It is not the corporation that is in the center, but the intentions and choices of individuals.â€Š
An organization is metaphorically still a picture of walls defining who is inside and who is outside a particular box. Who is included and who is excluded. Who â€œweâ€ are and who â€œtheyâ€ are.
As a result, organizational design created two things: the process chart and reporting lines, the hierarchy.
The factory logic of mass production forced people to come to where the machines were
In knowledge work, the machines are where the people are
Our present system of industrial management creates systemic inefficiency in knowledge-based work. The approach that managers do the coordination for the workers is just too slow and too costly in the low transaction cost environments we live in today.
The big opportunity is in new relational forms that donâ€™t mimic the governance models of industrial firms.
Rather than thinking of organization as an imposed structure, plan or design, organization arises from the interactions of interdependent individuals who need to come together.
The focus of industrial management was on division of labor and the design of vertical/horizontal communication channels. The focus should now be on cooperation and emergent interaction based on transparency, interdependence and responsiveness.
Traditional management thinking sets employee goals and business goals against each other. The manager is free to choose the goals, but the employee is only free to follow the given goals. We need a new agenda connecting people and businesses!
It is about loose couplings and modularity, about interdependent people and interdependent tasks.
We try to model the world as predictable processes based on knowing how things are and how they will be. We want to be certain, and we think we are.
“Here is the slideset I will be using to briefly describe 10 ways to use an ESN for Social Learning and the new roles required to support this type of learning. Beneath it you will find some notes of each of these 10 ways.”
â€“ that is through Social Collaboration where team members learn with and from one another by simply working together â€“ underpinned by social tools.
cross-organizational teams â€“ sometimes referred to as Communities of Practice â€“ can learn from one another as they work together, and these types of communities can be easily hosted within an ESN
One specific type of community that Iâ€™m now seeing being set up on an ESN is the Onboarding Community. The
Another way of using the ESN is to enable social mentoring. This is different from formal mentoring (which is organized top-down by L&D); it involves is a much more informal approach that supports individuals to find their own mentors in the organisation for short- and long-term projects.
, itâ€™s about thinking SOCIAL first, and designing activities that promote sharing and collaboration between the participants.
a Learning Challenge (or Campaign) â€“ where a series of activities are offered over a defined period of time â€“ perhaps in conjunction with some short resources.
host drip-feed training. In other words rather than build a large package of content, deliver a continuous and regular flow of micro activities or resources
The ESN is also a very useful tool to support modern social classroom training. By that I mean one that does not focus on broadcast training but a social and collaborative environment where discussion and working together are at the forefront.
In a similar way the ESN might be used to support a live event.
this use of the ESN could be extended or broadened further â€“ to create a Learning Network â€“ where L&Dâ€™s role would be to coordinate a series of social online events and activities â€“ a bit like an online version of Lunch â€˜nâ€ Learns.
“That maxim, it seems, also applies to IBMâ€™s annual performance reviewâ€”a 10-year-old system called Personal Business Commitments. The program will be replaced with a brand new approach this week, one that gives more opportunity to shift employee goals throughout the year and includes more frequent feedback.”
“Service design is concerned with the design of services and making them better suit the needs of the serviceâ€™s users and customers. It examines all activities, infrastructure, communication, people, and material components involved in the service to improve both quality of service and interactions between the provider of the service and its customers.”
“How are enterprises doing with Digital Transformation today, what are they focusing on, and where do they see opportunities? Time to write up a status of Digital Transformation and examineâ€”where are we today and what can we expect in the near future?”
With 35% in 2018 (and 50% in 2020), IT budgets will shift onto the creation of new digital revenue streams. This will have a huge impact on HR, since access to talent at the right moment and place becomes a big differentiator.
Interactive exploration of Big Data analytics becomes the foundation of Digital Transformation.
The growth engine of Digital Transformation will be the Internet of Things (IoT).
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