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Rescooped by Deb Nystrom, REVELN from Talent and Performance Development!

What Can Swarms Teach Us About Teams and High Performance?

What Can Swarms Teach Us About Teams and High Performance? | Agile Learning |

"Do you want your organization to behave in a more collaborative way? For better results, try taking some cues from nature."

The notion of “swarming” to assemble a cross-functional or cross-departmental team, could be considered a key factor in an organization’s ability to develop and thrive.

Gartner described a work swarm as a “flurry of collective activity” to deal with non-routine workplace problems or opportunities. Without this option, organizations can fall short in their quest to respond to stressors (or opportunities) in quickly changing internal and external environments.

....Building a pipeline of talent is imperative with swarming – but this should be developed in a manner that is meaningful. Mapping the skills and strengths of potential team players within relevant industries, becomes a critical goal.

Furthermore, teaming applications (like Jostle), can also help document the evolving skill sets of potential contributors.

Related posts by Deb:


 3 Success Factors for High Performance Teams, and What Gets In the Way


Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!


Agile Leader Learning for Sustainable Change: Steps through Sharp Rocks


Co-Creation in Theory U: Leading from the Future as it Emerges & the Road to Commitment

Deb Nystrom, REVELN's insight:

Agile Learning include teams including flexible, adaptable conditions, vs. more rigid hierarchies, that allow teams to develop.  ~  D

Deb Nystrom, REVELN's curator insight, August 22, 2013 9:47 AM

If you want to jump start an exploration of swarming, look at large group methods  that are swarm friendly, including Open Space Technology - photos here.

Also, this article reminds me of the Membership, Control, Goal simple model that helps create movement & synergy in a team.

I'm encouraged by organizations looking seriously into swarming support and creating more  permeable boundaries around formerly rigid roles.   ~  Deb

Deb Nystrom, REVELN's curator insight, November 7, 2013 11:07 AM

A post that gathered interest  right away on the Talent and Performance Development curation stream.  Note the key aspect, "non-routine" workplace problems or opportunities. "

Don't we all have these?  Are we ready to respond to non-standard events, "anti-fragile?"

From  Talent and Performance Development, which also features recent articles on performance metrics and management (reinvention.)

~  Deb 

Scooped by Deb Nystrom, REVELN!

HR is ripe for social disruption. Peer sharing & learning within HR structures to support innovative organizations

HR is ripe for social disruption.  Peer sharing & learning within HR structures to support innovative organizations | Agile Learning |

Is it finally Time for Social HR? What's out there that uses social systems to revitalize how people are recruited and learn, grow and develop within organizations?

If organizations tend to be hidebound against change, Human Resources (HR) is even more so, in spite of the trendy strategic HR spin of the early 2000's . Consider HR's roots, which persists: labor relations, compensation, employment/personnel and the number of lawyers on staff.

Here's some fresh thinking about injecting social into HR systems.

Excerpted, adapted:

Knowledge Sharing: Forget the idea of databases acting as “repositories” of knowledge, internal social networks can capture employees work activity as social intranets – and team members can follow what others are doing on their activity streams. Newer tools like Opzi and MindQuilt can also emerge as a enterprise version of Quora, the popular Q&A site.

Recruitment:  HR has been quick to leverage social media to “Broadcast” vacancies. The next level would be actively creating and nurturing communities of practice shaped around skills where hiring managers can gauge level of skills of people and also develop them (Disclaimer: The author works with BraveNewTalent, a platform that helps organizations do that)

HR policies: Using a social tool which leverages crowdsourcing ideas from employees can help HR in co-creating processes and policies – and raise acceptability when they are finally rolled out. Dell’s EmployeeStorm is a great example by which employees give ideas on everything in the company.

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