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How Target's CEO Inspires Teamwork At A Massive Scale

How Target's CEO Inspires Teamwork At A Massive Scale | Collaboration | Scoop.it

Lydia Dishman has written a very interesting article in the Fast Company series - Innovation agents - about collaboration in Target's 365,000-strong workforce. Interview with CEO Gregg Steinhafel. 

 

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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 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 15, 11:58 PM

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

Jacob M Engel's curator insight, September 16, 5:25 AM

Very insightful and a must read for all change agents.

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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, 6:14 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, 2:25 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. 

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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 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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Invest in Your Network and Your Network Will Invest in You

Invest in Your Network and Your Network Will Invest in You | Collaboration | Scoop.it

More than ever, your network is the most valuable asset you have. So then why has “networking” become a dirty word? Why do we envision sleazy conference goers or slick salesmen when we think of networking?


In this 99U talk, hacker and author Joshua Klein shares how technology and growing “black markets” are optimizing our world for relationships. But building authentic relationships takes work. As a result, we need to be generous with our talents and time and invest in those around us (and then they’ll invest in us). 


Kenneth Mikkelsen's insight:

Networking in an authentic way requires guts, time, and, well, being human.

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Stakeholder Mapping for Collaboration

Stakeholder Mapping for Collaboration | Collaboration | Scoop.it

Collaboration is an important factor for successful innovation and change. Indeed, collaboration is an imperative for most organizations today, including any organization undergoing change. Innovation requires collaboration between individuals, as well as systemic forms of collaboration that span silos, networks and surprising connections. And yet collaboration cannot be mandated. Collaboration just doesn’t work like that.



Kenneth Mikkelsen's insight:

Current stakeholder mapping tools do not include the diversity needed for collaboration. Try an alternative stakeholder map that gives everyone a role.

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Claude Emond's comment, July 14, 6:13 AM
Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. The model you found, Kenneth is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them. Thanks a lot :)
Claude Emond's curator insight, July 14, 6:20 AM

Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. This model is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them.

Frank J. Papotto, Ph.D.'s curator insight, July 15, 10:36 AM

Collaboration is an organizational necessity; effective organizations excel at and continuously strive to improve it

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Learning Collaboration from Tiki-Taka Soccer

Learning Collaboration from Tiki-Taka Soccer | Collaboration | Scoop.it

Companies that want to survive in today’s fiercely competitive economy must continuously strive to stay a step ahead of rivals.  They cannot do this by using only the resources of their leaders; they must harness all the collective intelligence that surrounds them.


Kenneth Mikkelsen's insight:

Business can learn five lessons about using swarm intelligence from soccer teams using the tiki-taka style.

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The Paying-It-Forward Payoff

The Paying-It-Forward Payoff | Collaboration | Scoop.it

You scratch my back, and I’ll scratch yours. But if you scratch my back, am I any more likely to scratch someone else’s?

Most of us are familiar with direct reciprocity – the idea that people respond to kind actions directed toward them with other kind actions. But generalized reciprocity — “you help me and I help someone else” can be a bit trickier to measure. New research, however, shows that it might be possible for companies to encourage such generosity among employees.


Kenneth Mikkelsen's insight:

Uncovering what drives a culture of collaboration….A fine blog post by Gretchen Gavett. 


Follow her on Twitter: @gretchenmarg.

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The Collaboration Paradox: Why Working Together Often Yields Weaker Results

The Collaboration Paradox: Why Working Together Often Yields Weaker Results | Collaboration | Scoop.it

Paul McCartney and John Lennon were not psychologists. But their approach to collaboration highlights many of the recommendations experts are now offering organizations for making groups more effective.


McCartney excelled at melody, Lennon at lyrics. His songs were uplifting, Lennon’s had an edge. McCartney was left-handed and, importantly, Lennon was not. Playing together, they each benefited from seeing a song’s chord progression reflected back at them, making it easier to improvise notes that fit the scale.


The lesson: Collaborations are most effective when teammates complement rather than replicate one another’s abilities. Skill duplication leads to power struggles.

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The Chaos of Change: 3 Keys to Leading Through Transitions

The Chaos of Change: 3 Keys to Leading Through Transitions | Collaboration | Scoop.it

We all know managing change is never easy, but you can do a better job of leading during transitions by tapping the strengths of the existing culture.

Kenneth Mikkelsen's insight:

In their article, Aguirre and Alpern offer 10 guiding principles to help leaders overcome these obstacles. Here are three of them:


1. Leverage the strengths of the existing culture.

2. Involve every layer of the organization.

3. Find the informal leaders.

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The Seven Habits of Highly Effective Digital Enterprises

The Seven Habits of Highly Effective Digital Enterprises | Collaboration | Scoop.it

To stay competitive, companies must stop experimenting with digital and commit to transforming themselves into full digital businesses. Here are seven habits that successful digital enterprises share. 

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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 15, 11:35 PM

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, 2:57 AM

cash for laptops, sell laptops

Stephen Dale's curator insight, September 10, 3:29 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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Avoiding The Digital Dustbin: 4 Ways Collaborative Workspace Drives Innovation

Avoiding The Digital Dustbin: 4 Ways Collaborative Workspace Drives Innovation | Collaboration | Scoop.it

Collaborative workspace has become a crucial spur for innovative thinking and competitive agility. Research from Steelcase confirms 4 innovation drivers that can prevent your company from landing in the digital dustbin.

Kenneth Mikkelsen's insight:

Great blog post by Sarah Miller Caldicott. 


I recommend that you follow Sarah on Twitter here: @SarahCaldicott

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Collaborative Leadership

Collaborative Leadership | Collaboration | Scoop.it

Managing to Collaborate by Chris Huxham and Siv Vangen pulls out six themes that a reflective practitioner managing collaboration needs to be aware of that exist in any collaborative space.


Via David Hain
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David Hain's curator insight, July 16, 11:19 PM

One man's journey towards collaborative leadership.  Useful contribution from Ron Milam.

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How to Avoid Collaboration Fatigue

How to Avoid Collaboration Fatigue | Collaboration | Scoop.it

Collaboration just feels right — like a big hug or a warm puppy.

But collaboration also has an overlooked dark side. 


Picture this: A complex issue is identified. A diverse, cross-functional team is assembled to solve it. Key stakeholders are gathered. Information is collected. Options are debated. Approval is sought. And then… nothing happens. So more information is gathered. More stakeholders are invited. More conference calls are logged. More debate ensues. More approval is sought. Round and round the project goes — when, where, and how somebody will decide, nobody knows.


Kenneth Mikkelsen's insight:

Advise from article: Define the purpose and designate the final decision maker before a project starts.

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Stephen Dale's curator insight, July 15, 4:17 AM

In order to avoid multiple iterations for consultation and collaboration, be clear from the start on two critical points:

 

What is the project’s purpose? 

Who will make the decision?

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Structuring a New Collaborative Culture

Structuring a New Collaborative Culture | Collaboration | Scoop.it

Collaboration is crucial in creative ventures, yet building a culture that allows it to flourish can be tricky - particularly in traditional, hierarchically minded organizations. But with a little tweaking, any space has the potential to become a hotbed of connected thinking. 

Kenneth Mikkelsen's insight:

As Rosie Manning learned recently, true collaboration thrives in an environment built on trust, openness, and flexibility.

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Ivon Prefontaine's curator insight, July 4, 9:50 AM

The idea that we remove assumptions proposes communicating: talking and listening.

Rescooped by Kenneth Mikkelsen from The future of work and collaboration
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Culture as Competitive Advantage


Via Valerie Bauwens
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5 People Who Destroy Your Culture

5 People Who Destroy Your Culture | Collaboration | Scoop.it

Keeping around any employee who is a bad culture fit can destroy your team's working environment. If people think bad or counterproductive behavior is acceptable they will imprint on this and either start acting badly themselves or want to leave the company to work in a more positive environment.

Here are some of the typical types of people who can hurt your culture:


1. The Jerk

2.  The Whiner

3. Credit Taker

4. Charming Do Nothing

5. Loyalty Monger


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A Fragmented Corporate Culture is the Villain of the Piece

A Fragmented Corporate Culture is the Villain of the Piece | Collaboration | Scoop.it

The truth remains that really breaking down silos is very hard; particularly at companies as large and rich in deeply entrenched traditions.


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Push Hierarchy? Pull Hierarchy? Holacracy? Holarchy? Heterarchy? Wirearchy?

Push Hierarchy? Pull Hierarchy? Holacracy? Holarchy? Heterarchy? Wirearchy? | Collaboration | Scoop.it

How will a competitive and efficient organization look like in the future? In this excellent blog post, Jon Husband provides an overview of emerging trends.  


Which one will be most effective will depend upon how an organization wants to respond to the fundamental issues of flexibility, agility, responsiveness, execution and forward stability.


Kenneth Mikkelsen's insight:

I recommend that you follow Jon's blog. You'll find it here: Wirearchy.


Follow Jon on Twitter here: @jonhusband


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Michael Binzer's curator insight, June 6, 2:19 AM

Valuable insights, Kenneth. Hierarchy is a matter of finding the right solution at the right time and the right culture under the right circumstances