KISS is an acronym for the design principle "Keep it simple, Stupid!". Other variations include "keep it short and simple", "keep it simple AND stupid" or "keep it simple and straightforward". The KISS principle states that simplicity should be a key goal in design, and that unnecessary complexity should be avoided. The KISS principle can be applied to business, project management etc.
PRAGUE — In 2010, the European Union introduced the Innovation Union, an economic policy focused on promoting a world-class science base through public-private partnerships and the removal of bottlenecks that prevent ideas from reaching the marketplace. Related
Staying Power in Central Europe (May 23, 2011) South Moravia Expands as Information Hot Spot (May 23, 2011) New Twists on Old Crafts (May 23, 2011) “The only viable road to sustainable growth and jobs is through research and innovation,” Mark English, spokesman for Maire Geoghegan-Quinn, the European commissioner for research, innovation and science, said in an interview.
To find out where the Union stands today, an Innovation Union Scoreboard — an improved version of an annual survey carried out since 2001 — was released in February, assessing innovation performance across the bloc.
«If more and more companies adopt Sharism, they will be able to benefit from the know-how of others to improve their products»May 2011 / By Eva Loste / Video: Ivet Muñoz
The renowned Chinese blogger Isaac Mao was the focus of attention at the recent UOC Associate Companies and Institutions Meeting. The director of the Social Brain Foundation defended his theory of Sharism as a new paradigm in business culture and the information and communication society whereby organisations can benefit from sharing networked knowledge.
La prise en compte de la génération Z, de ses comportements et de ses attentes sera un enjeu majeur pour les entreprises d’aujourd’hui et de demain, car celle-ci leur permettra d’adopter un discours adapté dans sa stratégie de communication, notamment au niveau des médias sociaux, pour ne pas risquer de passer à côté de cette génération …
The Third Industrial Revolution offers the hope that we can arrive at a sustainable post-carbon era by mid-century. We have the science, the technology, and the game plan to make it happen.
Like every other communication and energy infrastructure in history, the various pillars of a Third Industrial Revolution must be laid down simultaneously or the foundation will not hold. That's because each pillar can only function in relationship to the others. The five pillars of the Third Industrial Revolution are (1) shifting to renewable energy; (2) transforming the building stock of every continent into micro-power plants to collect renewable energies on-site; (3) deploying hydrogen and other storage technologies in every building and throughout the infrastructure to store intermittent energies; (4) using Internet technology to transform the power grid of every continent into an energy-sharing intergrid that acts just like the Internet (when millions of buildings are generating a small amount of energy locally, on-site, they can sell surplus back to the grid and share electricity with their continental neighbors); and (5) transitioning the transport fleet to electric plug-in and fuel cell vehicles that can buy and sell electricity on a smart, continental, interactive power grid.
Though summer is wearing on toward fall, farm fresh foods are still at their peak. If you're a fan of healthy food with a dash of community organizer thrown in, Shareable has the below ideas for how to create a thriving community rooted in food and sharing.
The leaders of innovation have a profile quite different from those traditional skills to be able to handle the flows and connections increasingly intense and diverse.
A leader of innovation, not necessarily a creative genius, not necessarily an expert in a particular discipline, is the one that is effective in boosting the skills of others are essential to building a culture of innovation.
An innovation leader believes that collaboration is essential, they feel comfortable with uncertainty, and accept that failure is always around the corner. In addition the way how they face the various disciplines of work or knowledge is the opening track because they know that interdisciplinarity is a lever for innovation.
Not everyone has these attributes.
But few companies know they cannot build a culture of innovation without cultivating people who participate in these processes.
Nick Coates of Promise Communities explains the fundamental rules that make co-creation possible. He shows how an idea that has been around for decades is being put back into the spotlight by communication technologies, and tells the audience what to expect for the future of this re-emerging discipline.
SMS Country recruits their sales teams on college campuses. They visit a campus to host a company presentation and call for applications. Every attendee is asked to name the eight other people from the class that he or she would want to work with on a sales team. The eight names that get mentioned the most frequently are hired. It’s that simple.
Rather than relying on a 20-minute interview with a stranger, SMS Country leverages the collective knowledge in the two-year “interview” conducted by fellow classmates. Brilliant! But the process doesn’t stop there. The 8-member team elects their own leader as well as finds and establishes their own office in their sales region.
This is the most innovative and direct way I’ve encountered to build a high level of social equity within a company. Every employee is highly invested in his or her colleagues. As it is with the joint liability groups of microfinance borrowers, they are motivated to succeed for the sake of themselves and their colleagues/peers. This social equity is directly in line with the long-term goals of the company.
Unfortunately, this strategy is not applicable when hiring for more specialized, individual roles that require more experience. If a company needs to hire, for example, one chief architect, social hiring will not work.
However, there are other strategies to extend the principles of social hiring. Simple examples involve testing a work experience through internships, leveraging employee referrals, ensuring that as many people as possible on the team interview any candidates, etc. The important thing to ensure as well is that employee incentives are tied not only to their own performance, but also to the success of the team.
While this hiring approach is most suitable for large, young teams, there are still many lessons to be learned from this novel approach.
This much is certain: Our society would benefit immensely if we can find ways to share our homes and all the things inside. In theory, there is also great potential to make money from sharing our tools, equipment, homes, and cars. But each time we devise a way to profit from sharing, we may trip over the following legal paradox: our zoning laws are designed to prevent us from turning our home into a place of business.
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