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NeuroLeadership - Scientific American (blog)

NeuroLeadership - Scientific American (blog) | new organisations | Scoop.it
Scientific American (blog)
NeuroLeadership
Scientific American (blog)
What's different about the brain of a transformational or visionary leader? What are the neurological markers of more complex and adaptable leaders?
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Leven in een periode van transitie

Leven in een periode van transitie | new organisations | Scoop.it

De voorafgaande afleveringen van deze reeks beschrijven drie typen innovatie. Ook heb ik onderscheid gemaakt tussen  innovatie vooruit dan wel achteruit. Alleen het eerste type levert een bijdrage aan een duurzame en sociale samenleving. Voordat ik deze posts schreef, had ik het boek Nederland kantelt van Jan Rotmans gelezen[1]. Volgens Jan Rotmans leven we in een transitiefase. Daarvan is sprake omdat er gelijktijdig drie vormen van kanteling plaatsvinden:

Van een verticale, top-down aangestuurde samenleving naar een bottom-up samenleving;Van een centralistische naar een decentrale en digitale economie;Van bureaucratische organisaties naar micro-macht en zelforganiserende netwerken.

 

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Wat is de toegevoegde waarde van een manager? - Innovatief Organiseren

Wat is de toegevoegde waarde van een manager? - Innovatief Organiseren | new organisations | Scoop.it

Steeds vaker worden medewerkers door hun manager beoordeeld en beloond op basis van hun toegevoegde waarde voor de organisatie. Maar wat is eigenlijk de toegevoegde waarde van een manager? Zeker met de opkomst van de zelfsturende professional is dit een actuele en terechte vraag!

Vroeger was de toegevoegde waarde van een manager duidelijk. Henri Fayol heeft, al in 1916, de vijf kerntaken voor managers gedefinieerd, namelijk: voorspellen en plannen, organiseren en zorgdragen voor materialen, werktuigen, kapitaal en personeel, opdrachten geven, coördineren en controleren. De kerntaken van Fayol waren tientallen jaren lang de leidraad voor het denken over management in bijna alle Westerse organisaties. Zijn benadering van organisaties en management is sterk taakgericht, net als die andere belangrijke theorie uit dezelfde tijd, het ‘scientific management’ van Frederick Taylor (bron: Wikipedia).

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Ruilzorg - nieuworganiserenblog

Ruilzorg - nieuworganiserenblog | new organisations | Scoop.it
Sinds 1 januari is de nieuwe Wet Maatschappelijke Ondersteuning van kracht. Volgens Hans van der Schaaf zouden gemeenten een netwerk van ruilzorgers moeten opzetten.
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Hier haal je als ondernemer crowdfunding

Hier haal je als ondernemer crowdfunding | new organisations | Scoop.it
Bomen: check. Bos? Nou ja, gelukkig richten niet alle 80 crowdfundingsites die in Nederland in de lucht zijn zich op ondernemers. Kunst, tuinbouw, paarden; een deel van de bonte verzameling crowdfundingplatforms gaat over andere mooie zaken, leidt een sudderend bestaan of is zó niche, dat maar een paar specifieke ondernemers er iets te zoeken hebben.
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Graag meer empirische en minder eufore kijk op burgerinitiatieven

Graag meer empirische en minder eufore kijk op burgerinitiatieven | new organisations | Scoop.it

Hoogleraar Transitiekunde Jan Rotmans verwijt Evelien Tonkens en Jan Willem Duyvendak geen oog hebben voor de revolutionaire kanteling van de samenleving. Ze zouden zelfs dedain tonen voor de burgerinitiatieven die alom ontstaan. Een repliek. Onderschatten wij de beweging van sociaal ondernemerschap en/of burgerinitiatieven zoals Jan Rotmans beweert? Hoewel Rotmans stelt dat niet bekend is hoeveel […]

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5 Practices of Values-Based Leaders

5 Practices of Values-Based Leaders | new organisations | Scoop.it

Are your personal values personal? They shouldn’t be if you want to make a difference.

Something personal is not often discussed. It’s rarely discussed, and held close to the chest. Your values need to be unleashed, visible in your actions, apparent in your words. Your team members need to experience your personal values in your interactions. Personal values need to be known and shown. Personal values are extended gracefully.

For values to have meaning and impact, they need to shape your beliefs and behaviors. They are your origins. Whether at home or at work, your personal values don’t change. They are woven into your being. They shape how you make sense of the world. But be mindful of biases that trick you to believe and act in ways that lead you astray from what you stand for.

So, it’s with an eye on the aspirational nature of values and on the deception we are prone to fall for, after all, we are human and flawed, that habits of values-based leaders become crucial. The habits of values-based leaders sharpen the clarity of personal values and uphold our courage to follow them.


Via John Lasschuit ®™
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Lucas Meijs op symposium ContourdeTwern: Iedereen telt mee, iedereen doet mee - YouTube

De participatiemaatschappij; participeren of verdringen? door Lucas Meijs, bijzonder hoogleraar Strategic Philantropy, Erasmus Universiteit Rotterdam
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Nieuw organiseren: de volgende stap - nieuworganiserenblog

Nieuw organiseren: de volgende stap - nieuworganiserenblog | new organisations | Scoop.it
Nieuw organiseren is allang niet meer zo nieuw. Het gedachtengoed slaat steeds meer aan en de ideeën en voorbeelden voor een nieuwe wereld zijn er nu. Nu wordt het tijd voor actie!
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21 tools that will help your remote team work better together

21 tools that will help your remote team work better together | new organisations | Scoop.it
Working as a remote team can be difficult, but doesn’t have to be. Here at The Next Web, much of our team is remote. We have staff in the UK, India,…
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Innovation Excellence | The New Role Of Leaders

Innovation Excellence | The New Role Of Leaders | new organisations | Scoop.it

When Alfred Sloan created the modern corporation at General Motors, he based it on the military. The company was split into divisions, each with its own leadership. Information flowed up, orders went down and your rank determined your responsibility. The model was designed to implement strategy from the top and move men and materiel efficiently. It assumed that leaders had better understanding than those on the lower rungs. 

Managers made plans and foot soldiers carried them out.

Strategy in the 21st century has become less directed and more emergent.  Even the military relies less on plans and more on commander’s intent.  Corporate chieftains are following suit, experimenting with management structures such as holocracy.  Yet we need to do more than simply change policies and practices, leadership itself must be redefined.

Trudy Raymakers's insight:

Key take away:"Strategy is no longer a game of chess.  We can’t think only in terms of planning and execution, but need to understand how information flows and cascades self-organize around strategic intent. "  

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De spin en zijn web - nieuworganiserenblog

De spin en zijn web - nieuworganiserenblog | new organisations | Scoop.it
Procesmanagement nieuwe stijl gaat niet meer over sturen en controleren (daarvoor verandert de wereld te snel) maar over verbinden en loslaten.’
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Koert Terhürne tijdens het nieuw organiseren event 2014 - YouTube

Tijdens het Nieuw Organiseren Event 2014 vertelt Koert Terhürne, directeur bij bouwbedrijf Dura Vermeer, over horizontaal organiseren in de bouw.
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From jobs to tasks and from the value chain to the Internet

From jobs to tasks and from the value chain to the Internet | new organisations | Scoop.it
Mainstream economic theories are derived from the era of the production of tangible goods and high-cost communications. These mind-sets are not only unhelpful, but wrong in a world of information p...
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IBM Study: The Real Story Behind Millennials at Work

IBM Study: The Real Story Behind Millennials at Work | new organisations | Scoop.it
IBM announced that pretty much everything you thought you knew about Millennials could well be wrong. A new IBM study reveals much of the hype about Millennial employees simply isn’t true.
Trudy Raymakers's insight:

True or not?

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Inside BCG's Smart Simplicity Approach

. introducing six simple rules of smart simplicity® highlights from a new book by the boston consulting group 1 2 3 4 5 6 Challenge conventional wisdom and apply six simple rules.
2. How do companies create value and achieve competitive advantage in an age of increasing complexity?
3. Complexity can be a good thing… • It affects everyone—so if you can master it, you win. • The winners will be the companies that can transform complexity into competitive advantage. But it’s never good to be complicated… • Rules, procedures, and structures get in the way of performance and make organizations worse, not better. • Organizations get rigid… and can’t respond, especially when it comes to making judgments about conflicting requirements. • People work harder on activities that add less and less value… and make less of a difference.
4. Organizations take one of two approaches—or sometimes both. And they’re both wrong. The hard approach: structures, processes, systems, and financial incentives • This approach assumes that systems are predictable and people are the weak link in the chain of reliability. Systems are designed to control people. The soft approach: team building, people initiatives, off-site retreats, focus on leadership style, and emotional incentives • This approach assumes that performance depends on interpersonal relationships and psychology rules. Therefore, if you appeal to people’s psychological needs, you can control them. Both of these approaches seek to achieve control. In so doing, they make organizations complicated—slower, more bureaucratic, bogged down in process, and, more important, unable to manage the complexity of the environments in which they operate. What’s needed is: • Less-direct control based on the hard and soft approaches • Fewer systems • More flexibility • More autonomy Such an organization is nimble—and better able to respond to complexity because it better leverages people’s judgment and energy. It achieves Smart Simplicity®.
5. Rule One: Understand What Your People Do 1 2 3 4 5 6
6. Find Out What’s Really Happening in Your Organization Know the contexts that shape behaviors—what’s really happening in your organization. Learn how your people cooperate, find resources, and solve problems—or fail to do so.
7. Key questions to ask your people in order to understand their contexts: • What are the most interesting and frustrating aspects of your job. Why? • What are the key problems you have to deal with? • How do you solve them? • How do you know if your solutions work? • Who do you have to interact with to do your job? Keep in mind: Behaviors are rational solutions in a particular context • People always have reasons for the things they do • Every behavior is a solution to a problem
8. Rule Two: Reinforce Integrators 1 2 3 4 5 6
9. Look for Cooperation. Hint: You’ll Find It Where People Are Resented This is part of knowing the context: Find out how cooperation happens—and who makes it happen. Identify the “integrators”—the people and units who bring others together and drive processes. Eliminate layers and rules­and give the integrators the power, authority, and incentives to make the entire task succeed.
10. Integrators aren’t coordinators • An effective integrator has both an interest in making others cooperate and the power to impel them to do so. How to identify integrators • They love or hate their job. This means they are at a nexus where constraints and requirements meet. • They are loved or hated by others. This shows they have their hands on the levers of cooperation and are using this power to their own advantage. • They are never met with indifference. Indifference is a sign that people have no power to ”force the issue” and impel cooperation. • They are at the center of tension. Tension in this case can be a good thing. It might mean that people are doing the hard work of cooperating. A lack of tension might mean that people are avoiding cooperation. Turn managers into integrators • Remove managerial positions if they don’t influence people to cooperate. • Minimize rules. Too many rules keep managers from exercising judgment. • Rely on judgment over metrics. Cooperation cannot be measured directly—it’s impossible to say who contributes what. Turn managers into integrators by relying on their judgment instead of pseudo-precise metrics.
11. Rule Three: Increase the Total Quantity of Power 1 2 3 4 5 6
12. More Power to More People! Power isn’t a zero-sum game. Increasing the total quantity of power available in the organization allows managers to think about and act on more performance requirements. This supports strategy and leadership… and helps organizations respond to the demands of complexity. Creating power can be a small matter— like giving store managers control over staffing—and it doesn’t necessarily look “strategic.” But it can have a real impact on performance.
13. Three myths about power • Power is an attribute of position. No. Reporting lines are just formal conventions without any automatic effect. • Authority is equivalent to power. Wrong. Authority provides the legitimacy to exercise power, not power itself. • Power is an attribute of individuals and their leadership style. Again, not true. Personal attributes and style may be ways to exercise power but they don’t determine whether an individual has power in the first place. Why you must create new power centers • Power determines the capacity to impel cooperation—and that’s essential for addressing business complexity. • Therefore power in the organization needs to be more than a zero-sum game. If someone always loses power as others gain it, then, there will always be someone without the power to impel cooperation. • New power helps the organization. You can channel the intelligence of more people against more fronts. The organization becomes more flexible, adaptive, and effective. When to add power • Think about increasing the total quantity of power whenever you consider changing your organization’s structure, processes and systems. See if creating new power bases could satisfy more requirements in dealing with complexity.
14. Rule Four: Increase Reciprocity 1 2 3 4 5 6
15. Make Cooperation Happen Work is becoming more interdependent. That means that people need to rely more on each other—and cooperate directly instead of relying on dedicated interfaces, coordination structures, or procedures. Those things make life complicated—while “reciprocity,” which ensures that people have a mutual interest in cooperation (and that their success depends on each other), makes people cooperate more autonomously and, therefore, makes organizational life simpler.
16. How to create reciprocity • Eliminate internal monopolies. They kill cooperation because they don’t need to take into account the needs and constraints of others. • Remove resources. If you take away the extra TVs in a household, people will have to cooperate to decide what to watch on the one remaining TV. • Create “multiplexity”: Networks of interaction. Put people in situations (such as communities of practice) where they have to address mutual performance requirements. Misconceptions about roles and objectives • The more clarity, the better. No. A certain degree of fuzziness can be a good thing. A relay race team works best when some objectives are defined (the first runner needs to get out of the blocks quickly) but others are left up to the runners (where exactly on the course to pass the baton to your teammate). • Cooperation dilutes personal responsibility. Or, “if everybody is responsible then nobody is responsible.” But interdependency makes it impossible to parse the amount of each person’s responsibility. Two relay racers are jointly responsible in the short distance where the handoff takes place. If the baton drops, both are at fault. • Interdependency destroys accountability. “How can I be responsible for results that depend on the performance of others?” It’s wrong to think we can be accountable for our work only if we are the sole authority over it and control all the resources. Each runner is responsible for the performance of the entire team.
17. Rule Five: Extend the Shadow of the Future 1 2 3 4 5 6
18. Actions Have Consequences— and Living the Consequences Boosts Performance Increase the importance to people of what happens tomorrow as a consequence of what they do today. By making simple changes, you can manage complex requirements while making the organization less complicated.
19. How to extend the shadow of the future: • Tighten the feedback loop so people feel consequences more frequently. Have your people interact more frequently with others whose work is affected by their actions. • Bring the end point forward. Make sure people’s involvement in the work continues to the end point of the activity—the point at which the consequences of their actions show up in collective results. • Tie futures together so that success requires contributing to the success of others. • Make people walk in the shoes they make for others, so they are exposed to the problems their current behaviors could create.
20. Rule Six: Reward Those Who Cooperate 1 2 3 4 5 6
21. People Think Cooperation Is Risky— Make It Riskier Not to Cooperate Blame and risk aversion are at the heart of organizational culture. But smart organizations accept that problems happen for many reasons, and the only way to solve them is to reduce the payoff for those who don’t contribute to a solution. Performance evaluation and reward systems are the key—but instead of using them to punish failure, use them instead to punish failure to help, or to ask for help.
22. How to reward cooperation • Don’t punish or blame people for results—but do encourage in-depth knowledge of how results were obtained, and who helped out. • Use managers and feedback loops to capture how each individual contributes to the effectiveness of others. This makes it more difficult to pass the buck. • Ask the right questions. Traditional evaluations make people defensive: “Why aren’t you hitting your targets?” To get their people off the defensive, instead ask: “What do people say when they complain about you?” “What personal risk are you taking in all this?” “How can I help you get the cooperation you need?” Questions like these get people focused on cooperation—and encourage them to cooperate by reassuring them that they have your support. • Avoid the influence of vested interests. Set goals for the best group result, not just the best outcome for your function. • Refuse escalation. When decisions get pushed to a higher level, it can mean that peer groups aren’t cooperating. By refusing to arbitrate, a manager can promote real cooperation—even if that involves hard work and conflict.
23. It’s About Performance: Why You Should Adopt the Six Simple Rulesce The primary goal of the simple rules is to create more value by better managing business complexity. This involves abandoning the hard and soft approaches. In so doing you also remove complicatedness and its costs. Simplification is not a goal in itself, but a valuable by-product of the simple rules. The simple rules are battle-proven ways to leverage state-of- the-art thinking and practices from the social sciences to break the vicious cycle of complicatedness, help companies grow, create enduring value, and achieve competitive advantage.
24. Making the Six Simple Rules Work in Your Organization The Six Simple Rules are designed to be practical and fast to implement. These pointers will help you put them to work in your organization… Use pain points to discover where cooperation is needed: • “Our on-time performance is too low.” • “Our occupancy rate is below target.” • “Our time to market is too long.” • “Our products aren’t innovative enough.” Ask your people what they’d do differently if they were cooperating: • Make sure they talk in specifics: it’s not about “trust” or “responsiveness”; it’s about having maintenance tell us when the train will be late. Have them define the difference that cooperation would make Find out what’s getting in the way of cooperation: • How do some behaviors lead to other behaviors? • Learn what goals, resources, and constraints make people do what they’re doing now—instead of cooperating. Too many resources? Power that lets them avoid cooperation? Or not enough power to take the risk of cooperating?
25. About the authors Yves Morieux is a senior partner and managing director in the Washington DC office of The Boston Consulting Group. He is a BCG Fellow and director of the BCG Institute for Organization. Peter Tollman is a senior partner and managing director in BCG’s Boston office. He leads BCG’s People & Organization practice in North America. To learn more For additional insights and materials, please visit https://www.bcgperspectives.com/ sixsimplerules. Yves and Peter are available to talk with the press and organizations. To join the conversation on Six Simple Rules, please use the Twitter hashtag #6simplerules. Six Simple Rules is published by Harvard Business Review Press and is available everywhere. Contact: Frank Lentini Sommerfield Communications (212) 255-8386 lentini@sommerfield.com The Boston Consulting Group (BCG) is a global management consulting firm and the world’s leading advisor on business strategy. We partner with clients from the private, public, and not-for-profit sectors in all regions to identify their highest-value opportunities, address their most critical challenges, and transform their enterprises. Our customized approach combines deep insight into the dynamics of companies and markets with close collaboration at all levels of the client organization. This ensures that our clients achieve sustainable competitive advantage, build more capable organizations, and secure lasting results. Founded in 1963, BCG is a private company with 81 offices in 45 countries. For more information, please visit bcg.com. © The Boston Consulting Group, Inc. 2014. All rights reserved.
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Five things you need to know about the future of work - Virgin.com

Five things you need to know about the future of work - Virgin.com | new organisations | Scoop.it
Since the start of my career I’ve witnessed considerable change in the way that we work and how we manage our people. I’ve been lucky to work and experience some very different and contrasting industries, but I’ve generally found that whatever the nature of a business or organisation, they are...
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Innovation and Collaboration: It's Not An Either-Or Proposition

Innovation and Collaboration: It's Not An Either-Or Proposition | new organisations | Scoop.it
When we think of the great innovations that come our way, we might instinctively think of them as the product of a sudden brainstorm from an individual—a light bulb moment, if you will. But in reality, good ideas can come from anywhere and leading companies are finding that innovation is [...]
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Vloeibaar organiseren: onontkoombaar! - ZiPconomy

Vloeibaar organiseren: onontkoombaar! - ZiPconomy | new organisations | Scoop.it
Vaste structuren maken plaats voor vloeibare verhoudingen. Voor organisaties lastig, voor freelancers al lang gemeengoed. Terugblik ZiPconomy seminar 2014
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Tools voor zelfsturende teams #2

Tools voor zelfsturende teams #2 | new organisations | Scoop.it
In 1996 schreef Hans van der Schaaf een handleiding voor zelfsturende teams. Omdat deze teams weer hot zijn, plaatsen we dit artikel in een wekelijkse serie. Deze week: hoe stuurt iets zichzelf?
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Move Over, Millennials: Generation Z Is Entrepreneurial And Plans On Working Independently

Move Over, Millennials: Generation Z Is Entrepreneurial And Plans On Working Independently | new organisations | Scoop.it
Teenagers today have no illusions of a career in a comfy corporate job.
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6 Leadership Development Trends for 2015

6 Leadership Development Trends for 2015 | new organisations | Scoop.it
70% of Americans blame leadership crisis as a factor in the national economic decline.

Via IMEX
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Amy Dooley's curator insight, December 5, 2014 1:42 PM

Gap between what's being said and what's being done.

William baldwin's curator insight, December 6, 2014 10:15 PM

Interesting Article on ho we need to modify our Leadership Development Programs in 2015 #mydubai 

Jerry Busone's curator insight, February 22, 8:36 AM

A focus on Emerging Leaders, a Globalized approach silo leading is dead and generational  leadership are a few of the trends in developing leaders. 

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Zelforganisatie komt van onderop en is niet af te dwingen

Zelforganisatie komt van onderop en is niet af te dwingen | new organisations | Scoop.it
De laatste jaren staat de zelforganisatie van mensen hoog op de politieke agenda. In de ‘participatiesamenleving’ behoren burgers voortaan zelfredzaam te zijn en zorg te dragen voor elkaar. Dat vraagt om een omslag in denken en handelen van burgers én professionals. Om handen en voeten te kunnen geven aan deze omslag kunnen we gebruik maken […]
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De Ontmanager tijdens het Nieuw Organiseren Event 2014 - YouTube

Tijdens het Nieuw Organiseren Event 2014 vertelt Koert Terhürne, directeur bij bouwbedrijf Dura Vermeer, over horizontaal organiseren in de bouw.
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Businesses have digitized, but not transformed | ZDNet

Businesses have digitized, but not transformed | ZDNet | new organisations | Scoop.it
The average lifespan of the traditional enterprise is plummeting rapidly, largely due to inability to adapt to today's fast changing technologies.
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