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What 'Corporate Culture' Really Means, And Why So Many Companies Don't Get It

What 'Corporate Culture' Really Means, And Why So Many Companies Don't Get It | Humanize | Scoop.it
Sloppy thinking, sloppy hiring.
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The future of business is here.

Humanize is a guided tour of what the next era in management is going to look like.
Maddie Grant's insight:

"Throughout human history, we have been dependent upon machines to survive. Fate, it seems, it not without a sense of irony. "

- Morpheus, in The Matrix, 1999

Humanize is a guided tour of the next era in management.

The current era in management is winding down. It started 100 years ago, when management was invented by people who were focused on efficiency and productivity and modeled the way we run organizations after machines. This has worked for us. We have become very productive over the last century.


But this approach has limitations, the most obvious of which is our inability engage employees in their work. 70% are disengaged, and the numbers have been like that for years. That’s a lot of potential, wasted. And we’re also finding that our organizations have become too slow. Regardless of size, we can’t keep up with the pace of change. These are two of a growing list of management problems that never seem to go away—an indicator of an era coming to a close.

Humanize is a guided tour of what the next era in management is going to look like. Inspired by the ways in which social media has been successful, we identify twelve aspects of organizational life, spanning across culture, structure, process, and behavior, that will allow us to retain our machine-like efficiency while simultaneously solving our most pressing management problems (e.g., engagement, agility).


Each aspect is a door to be opened, a path to be followed, where you can experiment with what this new way of leading and managing will look like. And it doesn’t matter where you are in the org chart. We all will have the opportunity to define this new era of management. The book gives you examples from companies who are embracing these ideas already and provides resources for you to plan your own activities.


So come join the movement. Help us usher in this new era of management and leadership. We’re encouraged by the growing body of research, writing, and practice that is bringing this new approach to life. Join us.

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The Unexpected Benefit of Telling People What Their Coworkers Make

The Unexpected Benefit of Telling People What Their Coworkers Make | Humanize | Scoop.it
Advocates for pay disclosure typically focus on the advantage it gives to women in negotiating for equal pay. But new research suggests that companies might be the real winners.
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About Future of Work | Roosevelt Institute

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Faster Future: Possibilities now and beyond: Beware the business bots

Faster Future: Possibilities now and beyond: Beware the business bots | Humanize | Scoop.it
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The Growing Power of Digital Ecosystems

The Growing Power of Digital Ecosystems | Humanize | Scoop.it
Connected convenience is now an expectation, putting many companies under significant pressure.
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Designing people-friendly organizations

Designing people-friendly organizations | Humanize | Scoop.it
How can we use the design process to build more people-centered organizations?
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Where does the telephone belong in your organization? | Business | Blog | Holtz Communications + Technology

Where does the telephone belong in your organization? | Business | Blog | Holtz Communications + Technology | Humanize | Scoop.it
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Race Alongside the Machine

Race Alongside the Machine | Humanize | Scoop.it
Thoughts from the Strata conference.
Maddie Grant's insight:

Machines are for optimization; humans are for inspiration.

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Leading 21st Century Firms

My talk from the Paris E20 Summit, February 2014.
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HR Tech Europe talk 2013

A talk on new organisational structures given at HR Tech Europe in Amsterdam, 2013.
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The Future of Work: A Manifesto — Medium

The Future of Work: A Manifesto — Medium | Humanize | Scoop.it
This manifesto is about the future of work in a post-­Cluetrain world.
Maddie Grant's insight:
Strategic trans­parency is the only way to achieve trust; trust is the only way to maximize the value of the people in a system.
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Zappos and great culture: It's not about happiness | SmartBlogs

Zappos and great culture: It's not about happiness | SmartBlogs | Humanize | Scoop.it
The Zappos culture isn’t really about happiness, and it is critical to debunk the myth that links corporate culture and being happy.
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David Hain's curator insight, February 4, 11:13 PM

Staff who have autonomy, purpose and development opportunities are much morelikely to be happy - it's in the culture...

Wendy Eagleson's curator insight, February 5, 8:27 AM

Zappos "gets it."

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The Top 100 Thought Leaders in Trustworthy Business™ 2014

The Top 100 Thought Leaders in Trustworthy Business™ 2014 | Humanize | Scoop.it
The Top Thought Leaders in Trustworthy Business™ 2014
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When service design meets the connected company

My talk from the Adaptive Path Service Experience conference. Sound here: https://vimeo.com/91439521
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What is the Future of Work?

What is the Future of Work? | Humanize | Scoop.it

Much has been made recently about one of the stand out trends of the times we live in: Everything is becoming infused with technology. Software is eating the world it is said. Some have claimed that next it might even eat the jobs, which to some degree is almost certainly the case. With only a little bit of irony, Hugh MacLeod humorously noted this week that software may eventually eat all the people. But even that could be a bit closer to the truth than some of us might expect.

But the point is this: In the last half-decade alone, most of us would admit the societal and cultural shifts that technology and global digital networks have wrought is nothing short of astounding:

Social media is relentlessly chipping away at the power and control that companies and governments have long enjoyed almost exclusively over the rest of the world. Supply chains, talent management (hiring), customer service, product development, and just about every function of business is being transformed by things like 3D printing, social recruiting, customer care communities, crowdsourcing, to only name a few of the more important examples. That’s not even looking at the macro changes (example: Arab Spring), in which digital/social is impacting the fabric of entire nations. In all of these cases, the power and control is shifting to the other side of the network, to what many now call the ‘edge’, where most of us are.

Unfortunately, there remains a constituency that remains stubbornly in the back of the pack when it comes to the large scale changes happening in the world today. Surprisingly, this constituency formerly used to actually lead the technology world. Instead, it is now dragged along by consumer technology companies and their customers. Yes, I am referring to our corporations, to which I’ll add our institutions, including our governments and associated entities.

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Can the Crowd Run a Company?

Can the Crowd Run a Company? | Humanize | Scoop.it
The growing power, secrecy and opaque decision-making processes of corporations are often cited as a major threat to free, democratic societies.
But what if those decisions were laid out for all to see? What if the public could influence a company’s business decisions directly, in a democratic process: what to produce, who to source from and sell to, how to market and what to do with the profits? And what if people could directly benefit from their participation in decsion making?
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Martin (Marty) Smith's curator insight, March 21, 8:06 PM

Despite the fact I answered in the affirmative I did so knowing how hard we are working at CrowdFunde to CRAWL. Years from now crowds will run everything from banking to your groceries. Getting from here to there is the fun part as they outline here.

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Human-Centered Design for Social Innovation

Human-Centered Design for Social Innovation | Humanize | Scoop.it
Human-Centered Design for Social Innovation is a seven-week course thatwill introduce you to the concepts of human-centered design and help youuse the design process to create innovative effective and sustainablesolutions for social change. No prior design experience necessary. Acumenbelieves in the importance of incorporating the principles ofhuman-centered design when creating solutions to problems of poverty sothat low-income customers are provided with choice not just charity.
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Why Good Managers Are So Rare

Why Good Managers Are So Rare | Humanize | Scoop.it
Gallup data shows they have a combination of hard-to-teach traits.
Maddie Grant's insight:

If great managers seem scarce, it’s because the talent required to be one is rare. Gallup finds that great managers have the following talents:

  • They motivate every single employee to take action and engage them with a compelling mission and vision.
  • They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.
  • They create a culture of clear accountability.
  • They build relationships that create trust, open dialogue, and full transparency.
  • They make decisions that are based on productivity, not politics.
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Why The Future Of Technology Is All Too Human

Why The Future Of Technology Is All Too Human | Humanize | Scoop.it

While the past favored those who could retain and process information efficiently, the future belongs to those who can imagine a better world and work with others to make it happen.


Via Guillaume Decugis
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internetdoctor's curator insight, March 4, 5:53 AM

While I understand some people wish everything was a computer.  The vast majority of humans need a physical and emotional connection...something "artificial intelligence" cannot give you.

Francisco Restivo's curator insight, March 7, 4:07 AM

I believe that we have to recenter the human machine relationship, and this must be done from school, letting young kids learn that they control the machine, and not the other way round.

Computational thinking and critical thinking are for humans.

Nevermore Sithole's curator insight, March 10, 8:50 AM

Why The Future Of Technology Is All Too Human

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As work gets more complex, 6 rules to simplify

As work gets more complex, 6 rules to simplify | Humanize | Scoop.it
Why do people feel so miserable and disengaged at work? Because today's businesses are increasingly and dizzyingly complex -- and traditional pillars of management are obsolete, says Yves Morieux. So, he says, it falls to individual employees to navigate the rabbit's warren of interdependencies. In this energetic talk, Morieux offers six rules for "smart simplicity." (Rule One: Understand what your colleagues actually do.)
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Making Mistakes

Making Mistakes | Humanize | Scoop.it
At 10 years old, I lost a trillion dollar bet to my older brother. I bet him it was Wednesday. It was actually Thursday. I was very sure of myself (for reasons I can't recall), and saw a good...
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How to Make Laws that Actually Work for the New Economy

The rules for the new economy haven't been written yet. Well, they have...it's just that they were written 50+ years ago when the 9-to-5, 30-years-and-a-gold-watch career path was the rule, not the exception. They haven't kept up with the changing economy or the new workforce. The laws and regulations laws that guide the economy have to adapt to the way people are working and building their lives. That's where Janelle Orsi comes in. Janelle is the innovative founder of the Sustainable Economies Law Center, an organization that "charts the changing legal territory of the new economy, educating communities and individuals ...
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Open Your Organization’s Governance to Member Participation

Open Your Organization’s Governance to Member Participation | Humanize | Scoop.it
A participatory culture provides engagement and decision-making opportunities to members and cultivates the voting habit.
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Why I’ve finally joined Facebook on Facebook’s tenth anniversary

Why I’ve finally joined Facebook on Facebook’s tenth anniversary | Humanize | Scoop.it
When Facebook opened up to the general public in 2006, I was living in Jerusalem, covering the Israeli-Palestinian conflict. Before that I'd spent two years in Vladimir Putin's Russia. My work involved trying to gain the trust of groups of people who were sometimes out to kill each other. I was circumspect and maybe a...
Maddie Grant's insight:

"So I’ll protect myself the way anyone should: by being careful. I won’t share or “like” much; I’ll use Facebook mostly passively. I’ll be selective about whom I friend, and I won’t friend anyone I need to protect. I’ll keep the privacy settings cranked up to the max and watch out for when Facebook quietly changes them.


And when I have to win the trust of suspicious people, I may just have to earn that trust through openness instead of by concealment. And that may not be such a bad thing."

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How transparent is your organisation?

How transparent is your organisation? | Humanize | Scoop.it
Transparency is one of those things that's crucial to becoming a social business.  I've previously outlined the importance of building a work environment that encourages the kind of social behaviou...
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51 Startup Failure Post-Mortems

51 Startup Failure Post-Mortems | Humanize | Scoop.it
No survivorship bias here. A compilation of startup failure post-mortems by founders and investors.
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