Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here)
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Collective intelligence needs diversity

Collective intelligence needs diversity | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Collective intelligence emerges not in superficial harmony, but in a space that is grounded in respect for difference. With our openness to collective intelligence we acknowledge that finding solut...
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Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here)
For and about all those people working to build together a sustainable world through collective intelligence and agility. Knowledge to share and collective behaviours to adopt to build and foster a sustainable future for all of us.
«The future is already here – it's just not evenly distributed»
William Gibson, who invented the word «Cyberspace»
Curated by Claude Emond
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The Science of Happiness

The Science of Happiness | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Claude Emond's insight:

Be scientific about your happiness and that of others. Why not! Free edX 8 week course!

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Claude Emond's curator insight, August 9, 11:19 PM

Be scientific about your happiness and that of others. Why not! Free edX 8 week course!

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Managing for Happiness Reveals a New Approach to Employee Engagement

Managing for Happiness Reveals a New Approach to Employee Engagement | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
If a happy worker is a more productive worker, how do you foster an environment that allows employees to have fun and be happy? By managing for happiness.
Claude Emond's insight:

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

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Claude Emond's curator insight, August 9, 8:45 AM

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

Claude Emond's curator insight, August 9, 8:46 AM

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

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Exploring the Project Portfolio Manager's Role: Between a Data Manager and a Strategic Advisor

Claude Emond's insight:

Where do you stand as a project portfolio manager/coordinator and where should you stand? Nice research paper and you can download it for free

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Claude Emond's curator insight, August 2, 8:36 PM

Where do you stand as a project portfolio manager/coordinator and where should you stand? Nice research paper and you can download it for free

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Scrum Guide Refresh by Jeff Sutherland Ken Schwaber 

Scrum Guide Refresh by Jeff Sutherland Ken Schwaber  | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
In this video, Jeff Sutherland and Ken Schwaber, creators of the Scrum Framework, discuss the scrum guide refresh including, agile values and scrum insights
Claude Emond's insight:

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start. PDF of the new guide here: http://www.scrumguides.org/docs/scrumguide/v2016/2016-Scrum-Guide-US.pdf ;

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Claude Emond's curator insight, July 20, 8:09 AM

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start.

Claude Emond's curator insight, July 20, 8:09 AM

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start.

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Strategy in a digital age | McKinsey & Company

Strategy in a digital age | McKinsey & Company | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
How to develop corporate and business-unit strategies in a digitally disrupted world.
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Cooperation emerges when groups are small and memories are long, study finds

Cooperation emerges when groups are small and memories are long, study finds | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The tragedy of the commons, a concept described by ecologist Garrett Hardin, paints a grim view of human nature. The theory goes that, if a resource is shared, individuals will act in their own self-interest, but against the interest of the group, by depleting that resource.
Yet examples of cooperation and sharing abound in nature, from human societies down to single-celled bacteria.
In a new paper, published in the journal Scientific Reports, University of Pennsylvania researchers use game theory to demonstrate the complex set of traits that can promote the evolution of cooperation. Their analysis showed that smaller groups in which actors had longer memories of their fellow group members' actions were more likely to evolve cooperative strategies.
The work suggests one possible advantage of the human's powerful memory capacity: it has fed our ability as a society to cooperate.

Via David Hain
Claude Emond's insight:

Great findings. Let's remember what others mean to us and set our organizations to encourage self-organized small cells (holarchies) acting and collaborating together to make the ultimate difference and create lasting value for everybody

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David Hain's curator insight, June 27, 6:02 AM

Fascinating article on how we can cooperate to avoid the tragedy of the commons!

Claude Emond's comment, June 28, 8:49 AM
Great find David. Going to scoop it all over the place. Cheers from Montreal
Claude Emond's curator insight, June 28, 8:57 AM

Great findings. Let's remember what others mean to us and set our organizations to encourage self-organized small cells (holarchies) acting and collaborating together to make the ultimate difference and create lasting value for everybody

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Seth Godin Startup school - FREE on SoundCloud

Click here to edit the content

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Claude Emond's curator insight, June 14, 2:30 AM

This is free on Soundcloud. :)

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Top 20 Best Books on Managing Change | ReadyToManage

Top 20 Best Books on Managing Change | ReadyToManage | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Claude Emond's insight:

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

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Claude Emond's curator insight, May 29, 8:47 AM

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

Claude Emond's curator insight, May 29, 8:48 AM

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

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Part 3 of 3 – WHY UNICORNS EAT DINOSAURS FOR BREAKFAST | AfCE

Part 3 of 3 – WHY UNICORNS EAT DINOSAURS FOR BREAKFAST | AfCE | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
Claude Emond's insight:

Part 3 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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Claude Emond's curator insight, April 28, 7:28 PM

Part 3 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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1 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE

1 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
Claude Emond's insight:

Part 1 of 3. the 2 other parts will also follow in sequence. A story about recreating startups in mature organizations

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WEBINAR - A 3-step agile approach to mobilize, engage and develop high-performing teams

WEBINAR - A 3-step agile approach to mobilize, engage and develop high-performing teams | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Claude Emond's insight:

Webinar will be on May 19, 4 pm EST. You can register here: https://www.brighttalk.com/webcast/13643/203379 ;

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Understanding the limits of hierarchies

Understanding the limits of hierarchies | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Jim Whitehurst shares a valuable lesson he's learned while leading an open organization: The quickest result isn't always the best one.
Claude Emond's insight:

The more you are in a complex business environment (VUCA), the more useless is a hierarchy. Welcome to Jon Husband's networked self-organized wirearchyhttp://wirearchy.com/fr/ :)

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Claude Emond's curator insight, April 8, 9:51 PM

The more you are in a complex business environment (VUCA), the more useless is a hierarchy. Welcome to Jon Husband's networked self-organized wirearchyhttp://wirearchy.com/fr/ :)

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Change This - Leadership Lessons from Poetry and Prose

Change This - Leadership Lessons from Poetry and Prose | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
“The poets and great authors of history have left us a treasury of leadership insights. Why not plumb the wisdom of the masters of literature and other inspirational leaders to discover effective and timeless leadership principles?”
Claude Emond's insight:

«Leadership» is «The Road less Taken» in the long journey of modern organizational poetic evolution

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Claude Emond's curator insight, August 11, 10:22 PM

«Leadership» is «The Road less Taken» in the long journey of modern organizational poetic evolution

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How To Make The Whole Organization Agile - Steve Denning

How To Make The Whole Organization Agile - Steve Denning | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Leadership storytelling inspires the culture shift to Agile
Claude Emond's insight:

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

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Claude Emond's curator insight, August 9, 12:51 PM

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

Claude Emond's curator insight, August 9, 12:51 PM

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

Luis Sequeira's curator insight, August 12, 5:49 AM
Interesting read that spans the major 'agility' mindset change at organizational and individual levels.

Storytelling I agree is a change vehicle to help this needed transition.
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McKinsey Quarterly 2016 Number 2: Digital Strategy 

McKinsey Quarterly 2016 Number 2: Digital Strategy  | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
This issue of the Quarterly, available here as a PDF download, examines the economic dynamics of digital disruption, Pixar’s approach to continuous innovation, the future of performance management, and China’s e-commerce landscape.
Claude Emond's insight:

Digital Strategy and the Economics of Disruption - lots of concepts and useful information

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Claude Emond's curator insight, August 2, 8:51 PM

Digital Strategy and the Economics of Disruption - lots of concepts and usefulinformation

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How can we help the world? A flowchart

How can we help the world? A flowchart | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
We're interested in helping people to choose between different focus areas for helping the world. A complication is that people can have very different background assumptions, which makes it hard to give uniform recommendations. On the other hand, discussing the assumptions directly may not hel
Claude Emond's insight:

“Life’s most persistent and urgent question is, ‘What are you doing for others?’”  Martin Luther King Jr.

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Claude Emond's curator insight, July 23, 11:22 AM

“Life’s most persistent and urgent question is, ‘What are you doing for others?’”  Martin Luther King Jr.

Claude Emond's curator insight, July 23, 11:24 AM

“Life’s most persistent and urgent question is, ‘What are you doing for others?’”  Martin Luther King Jr.

Yseult Perilhou's curator insight, July 26, 1:14 AM
Wonderful to use in a stage prior to canvas business model drafting. Thanks!
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Creating a Strategy That Works

Creating a Strategy That Works | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The most farsighted enterprises have mastered five unconventional practices for building and using distinctive capabilities.
Claude Emond's insight:

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

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Claude Emond's curator insight, July 8, 10:49 AM

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

Claude Emond's curator insight, July 8, 10:50 AM

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

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The keys to organizational agility | McKinsey & Company

The keys to organizational agility | McKinsey & Company | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The leaders behind McKinsey’s work on organization design explain the importance of agility and how established companies can become more dynamic.
Claude Emond's insight:

The 3 keys to organizational agility explained in a very clear, simple manner. Achieve the right mixture of BOTH agility and stability on 3 organizational vectors: 1- Structure, 2- Process, 3-People. 

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Claude Emond's curator insight, July 4, 3:44 PM

The 3 keys to organizational agility explained in a very clear, simple manner. Achieve the right mixture of BOTH agility and stability on 3 organizational vectors: 1- Structure, 2- Process, 3-People. 

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Finding the “Herbie” in Your Change Initiative

Finding the “Herbie” in Your Change Initiative | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Eli Goldratt’s theory of constraints can help leaders better pace and sequence change management programs.
Claude Emond's insight:

Using Golratt TOC for initiating your organizational changes. Great stuff ! That's being Lean and Agile

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The Adaptive Strategy Framework Guide

The Adaptive Strategy Framework Guide | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Change is occurring at unprecedented levels which is leading to uncertainty and trepidation by leaders from the smallest to the largest of organizations. Yet there are some leaders and organizations who seem to thrive, not in spite of these circumstances, but because of them. They have learned to adapt and iterate their strategies just as …
Claude Emond's insight:

Fantastic high level adaptive framework in support of better organisational agility. Great job by Larry Cooper and his close collaborators. And the guide is free. Great resource for the agile strategist !

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The Lewis Model Explains Every Culture In The World

The Lewis Model Explains Every Culture In The World | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The Lewis Model identifies countries as Linear-actives, Multi-actives, and Reactives.
Claude Emond's insight:

Where is Quebec in this model? I do not think we are like the rest of Canada. Sometimes I feel like a mix between a Latino, an Irish and a  Korean! Must be my Amerindian blood ! :)

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Claude Emond's curator insight, May 3, 5:30 PM

Where is Quebec in this model? I do not think we are like the rest of Canada. Sometimes I feel like a mix between a Latino, an Irish and a  Korean! Must be my Amerindian blood ! :)

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2 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE

2 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
Claude Emond's insight:

Part 2 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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Claude Emond's curator insight, April 28, 7:22 PM

Part 2 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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10 organizational behaviors stuck in the industrial era

10 organizational behaviors stuck in the industrial era | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Our emerging workforce is not interested in command-and-control leadership. They don’t want to do things because I said so; they want to do things because they want to do them.  ~Irene Rosenfeld, CEO, Mendelēz International In an earlier post, ‘Culture for the age of ideas’, we argued that the culture of many organisations is still […]
Claude Emond's insight:

We want employees to change behaviors. Well, changing behaviors has to start at the top!

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Claude Emond's curator insight, April 28, 3:23 PM

We want employees to change behaviors. Well, changing behaviors has to start at the top!

Claude Emond's curator insight, April 28, 3:23 PM

We want employees to change behaviors. Well, changing behaviors has to start at the top!

Ian Boreham's comment, May 20, 6:55 PM
I think the change behaviour first point is a valid one. I can see how workplace environment changes are facilitating this at a lot of orgs.
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10 Guiding Principles of Organizational Culture

10 Guiding Principles of Organizational Culture | Homo Agilis (Collective Intelligence, Agility and Sustainability : The Future is already here) | Scoop.it
Editor’s Note: We are pleased to feature this post highlighting Jon Katzenbach, a leading practitioner in organizational strategies and an acclaimed advisor to executives for PwC’s strategy consulting group, Strategy&. Stay tuned for the upcoming CultureU interview with Jon coming soon. How often have you heard somebody talk about the urgent need to change the culture? They […]
Claude Emond's insight:

All a question of behaviors.  Attitude creates Altitude

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Claude Emond's curator insight, April 12, 11:09 AM

All a question of behaviors.  Attitude creates Altitude

Claude Emond's curator insight, April 12, 11:11 AM

All a question of behaviors.  Attitude creates Altitude. Nice infographic

Ian Boreham's curator insight, May 22, 9:19 PM

Key message of changing a few critical behaviours first to kick start culture change.