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Massive-scale online collaboration

Massive-scale online collaboration | Collaboration | Scoop.it

After re-purposing a computer challenge-response test so that each human-typed response helps digitise books, Luis von Ahn wondered how else to use small contributions by many on the Internet for the greater good.

 

His ambitious new project, Duolingo, will help millions learn a new language while translating the Web quickly and accurately – all for free.

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Collaboration
Usable knowledge to lead and support successful collaboration.
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Scooped by Kenneth Mikkelsen
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About Collaboration

About Collaboration | Collaboration | Scoop.it


                                                 ★★★★★


I believe that knowledge is everything. Knowledge is ideas. Knowledge is power. Knowledge is hope. 

But only if it is shared and applied.


That is why I created Collaboration on Scoop.it. My personal aim is to provide you with stories you can learn and grow from. The kind of stories that provokes personal reflection and constructive action. 

I'm co-founder of Future Associates, a consultancy that helps visionary companies identify and tackle the big shifts in the world by cultivating the skills, mindsets, and organizational cultures needed to succeed in times of change.


You're welcome to connect via: 

 

LinkedIn: www.linkedin.com/in/kennethmikkelsen

Google+: https://plus.google.com/+KennethMikkelsen

Twitter: www.twitter.com/LeadershipABC

 

I hope you'll be inspired.

 

Enjoy!

 

Kenneth

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The Synchronized Organization

The Synchronized Organization | Collaboration | Scoop.it

We can no longer rely on hierarchies. The problem is not that they have suddenly become illegitimate, but that they are slow and the world has become fast. It is no longer enough to merely plan and direct action, today we must inspire and empower movements of belief.

Kenneth Mikkelsen's insight:

Research into network science has begun to shed light on how synchronization happens and how we can make our enterprises function more effectively.


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Geemik Maria Açucena Da Silva's curator insight, December 9, 4:00 AM

3So in addition to the role in formulating strategy and optimizing financial performance, managers must also seek to create synchronized organizations to carry out strategic intent. That requires a focus on small groups, loosely connected but united by a shared context.3

David Hain's curator insight, December 11, 7:03 AM

Synchronisation (addressing dysfunction) requires a focus on small groups, loosely connected but united by a shared context.

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The Tactics of Collaboration

The Tactics of Collaboration | Collaboration | Scoop.it

Understanding the tactics of collaboration can help make the unique value of working well together real. It’s important because the whole—all of us, humanity—can be greater than the sum of our parts. We often discuss collaboration in terms of its relationship to competition; competition, at its best, can make each part more valuable and more effective, but collaboration adds value to the whole by focusing on how the parts work together.


Kenneth Mikkelsen's insight:

Moving beyond platitude and exploring how to operationalize collaboration.

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Building a Storytelling Culture

Building a Storytelling Culture | Collaboration | Scoop.it

A vibrant storytelling culture means the difference between whether your organization has a living, breathing portfolio of different stories, from different perspectives, that share its impact—or just a single, somewhat stagnant story. It’s the difference between having one person in the organization dedicated to storytelling (whether that’s the CEO, development director, or head of communications) and everyone in the organization having compelling stories at their fingertips. And for many organizations, it’s the difference between investing in telling the organization’s story in a more compelling way—or not investing.



Via Vicki Kossoff @ The Learning Factor
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Dheeraj Gulia's comment, December 2, 4:12 AM
http://tinyurl.com/m9f7tkw
Michael Williams StoryCoaching's curator insight, December 5, 6:56 AM

A storytelling culture creates a healthy organisation. Julie Dixon's work is well-researched and useful to anyone working to improve organisational health.

Birgit Plange's curator insight, December 5, 7:49 AM

…and we are paid storytellers. We need testimonials, good AND short ones. Thats what people remember most. and an one very important point how my husband and I build our business.

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Social Business Is Dead . . .

Social Business Is Dead . . . | Collaboration | Scoop.it

Social media has changed business practice dramatically — but now the very nature of social business is itself transforming.

Kenneth Mikkelsen's insight:

Today, being effective at social business is requiring greater sophistication across multiple digital domains. Companies must have the talent necessary to make sense of the data generated by social platforms and the operational infrastructure in place to respond quickly to real-time events.


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Technology isn’t working

Technology isn’t working | Collaboration | Scoop.it

The digital revolution has yet to fulfill its promise of higher productivity and better jobs. 


This report from The Economist states that new technology haven't boosted productivity (apart from a brief period between 1996 and 2004). This is known as the Solow paradox.

Kenneth Mikkelsen's insight:

Until governments solve that problem, the productivity effects of this technological revolution will remain disappointing. The impact on workers, by contrast, is already blindingly clear.


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Gary Bamford's curator insight, October 27, 2:48 AM

Are we hitting the limits?

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How to Build a Culture of Givers: 4 Tips

How to Build a Culture of Givers: 4 Tips | Collaboration | Scoop.it

Nice guys don't have to finish last in your company. But it means you need to bake generosity into your culture. Wharton B-school professor Adam Grant explains how.

Kenneth Mikkelsen's insight:

Below are four tips from Grant for building a culture of givers: 

1. Get the right people on the bus

2. Redefine giving

3. Change your reward system 

4. Build a culture of help-seeking


Other resources related to Adam's great work:  



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David Hain's curator insight, October 17, 2:27 AM

Are you a giver, a matcher or a taker? Companies need more givers at the top, because the fish always rots from the head!

John Michel's curator insight, October 25, 9:20 AM

Givers are the kinds of people who will go out of their way to help others with no strings attached. This is in comparison to matchers--those who believe in an eye for an eye--and takers--people who are always trying to get as much as they can out of others. 

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Culture Feasts on Innovation: Here's What you Can Do About It

You can have the best talent, best ideas, best processes, abundance of cash.  If your culture does not align, being successful with innovating starts looking as if it’s a matter of luck.

Kenneth Mikkelsen's insight:

A fine Slideshare presentation by Reuven Gorsht. 

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Gary Bamford's curator insight, October 14, 2:58 AM

Love the 5-monkeys slides - make sure you view them ;) 

Ian Berry's curator insight, October 14, 11:26 PM

I have a different view I believe innovation feasts on culture as much as the vice-versa

The Governance Advisory Practice's curator insight, October 15, 4:57 AM

You can have the best talent, best ideas, best processes, abundance of cash.  If your culture does not align, being successful with innovating starts looking as if it’s a matter of luck.

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4 Keys To A Corporate Culture That Drives Customer And Organizational Success

4 Keys To A Corporate Culture That Drives Customer And Organizational Success | Collaboration | Scoop.it

An intentionally created corporate culture is the only advantage in business that can't be imitated. Here's why this is true–and how to build a powerful company culture for yourself, in four or so steps.

Kenneth Mikkelsen's insight:

Why is a strong corporate culture so hard to copy? In some cases, it’s a lack of knowledge. But the knowledge needed is hardly top secret. So what really protects a company culture from knockoff artists? The answer is your competitors’ entirely predictable inability to focus beyond the short term.

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Technology and the Responsive Organization

How does organizations reshape themselves around technology in order to become responsive organizations?

Presentation by Aaron Dignan. 


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Hacking company culture with Mike Rother

Video with Mike Rother, author of Toyota Kata and co-author of Learning to See, at Lean Summit 2012.

Kenneth Mikkelsen's insight:

Mike states that mindset drives the culture and mindset is physiological. If you set a mindset where people are more comfortable with uncertainty, you will develop their thinking agility, hence the organization’s.


HT to Cecil Dijoux for finding this video. Follow Cecil on Twitter here: @cecildjx.

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David Hain's curator insight, September 16, 2:35 AM

Work on the mindset!

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Why Collaboration Often Fails

Why Collaboration Often Fails | Collaboration | Scoop.it

Collaboration is an important part of everyday work life. Yet it surprisingly doesn't always result in the best quality work.

Kenneth Mikkelsen's insight:

What's wrong with collaboration? Here are just a few issues you might run into when members of a team put their heads together.

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howtoselllaptop's curator insight, September 8, 5:57 AM

cash for laptops, sell laptops

Stephen Dale's curator insight, September 10, 6:29 AM

Some useful tips to encourage better collaboration. Encouraging to note that the author recommends "alone time", i.e.time to reflect, learn and prepare. Managers need to recognise that not all of the best work is done in teams and through collaboration. Personal knowledge development is so often overlooked. 

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Adoption strategies for building a collaborative culture

Adoption strategies for building a collaborative culture | Collaboration | Scoop.it

You’ve been given the job of making things happen in your collaboration initiative – driving adoption and putting in place the practical strategies to ensure that the initiative is a success. So what next? Where should you be investing your time to maximise your chances of success in the shortest time possible?

Kenneth Mikkelsen's insight:

Best practice tips to help you shape and focus your adoption strategy – both from a practical, business change-oriented viewpoint, and also from a technology deployment-focused viewpoint – with real world examples drawn from case study research.

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Sharing is Our Competitive Advantage

Sharing is Our Competitive Advantage | Collaboration | Scoop.it

What made Homo sapiens different from the Neanderthals was most likely our social abilities and behaviors, how we behave as a collective. As a human species we have always been very focused on communicating and transferring knowledge. Not only from one person to another, but also parent to child. This way, the next generation can build further on the collective knowledge of the previous generation.



Via David Hain
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David Hain's curator insight, December 12, 2:07 AM

Our ability to share and collaborate has stood humans apart for millennia - now we need to up the game again!

Miguel Herrera E.'s curator insight, December 13, 8:44 AM

Lo Importante la transmisión de las  habilidades sociales y la comunicación y transferencia del conocimiento.

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What’s Lost When Experts Retire

What’s Lost When Experts Retire | Collaboration | Scoop.it

Across the globe, there is a tsunami of Baby Boomer retirements. This is good news for them and for the younger colleagues who will take their place. But what does this mean in terms of losing business-critical, experience-based knowledge — what we call deep smarts? One organization reported that the next anticipated wave of almost 700 retirements would mean the loss of over 27,000 years of experience.


Kenneth Mikkelsen's insight:

Managers often don’t know what they have lost until after the expert leaves — and by then, it may be difficult to recover.


Typically companies experience critical losses in four areas: relationships, reputation, re-work and regeneration.


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The Culture Deck

The Culture Deck | Collaboration | Scoop.it

This essay links to most of the best research on culture.


Skim it quickly to get a sense of what’s here (5-7 min). At the end, there’s a reference section linking to key content, so you don’t have to hunt for it. When you have more time, read it from top to bottom (20 min ).


David Siegel also shows how to generate a culture score for your company and work to improve it. Finally, by clicking on embedded links and reading suggested books, it becomes a full 3-6 month course on culture that  will help lead companies to create this important role.


Don’t think of this as a long post — think of it as a short e-book.


Kenneth Mikkelsen's insight:

One word: Excellence! A goldmine of resources on organizational culture. 


You can follow David Siegel on Twitter here: @PullNews


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Corinne Chauffrut Werner 's curator insight, November 28, 2:27 AM

A lire

 

Paul O'Dwyer's curator insight, November 29, 7:41 PM

The best research on culture.  Create a cultural score for your company to start improving it...

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Networks are the Key to Accelerate Change

Networks are the Key to Accelerate Change | Collaboration | Scoop.it

In Kotter’s new book, Accelerate, he points to the use of networks as the true accelerator behind organizational transformation. He recognizes the strategic agility and speed that activated networks play in creating swift and lasting change.



Via HR Trend Institute
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Harnessing the Power of Networks for Social Impact

Harnessing the Power of Networks for Social Impact | Collaboration | Scoop.it

Successful networks are designed - they don’t just happen. Knowing a network’s essential design issues - and how to make and when to change design choices - is a crucial part of the practice of building effective social-impact networks.

Kenneth Mikkelsen's insight:

Eight design issues that should be addressed during start-up or readdressed during any time of significant transition or trouble in a network’s life:


  1. Purpose: what is the network’s reason for being?

  2. Membership: who is eligible to become a member, what are the membership requirements, and how many members will there be?

  3. Value Propositions: what will be the benefits of membership— for individuals and collectively?

  4. Coordination, Facilitation, and Communication: how will network members link and work with each other? 

  5. Resources: what is the network’s funding model?

  6. Governance: who decides what the network will do, and how do 
they decide?

  7. Assessment: how will the network monitor its condition and 
performance? 

  8. Operating Principles: what rules will guide the network’s culture?


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Principles of Agility

Dave Gray explains how companies can become more connected and effective at delivering better experiences.



Kenneth Mikkelsen's insight:

The content in this presentation will be included in a new book by Dave. Meanwhile, you can follow Dave on Twitter here: @davegray.


I also strongly encourage you to read Dave and Thomas Vander Val's latest book, The Connected Company

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David Hain's curator insight, October 20, 2:48 AM

What's The Connected Company all about? Find out here.

Karine Mangion's curator insight, October 20, 6:09 AM

Applying Agile principles to academia, a possible way-forward in a fast changing and competitive environment. 

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Decentralized Firms are More Recession-Proof

Decentralized Firms are More Recession-Proof | Collaboration | Scoop.it

The worldwide “Great Recession,” which got into full swing in 2008 after Lehman’s collapse, sparked heated debate over which organizational structures are best in helping companies weather severe economic crises.


Should several local managers have the ability to make important decisions, or should just a few top executives make the aggressive and challenging choices, over layoffs and cost-cutting, that often accompany bad economic times?


Kenneth Mikkelsen's insight:

Bloom’s paper, coauthored with Philippe Aghion of Harvard University, Raffaella Sadun of Harvard Business School, and John Van Reenen of the Centre for Economic Performance at London School of Economics, examined company performance just before and during the Great Recession and found that firms that decentralized their decision making had lower falls in their sales and faster increases in their productivity than those with a centralized structure.

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9 Steps To Corporate Culture-Change

9 Steps To Corporate Culture-Change | Collaboration | Scoop.it

Here’s a cultural change checklist for leaders: a quick list of what is required if you want to guide your company culture to a high and sustainable level of customer-centricity and customer experience excellence.


Kenneth Mikkelsen's insight:

It's a fine list, but I miss the starting point for creating a sustainable corporate culture: A company's purpose. Start by defining WHY your company exists. 


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Stephen Dale's curator insight, September 29, 5:30 AM

An informed list, but sadly I wonder how many corporates do all of this - especially no 9.

 

Reading time: 6 mins

Jacob M Engel's curator insight, October 1, 6:49 AM

Always ask the why! 

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The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company

In his book, Creativity, Inc., Ed Catmull shares his experience as a manager of Pixar, one of the world’s most famous creative animation studios. More than that, Ed offers a number of starting points to help those that wish to work in an environment that fosters creativity and problem solving, to create it.

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How to Bring Sustainable Change to Your Organizational Culture

How to Bring Sustainable Change to Your Organizational Culture | Collaboration | Scoop.it

The reality is that true culture change is hard and it requires sustained effort to have any chance of success.


Most efforts will fail and will not include work that covers the four insights about how cultures evolve. It’s typically due to broad-based action versus initial focus on a specific business priority, challenge, or goal in order to deliver results.

Kenneth Mikkelsen's insight:

Culture is a hot topic and it’s all over the popular press whether it’s guidance on “creating” a great culture orcoverage of the latest culture crisis. Unfortunately there’s a massive gap between the 86% of executives that think culture is critical to business success and the 51% of employees that think their “culture needs a major overhaul“ (Strategy& global assessment). This gap is further supported by the 13% of employees that are engaged (Gallup) and the 30% of employees that identify with their organization’s purpose (Deloitte).

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Authentis Formations's curator insight, September 16, 2:58 AM

Mettre en place ou faire évoluer une culture d'entreprise n'est pas si simple...

Jacob M Engel's curator insight, September 16, 8:25 AM

Very insightful and a must read for all change agents.

The Governance Advisory Practice's curator insight, October 15, 4:58 AM

The reality is that true culture change is hard and it requires sustained effort to have any chance of success.


Most efforts will fail and will not include work that covers the four insights about how cultures evolve. It’s typically due to broad-based action versus initial focus on a specific business priority, challenge, or goal in order to deliver results.

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Why Social Media Will Fundamentally Change Business

Why Social Media Will Fundamentally Change Business | Collaboration | Scoop.it

Social media is still new enough that many executives wonder what, if any, long-lasting impact it will have on how business is conducted. Is it worth jumping on the bandwagon? Or conversely, is it wiser not to jump, but to wait until there’s greater clarity on whether social is here to stay?


Both these questions have a one-word answer.


Jump.


Kenneth Mikkelsen's insight:

Social media technologies may be particularly disruptive for business, because they undermine some of the key reasons why companies survive or thrive. One of the key competitive resources for modern organizations is knowledge, and knowledge integration — the ability to combine, exchange and integrate the diverse knowledge of its employees — is a key function in any firm. Getting people to coordinate knowledge and cooperate on a common task is inherently difficult, and the firm has been the best mechanism for enabling the type of collaboration essential to create, store and apply valuable knowledge.

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antonio velardo's curator insight, September 9, 9:14 AM

You can wait around to see how social media is evolving business or you can realize that it is and decide to jump in and help mold how it affects your business specifically. 

Stephen Dale's curator insight, September 15, 5:25 AM

I'm not sure I entirely agree with the author in saying that social, media is still relatively new. In these fast-moving times, something that has been around for over 10 years should hardly be considered new. However, the author correctly states that Social media technologies are (still) particularly disruptive for business, and that managers are (still) largely distrustful of technologies that might encourage non-work related activities. For the more informed and forward-thinking oorganizations there is the realisation that social media is the conduit that will encourage knowledge, sharing and knowledge integration. They will ultimately be the survivors in this game. 

The Governance Advisory Practice's curator insight, October 15, 4:58 AM

Social media is still new enough that many executives wonder what, if any, long-lasting impact it will have on how business is conducted. Is it worth jumping on the bandwagon? Or conversely, is it wiser not to jump, but to wait until there’s greater clarity on whether social is here to stay?


Both these questions have a one-word answer.

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Shaping a Successful Culture? You Start With Purposeful Leadership

Shaping a Successful Culture? You Start With Purposeful Leadership | Collaboration | Scoop.it

Culture is a powerful force and culture-shaping efforts fail for many key reasons. But what makes them succeed? What makes some culture-change efforts successful where others become simply another “flavor of the week” training session that never translates into real change?

Kenneth Mikkelsen's insight:

To be personally engaged in leading culture change, the CEO must:

  • Work on leadership behaviors that they need to shift in themselves and then show up differently to the organization;
  • Lead his or her senior team through culture-shaping sessions and activities before any other teams take part;
  • Take ownership of the work on defining the desired and needed culture and clarifying the organization’s purpose
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The Governance Advisory Practice's curator insight, October 15, 4:59 AM

Culture is a powerful force and culture-shaping efforts fail for many key reasons. But what makes them succeed? What makes some culture-change efforts successful where others become simply another “flavor of the week” training session that never translates into real change?

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The Innovation Steering Committee as a Guiding Coalition to Change Culture

The Innovation Steering Committee as a Guiding Coalition to Change Culture | Collaboration | Scoop.it

Today, meetings consume close to 40-50% of executive time. That’s 100 days per year! By some measures 80% of meeting time could be better invested in closing business, developing talent, recruiting new customers, conceiving new products or improving operations – just about anything other than gathering for another conversation without productive outcomes.

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