The goal of an organization SHOULDN’T be to become a learning organization, agile, or responsive. those are in process, they are reactions to change. The real goal should be to become an “unsurprisable” organization. An unsurprisable organization sees disruption before it hits and moves quickly to prepare… by learning and learning fast of course. And this […]
Design an Unsurprisable Organization Read More »
There are still concerns by leadership that internal social networking tools are used exclusively or mostly for casual exchanges about pets, humor, and vacations – the frivolous. The cry is that it’s a waste of time. I’ve argued it’s not. These are actually healthy signs of relationships between people that can foster good working relationships or
At the end of each day, ask employees to simply share their answers to 3 questions where others can see. For example, if in a shared document or a wiki or even better, an enterprise-wide social tool – where people can easily respond in short-form text and others can peruse their response and comment/ ask questions.
Supporting Remote Worker Learning – The Conversational Way Read More »
Dan Pink in his 2009 book Drive: The Surprising Truth About What Motivates Us stated that Motivation is a result of three elements. It’s when people have Autonomy, are gaining Mastery, and have a sense of Purpose. You don’t need clever HR initiatives, new CM systems, or fancy mission statement changes to keep employees motivated. What you need is
A Social Organization Is Naturally Motivating Read More »
if it ain’t broke don’t fix it but what got you here won’t get you there either.
Mess With A Good Thing Read More »
