • Goals are indeed a pull system. Goals come from internal processes. We have individual and shared goals that motivate us to act.
    Goals pull us, we ideally act based on goals. These individual actions are tasks. The tasks we take on are in service of the goals. However, if we don’t actually enjoy what we’re doing in service of these goals or, worse yet, act contrary to our goals €“ we are squandering our lives.

    In a business context, if goals are clear amongst teams and the organization, the work involved in achieving those goals is more likely to be rewarding. We are happier in doing it. And this is a pull process.

    tags: goals, lean, organization, pull, management

    • The push of drive is the artificial force necessary to apply to people to get them to work contrary to their own goals.

      Enter here the concept of friction.  When you apply an external force to an object to get it to move, friction occurs.  The amount of friction is the amount of energy lost in the transfer of momentum from one object to another.  Loss of energy = waste.

      In a pull system, things operate faster by removing friction or constraints.  In a push system, things operate faster by applying more force.

  • Regardless of your specific definition, it is clear that today’s companies need a clear and targeted Enterprise Social Networking strategy. For some companies, it is part of their DNA and has never been formerly defined.

    tags: socialmedia, socialnetworks, strategy

    • It is hard to quantify the value of the community because without the community, there really is no company.  The community today has over 100,000 members with over 12,000 specifically focused to developing and assisting with technical details.  Through the community, there have been over 5 million downloads of the software which has helped to drive more than 5,000 commercial clients using the commercial/fee based edition.
    • Step 1: Define your target audience. 
    • Step 2: Review currently deployed tools and review your strategy with a holistic approach that incorporates existing communication channel
    • Step 3: Deploy, test, and refine. 
    • Step 4: Encourage your employees to adopt « social networking » tools such as LinkedIn, Facebook, and Twitter to get them thinking along the lines of new Web 2.0 communication tools. 
  • No one wants to be anonymous. We all want recognition and appreciation for who we are, and what we do. Most of the surveys say that recognition is what we most crave from our workplace. And, it is the determining factor to why people stay at their job. How can you make sure you are not anonymous at work, how can you stand out amongst all the others? Here are some ideas for you to try:

    tags: recognition, work, workplace, humanresources

  • This is an interesting issue to consider and I’ve come up with my Top 10 Challenges for IT departments around Enterprise 2.0. This is by no means an exhaustive list – it’s just my own perspective after a fascinating day thinking about Enterprise 2.0 in the light of my own experiences.

    tags: enterprise2.0, IT, ITdepartment, CIO, security, costs, ROI, Saas

  • Adopting Team CoPs

    It’s usually the team lead who wants the community
    – so right off the bat we need to know if it’s what the workers want
    – and we need to know how to best structure it so the workers naturally participate

    An idea here for the lead is to put aside control, prescribed structure and convenience of one space, and let the workers suggest community structure/number of communities
    – a bottom-up way to structure a top-down request

    tags: communities, communitiesofpractices, teamcommunities, leadership

    • It is essential the team lead must be active. If they are not, this sends a signal to the workers that the tools don’t have much merit. The team lead must be a role model.
    • Another thing is that if the team lead has appointed a champion, or one has volunteered to facilitate, it’s a very hard job to have influence in a team dynamic.

Posted from Diigo. The rest of my favorite links are here.

Head of People and Operations @Emakina / Ex Directeur Consulting / Au croisement de l'humain, de la technologie et du business / Conférencier / Voyageur compulsif.
Head of People and Operations @Emakina / Ex Directeur Consulting / Au croisement de l'humain, de la technologie et du business / Conférencier / Voyageur compulsif.

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