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Enrique Rubio Royo

Complexity Science in Human Terms: A Relational Model of Business - 0 views

www.harvest-associates.com/...human.html

SCAs ACS ORG2.0 complejidad howto business2.0

shared by Enrique Rubio Royo on 23 Oct 11 - No Cached
  • It�s amazing how far we have been able to take the linear model for understanding the world, both in science and in business. But in the new connected economy, the limitations of the mechanistic model are becoming starkly apparent and
    • Enrique Rubio Royo
      Enrique Rubio Royo on 24 Oct 11
       
      Es increíble lo lejos que hemos podido llevar el modelo lineal para entender el mundo, tanto en la ciencia como en los negocios. Pero en la nueva economía conectada, las limitaciones del modelo mecanicista y la necesidad de una nueva forma de pensar, son cada vez mas evidentes.
  • Changing Landscapes
  • Enter Complexity Science
  • ...297 more annotations...
  • The science is still in its infancy
  • The realization that much of the world dances to nonlinear tunes has given birth to the new science of complexity, whose midwife was the power of modern computation which for the first time allows complex processes to be studied
  • complex adaptive system
  • The avenue most relevant to understanding organizational dynamics within companies and the web of economic activity among them is the study of
    • Enrique Rubio Royo
      Enrique Rubio Royo on 23 Oct 11
       
      La vía más relevante para la comprensión de la dinámica organizacional en las empresas y la actividad económica web es el estudio de los sistemas adaptativos complejos
  • complex adaptive systems are composed of a diversity of agents that interact with each other, mutually affect each other, and in so doing generate novel behavior for the system as a whole
  • But the pattern of behavior we see in these systems is not constant
  • the system is constantly adapting to the conditions around it. Over time, the system evolves through ceaseless adaptation
    • Enrique Rubio Royo
      Enrique Rubio Royo on 23 Oct 11
       
      el sistema se adapta constantemente a las condiciones que le rodean. Con el tiempo, el sistema evoluciona a través de la adaptación incesante
  • Complexity scientists are learning about these dynamics of complex systems principally through computer models, but also through observation of the natural world
  • Complex adaptive systems are
  • ecosystems
  • business organizations are also complex adaptive systems
  • fundamental processes and characteristics of complex adaptive system
  • by understanding the characteristics of complex adaptive systems in general, we can find a way to understand and work with the deep nature, that is, the fundamental processes, of organizations
  • constant innovation
  • constantly adapting
  • continual evolution
  • if they are to survive
  • companies in a fast-changing business environment need to be able to produce
  • Thus if companies are to work with change optimally, they are better able to do so if they understand their organizations as complex adaptive systems and the processes that underline these systems.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 23 Oct 11
       
      Así, si las empresas pretenden trabajar de forma óptima en un entorno cambiante, estarán mejor capacitados para hacerlo si comprenden sus organizaciones como sistemas complejos adaptativos , así como los procesos que caracterizan dischos sistemas.
  • requires a different mind
  • complex and largely unpredictabl
  • Because the dynamics of complex adaptive systems are
  • more organic than mechanistic
  • Managers and executives cannot control their organizations to the degree that the mechanistic perspective implies; but they can influence where their company is going, and how it evolves
  • understanding that businesses are like living organisms
  • and tend to fluctuate between different states
  • zone of creative adaptability
  • from static to chaotic, with the edge of chaos, or the
    • Enrique Rubio Royo
      Enrique Rubio Royo on 23 Oct 11
       
      Niveles de complejidad
  • a chaotic state
  • a static state
  • and the zone of creative adaptability,
  • the place to be when innovation is necessary.
  • complex adaptive systems are
  • dynamic
  • diversity
  • with abundant connections
  • something new will emerge
  • will build towards a critical mass from which
  • small changes can have a big effect
  • multiple experimentation on small scales
  • which means that
  • is the most productive way and offers the greatest potential for creating big changes in an organization
  • the rules of the business game have changed. Indeed, the game itself has changed.
  • A Naturalistic Study of Business as Complex Adaptive Systems
  • a naturalistic study, which involved interviewing people
  • We were interested in companies that were following principles from the new science of complexity in running their business
  • using complexity principles
  • We found these organizations mostly by word of mouth.
  • Companies whose management is guided by principles of complexity science are
  • organizationally flat
  • diversity
  • promote
  • open and plentiful communication
  • these properties enhance a system�s capacity for adaptability
  • The companies we chose for our study therefore shared the properties of being organizationally flat and having rich, open communication
  • But we had no idea what our study would find in the realm o
  • organizational dynamics, of management style, and people�s work experience.
  • Relationships: A New Bottom Line
  • In a nonlinear, dynamic world, everything exists only in relationship to everything else, and the interactions among agents in the system lead to complex, unpredictable outcomes.
  • In a linear world, things may exist independently of each other, and when they interact, they do so in simple, predictable ways.
  • agents interact, and when they have a mutual affect on one another something novel emerges
  • Anything that enhances these interactions will enhance
  • the potential creativity and adaptability of the system
  • agents as people
  • mutuality
  • relationships that are grounded in a sense of
  • We know from complexity science that
  • interactions and connections among agents of a system are the source of novelty, creativity, and adaptability
  • relationships are the organizing principle in businesses as complex adaptive systems.
  • In this way
  • the power of relationships
  • positive relationships
  • positive relationships
  • e weak
  • poor flow of information, limiting feedback loops and thus adaptability
  • a more robust, adaptive system.
  • Open and prolific communication
  • context of genuine care
  • task of caring for their employees seriously, and this manifested itself as people caring about their work, caring for fellow workers, caring for the organization and its shared purpose, caring about their community
  • the power of caring and connected relationships for creating constructive change
  • we are talking about genuine relationships based a sense of care and connection.
  • By attending to the quality of relationships,
  • the non-linear processes of the organization
  • a new way of working
  • by self-organizing around the most immediate problems
  • people�s desire to contribute and their need to belong
  • accommodating people more in terms of their interests and skills.
  • people felt more personally fulfilled
  • "a potential in everyone to get excited about what they do at work."
  • it was the strength of these caring and connected relationships that provided
  • an ethical foundation and continuity for people during difficult times of flux, unpredictability, and change
  • it was the strength of these caring and connected relationships that provided
  • A Community of Care and Connection
  • complex adaptive systems generate emergent, creative order and adapt to changes in their environment, through simple interactions among their agents
  • what kind of culture emerges
  • has everything to do with
  • in business, how we interact and the kind of relationships we form has everything to do with
  • the emergence of creativity, productivity, and innovation in the workplace.
  • In turn
  • a feedback loop
  • Similarly in business,
  • the culture that emerges in a company will influence people�s behavior
  • There is a constant interplay between people�s behavior and the emergent culture, a dynamic feedback loop.
  • a sense of community, guided by shared values and a shared purpose, helped the organization to be more adaptable
  • People said that when they felt part of a community they were more willing to be flexible and adapt, which in turn, made their organizations more flexible and adaptable
  • organizational dynamics
  • levels of relationships that created a web of interdependence
  • interdependence
  • levels of relationships
  • a web of
  • relationships between individuals
  • among and within teams
  • with other companies
  • relationship to the natural environment.
  • within and outside the organization.
  • the source of creativity and adaptability
  • , to the CEO who embodied the organization�s purpose and values
  • in business
  • a new theory of business
  • the quality of these relationships
  • as a means towards business success
  • a new understanding of what organizations are and how they work, informed by the science of complexity
  • A relational view of business
  • we are an ecosystem of different relationships."
  • Business is bigger than your own organization..
  • a linear structure of hierarchy and bureaucracy, which impedes agility and flexibility,
  • Most organizations
  • The most effective way to change a linear structure to a nonlinear process is
  • to attend to the nonlinear world of relationships
  • Feedback loops
  • relationships need to feed into those loops
  • the root of organizational problems is often "abysmal relationships
  • it was strong, positive relationships that maintained his global organization at a high level of a creativity and adaptability.
  • design for working with nonlinear processes
  • effort to deliberately change the hierarchy and structure
  • from which a new structure could and did emerge
  • in a spirit of mutuality and experimentation,
  • a new way of working emerged and the organizations evolved from there
  • Each company had its own distinct way of working with nonlinear processes
  • Companies have to find their own way by working organically with their people, their collaborators, and their competitots; that is, working with where they are, rather than imposing plans of where you might want them to be.
  • Complexity and a human-centered approach to management
  • management practice guided by complexity science will focus on
  • relationships that leads to a very human orientation of the workplace
  • human-centered approaches in management
  • For more than half a century, there has been a constant battle between human-oriented management and scientific, or mechanistic, management, with the latter prevailing.
  • But it is only now, and for the first time, that there is a science behind the human-oriented approach
  • With complexity science, we have a human-oriented management practice emerging from science, a novelty.
  • Peter Seng
  • notes that the prevailing mechanistic model of business encourages managers to see people as machines, not as people
  • knowledge-based economy
  • when people are treated as replaceable parts, as objects to control, are taught to be compliant, are used as fuel for the existing system�inevitably the organization will be fraught with frustration, anger, and isolation, which ultimately is detrimental to the business.
  • managers focus exclusively on producing goods and services and forget that the organization is a community of human beings
  • if people are treated as machines, not as people, they are unlikely to give loyalty and trust and they will not give of their best.
  • "When an organization loses its shared vision and principles, its sense of community, it is already in a process of decay and dissolution even though it may linger with the outward appearance of success for some time
  • The companies we worked with, that engaged their organizations as complex adaptive systems, whether consciously or intuitively, were al
  • very successful in traditional bottom line terms, not despite being human-oriented, but rather
  • Management guided by the principles of complexity science
  • therefore
  • constitutes a style that is very human oriented in that it recognizes that relationships are the bottom line of business, and that creativity, culture, and productivity emerge from these interactions
  • And when those interactions are more connected and caring than not,
  • a sense of community emerges
  • increasing an organization�s potential adaptability.
  • A human-centered approach to management is not new
  • What is new is that the science of complexity gives a scientific foundation for a human-oriented management approach;
  • that is, it gives an explanation of why a human oriented management practice is successful, and a rationale for why to take this approach.
  • The complexity-guided style of management is hard to do,
  • especially for managers who seek safety in a command-and-control practice
  • It is hard even for those who embrace its principles
  • because the everyday urgency of business can make time spent interacting and nurturing relationships seem like a waste of time,
  • it requires strong interpersonal skills, and constant vigilance of one�s own behavior and the behavior of others
  • Emerging Patterns in Management Behavior
  • complex patterns are typically generated from a few simple rules of behavior for the individual agents in the system
  • There was for a long time the belief in science that complex order in the world was generated by complex processes.
  • Contrary to this belief, however, complexity scientists have discovered that
  • We saw common behaviors for sustaining constructive relationships within the organization
  • which generated
  • a different way of working and being
  • We saw particular ways of thinking and behaving
  • that cultivated conditions for a more adaptable system, from which a collective sense of connection and care emerged.
  • We call these
  • different ways of being in the workplace
  • paradoxical leadership
  • a way of leading change
  • emergent teams
  • relational practice
  • a way of working together that keeps organizations on the edge; and
  • a way of developing trust and loyalty through rich connections.
  • Paradoxical leadership
  • From a complexity perspective, paradoxes are not problematic
  • Instead paradoxes are indicative of being on the edge; paradoxes create a tension from which creative solutions emerge
  • All the leaders had come from a command and control tradition
  • They had come to recognize that they had limited control; that they depended and needed others to achieve their aims; and that they didn�t, nor should or could, have all the answers
  • This perspective expanded their style of leadership, rather than replaced it.
  • They didn�t manage people
  • They acted more as cultivators than managers.
  • Instead leaders cultivated conditions to increase positive connections in their organizations, and in their economic web, from which nonlinear results could emerge.
  • four common behaviors
  • that guided their leadership style and how they related others:
  • Allow
  • Accessible
  • Attuned
  • allowed things to unfold, allowed mistakes, and open experimentation
  • They gave a strong direction in terms of purpose and values, and then allowed people to find their own solutions according to these guidelines.
  • physically accessible to the people in the organization, to customers, to partners
  • Being accessible helped these leaders to have a finger on the pulse of the organization
  • Leaders were simultaneously aware of the organization as a whole and as a living organism--at the macro level, but also attuned to the interactive level; that is, the micro level of connections and disconnections within the organization.
  • Emergent Teams
  • emergent teams are self-organizing, self-selected, and self-governing
  • Rather than teams being imposed on workers
  • Emergent teams are a democratic approach to problem solving and opportunity seeking
  • People organize around tasks rather than positions
  • The manager�s task shifts from managing people to cultivating conditions for teams to emerge by
  • 2, cultivating an information-rich context,
  • 1, cultivating group relationships,
  • 3, cultivating connections
  • The emergent teams themselves had three characteristics
  • The purpose of emergent teams are primarily experimental
  • Relational Practice
  • Relational practice strives towards creating positive and rich connections that lends itself to
    • Enrique Rubio Royo
      Enrique Rubio Royo on 24 Oct 11
       
      Prácticas relacionales (de socialización) se esfuerzan hacia la creación de relaciones positivas y profusas que se prestan a fomentar la confianza y un sentido de comunidad. Hay cuatro formas de comportamiento en relación con los demás, pequeños gestos, que marcan una gran diferencia en el desarrollo de relaciones afectuosas y de conectividad.
  • building trust and a sense of community
  • Be authentic
    • Enrique Rubio Royo
      Enrique Rubio Royo on 24 Oct 11
       
      4 comportamientos en las relaciones con los demás que marcan una gran diferrencia a la hora de crear relaciones afectuosas: 1.- Ser auténtico- ser uno mismo es mas eficiente en el trabajo y cuesta menos, para uno mismo, llevarlo a la práctica 2.- Reconocer los méritos de los demás- apreciar a las personas por lo que son y por lo que hacen, enriquece las conexiones y el sentido de pertenencia. El reconocimiento a lo que hacen los demás, promueve lalealtad y el compromiso 3.- Rendir cuentas- desplaza la cultura de culpas/víctimas, y cuando las personas asumen su responsabilidad, puede facilitar la solución de situaciones difíciles y complejas 4.- Ser atento- tener u profundo y genuino interés hacia los demás, conociendo sus historias, y reconocinedo el valor d eescuchar, ayuda a crear sistemas robustos y bien informados
  • Acknowledge others
  • Be accountable
  • Be attentive
  • There were four ways of behaving in relationship to others
  • being authentic makes for greater efficiency at work�it takes less time and energy to be yourself. It is also a practice
  • appreciating people for who they are as well as what they do
  • , enriches connections and a sense of belonging. Acknowledging others promotes loyalty and commitment
  • being recognized as people by managers.
  • moves the culture out of a blame/victim cycle
  • when people take responsibility for themselves, it can simplify difficult and complex issues
  • Many aspects of these management practices
  • are already alive and well in organizations
  • a way of working with organizations as complex adaptive systems that is relationship- and human-centered
  • What we have done is
  • identify an intellectual framework for all these aspects of behavior collectively
  • into a coherent whole based on a scientific understanding of the dynamics of business organizations
  • the science of complexity
  • a scientific understanding of the deep nature of business organizations
  • It is not just tha
  • but rather,
  • the science shows us, that certain behaviors engage the dynamics of complex adaptive systems in a positive way
  • to contribute to the collective purpose of an organization
  • Complexity science validates a focus on human relationships
  • and in a sense, turns things inside out
  • interpersonal skills
  • What was once regarded as "soft,"
  • is actually "hard."
  • What was once regarded as a distraction and not work, that is cultivating relationships, is the nexus of business success.
  • the emergent understanding of our organizations as complex adaptive systems in human terms
  • new business environment
  • to bring complexity to the business world,
  • In the connected economy of the twenty-first century, management cannot afford to try to succeed with management methods that were developed in a different age and for a different type of business environment
  • complexity-guided management
  • doesn�t just toss out traditional mechanistic management models, but rather encompasses and expands them
  • the principles of complexity science add to a deeper understanding of the dynamics of business organizations
  • however, we would argue that
  • the experience of working with organizations as complex adaptive systems has advanced the science in a way, too; that is, in the human dimension.
  • Science, by tradition anyway, needs to be analytical
  • which is why scientists often choose to work with simple systems
  • computer simulation models
  • such as, in the complexity realm
  • Human social systems
  • including the business environment
  • are far more complex than computer models
  • seeing organizations through new eyes
  • The science
  • intuition
  • But management no longer need constantly to seek the validation of the science for each new way we might fee
  • through
  • is right to work with organizations as complex adaptive systems
  • We cannot describe organizational behavior with the rigor that complexity scientists
  • But we can now claim to have a deeper sense of organizations
  • as complex adaptive system
  • Organizations have found, and are finding
  • new ways of working with nonlinear processes
  • that have led to bottom line success
  • twenty-first century
  • we are experiencing unprecedented structural shifts in our economy brought about by the revolutions in computation and communication technologies
  • the connected economy-
  • A new kind of economy is emerging
  • a shift that rivals the onset of the Industrial Revolution
  • Where once companies felt themselves to be the master�s of their own destiny,
  • in a connected economy, companies find themselves as interdependent players
  • The change is not only real, but it is also accelerating, driven by rapid technological innovation, the globalization of business, and, not the least of it, the arrival of the Internet
  • the new domain of Internet commerce
  • Consequently, business leaders are preoccupied with change itself�how to generate it, how to respond to it, how to avoid being overcome by it.
  • During these changing times
  • leaders and managers are finding
  • many of their background assumptions and time-honored business models inadequate
  • Tayloresque mechanistic model of their world,
  • linear thinking, control, and predictability
  • Where managers once operated with a
  • they now find themselves struggling with something more
  • nonlinear, where limited control and a restricted ability to predict
  • are the order of the day
  • Consequently, many managers and executive professionals are
Enrique Rubio Royo

5 Stages of Workplace Learning - Social Media In Learning - 0 views

janeknight.typepad.com/...ges-of-workplace-learning.html

collaboration workplace_learning jane_hart eaprende org2.0

shared by Enrique Rubio Royo on 08 May 10 - Cached
  • how we believe a collaboration platform will replace the LMS  as the core (learning) system in use in organistions
    • Enrique Rubio Royo
      Enrique Rubio Royo on 08 May 10
       
      En paralelo debe existir perfil 'eAprendiz' y responsables que lo promuevan en la ORG, para llegar al aprendizaje en el puesto de trabajo. El eAprendiz asume claramente el 'mindset' asociado a 'workflow learning', quien lo debe asumir, pues, es la dirección )directivos y ORGs 2.0). eAprendiz,
  • change from focusing exclusively on centrally diirecting and managing formal learning (aka training) in a LMS to supporting and enabling a collaborative approach to learning and working across the enterprise.
  • The difference between Stages 1-4 and Stage 5 is actually NOT just about a change in tools but a change in mindset.
  • ...4 more annotations...
  • the key mindset changes that will move organisations
  • recognising that working=learning; learning=working
  • understanding that informal learning needs to be enabled, supported and encouraged - but not designed or managed "letting go", so that there is a move from learner control to learner autonomy realising that autonomous, independent and inter-dependent, self-directed learners are essential  in an agile organisation
  • we, at ITA, believe that in this fast-changing, complex world, this is the place that organisations need to be.
  • Enrique Rubio Royo on 08 May 10
     
    del eAprendiz y la ORG 2.0
Enrique Rubio Royo

Harold Jarche » A framework for social learning in the enterprise - 0 views

www.jarche.com/...ial-learning-in-the-enterprise

jarche learning social framework sociallearning enterprise how-to

shared by Enrique Rubio Royo on 28 Sep 10 - Cached
  • The social learning revolution has only just begun. Corporations that understand the value of knowledge sharing, teamwork, informal learning and joint problem solving are investing heavily in collaboration technology and are reaping the early rewards.
  • Why is social learning important for today’s enterprise?
  • All organizational value is created by teams and networks.
  • ...42 more annotations...
  • Social learning is how groups work and share knowledge to become better practitioners. Organizations should focus on enabling practitioners to produce results by supporting learning through social networks
  • Wirearchies inherently require trust, and trusted relationships are powerful allies in getting things done in organizations
  • Communications without trust are just noise
  • Think and act at a macro level (what to do) and leave the micro (how to do it) to each worker or team
  • there are five types of learning that should be supported by the organization
  • Implementing social learning
  • ASL – Accidental & Serendipitous Learning: from Stocks to Flow
  • Learning is conversation and online conversations are an essential component of online learning
  • Online communication can be divided into Stocks (information that is archived and organized for reference and retrieval) and Flows (timely and engaging conversations between people, including voice or written communications). Blogs allow flow and micro-blogs, like Twitter, enable great flow due to the constraint of 140 characters
  • Stock on the Internet is everywhere and the challenge is to make sense of it through flows of conversation. It is no longer enough to have the book, manual or information, but one must be able to use it in changing contexts
  • Because of this connectivity, the Web is an environment more suited to just-in-time learning than the outdated course model
  • We are working and learning in networks and the only thing a network can do is share
  • PDL – Personal Directed Learning: from Clockwork & Predictable to Complexity & Surprising
  • the orientation of learning is shifting from past (efficiency, best practice) to future (creative response, innovation)
  • Work competencies will still need to be developed through practice and appropriate feedback (what training does well) but that practice will have to be directly relevant to the individual or group (group training is an area of immense potential growth)
  • Developing emergent practices, a necessity when there are no best practices in our changing work environments, requires constant personal directed learning.
  • In complex environments it no longer works to sit back and see what will happen. By the time we realize what’s happening, it will be too late to take action.
  • GDL – Group Directed Learning: from Worker Centric to Team Centric
  • the real work in organizations is done by groups
  • Organizing our own learning is necessary for creative work.
  • Developing social learning practices, like keeping a work journal, may be an effort at first but later it’s just part of the work process. Bloggers have learned how powerful a learning medium they have only after blogging for an extended period.
  • IOL – Intra-Organizational Learning: from Subject Matter Experts to Subject Matter Networks
  • Subject Matter Networks as a new way of finding organizational knowledge. Instead of looking for subject matter experts from which to design training, we should extend knowledge gathering to the entire network of subject-matter expertise.
  • Good networks make for effective organizations.
  • Networked communities are better structures in dealing with complexity,
  • can help facilitate fast feedback loops without hierarchical intervention
  • Collaborative groups are better at making decisions and getting things done.
  • the emerging knowledge-intensive and creative workplace has these attributes
  • FSL – Formal Structured Learning: from Curriculum to Competency
  • There remains a need for training in the networked workplace but it must move away from a content delivery approach.
  • With work and learning merging in the network, groups need to find ways that support each member’s learning, while engaged in tasks and projects
  • Think of it as social ADDIE (analysis, design, development, implementation, evaluation) for the complex workplace.
  • Our workplaces are becoming interconnected
  • Reaction times and feedback loops have to get faster and more effective
  • We need to know who to ask for advice right now but that requires a level of trust and trusted relationships take time to nurture
  • Therefore, we need to share more of our work experiences in order to grow those trusted networks
  • Knowledge workers today need to connect with others to co-solve problems. Sharing tacit knowledge through conversations is an essential component of knowledge work. Social media enable adaptation, and the development of emergent practices, through conversations.
  • This is social learning and it is critical for networked organizational effectiveness
  • The manner in which we prepare people for work is based on the Taylorist perspective that there is only one way to do a job and that the person doing the work needs to conform to job requirements
  • Individual training for job preparation requires a stable work environment, a luxury no one has any more.
  • owever, when you look at the modern organization, it is moving to a model of constant change
  • A collective, social learning approach, on the other hand, takes the perspective that learning and work happen as groups and how the group is connected (the network) is more important than any individual node within it.
Enrique Rubio Royo

Value Networks and the true nature of collaboration - 0 views

www.valuenetworksandcollaboration.com/home.html

value_creation value_networks creacion_de_valor personas creativecommons ebook eaprendiz redes_sociales

shared by Enrique Rubio Royo on 13 May 11 - No Cached
  • Value Networks  and the true nature of collaboration
  • Work life is completely changing as social networking and collaboration platforms allow a more human-centric way of organizing work.
  • Yet work design tools, structures, processes, and systems
  • ...5 more annotations...
  • are not evolving as rapidly
  • and in many cases
  • are simply inadequate to support the new flexible and networked ways of working.
  • Value Networks and the true nature of collaboration meets this challenge head on with a systemic, human-network approach to managing business operations and ecosystems.
  • Creative Commons license
  • Enrique Rubio Royo on 13 May 11
     
    Work life is completely changing as social networking and collaboration platforms allow a more human-centric way of organizing work. Yet work design tools, structures, processes, and systems are not evolving as rapidly, and in many cases are simply inadequate to support the new flexible and networked ways of working. Value Networks and the true nature of collaboration meets this challenge head on with a systemic, human-network approach to managing business operations and ecosystems.
Enrique Rubio Royo

Performance.Learning.Productivity Blog: In a Complex World, Continuous Learning and Sim... - 1 views

charles-jennings.blogspot.com/...world-continuous-learning.html

eaprendiz ecompetencias aprender_en_red complejidad adaptabilidad meta_aprendizaje work_smart ecologia_aprendizaje plwe pkm ppm plm

shared by Enrique Rubio Royo on 16 Oct 11 - No Cached
  • to ensure your organisation develops a continuous learning culture
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Desde nuestro punto de vista... para asegurarnos de que nuestra ORG desarrolla una cultura de aprendizaje continuo, es crítico ayudar a desarrollar habilidades de 'Aprendizaje autogestionado' (perfil eAprendiz), ayudar a la fuerza de trabajo para que mejore su meta-aprendizaje (aprender a aprender, y en particular en la RED ).
  • The Lessons
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Lecciones aprendidas del caso de las'sub-prime' y las consecuencias acaecidas: 1.- En entornos complejos, el Aprendizaje autodirigido, autogestionado, NO es opcional, es absolútamente esencial. 2.- En un mundo en cambio contínuo (en el que lo que es cierto hoy puede que mañana no lo sea)... en entornoss dinámicos, el Aprendizaje Contínuo, permanente, es la mejor herramienta disponible 3.- La Reflexión y el Pensamiento Crítico ('out-of-the-box') son esenciales para ayudar a 'focalizar' dicho Aprendizaje Contínuo.
  • core continuous learning skills
  • ...34 more annotations...
  • skills
  • skills
  • skills
  • skills
  • skills
  • skills
  • Effective search and 'find'
  • Critical thinking
  • Creative thinking
  • Analytical
  • Networking
  • People
  • Logic
  • A solid understanding of research methodology
  • first step
  • changing our mind-set from one that sees learning as a series of events to one that acknowledges learning is a continuous process that happens at any time, anywhere
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      1er paso.- cambiar nuestra mentalidad de pensar que el Aprendizaje es una serie de eventos a pensar que el A es un proceso contínuo que sucede en cualquier instante y en cualquier lugar 2º paso.- cambiar el modo en que trabajamos, y creamos entornos (ecologias de aprendizaje) que proporcionen funcionalidades y tecnologías a los Kworkers (eAprendices)de modo que puedan hacer su trabajo de una manera mas inteligente ('smart work'), incorporando el A en su actividad diaria ('workflow learning').
  • We know that learning doesn’t just happen in controlled and structured environments but that most learning is embedded in the flow of work.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 16 Oct 11
       
      Aprendizaje en el puesto de trabajo o Aprendizaje Informal
  • second step
  • changing the way we work, and create environments that provide tools and support to workers so they can do their jobs better through bringing learning into their work.
  • In a Complex World, Continuous Learning and Simple Truths Prevail
  • the sub-prime bubble and the resulting global financial crisis
  • in complex environments self-directed learning is not optional, it’s absolutely essential.
  • Continuous learning is the best tool available in dynamic environments
  • other ‘core skills’
  • we can learn from this story
  • reflection and critical ‘out-of-the-box’ thinking are are essential to help direct the focus of continuous learning.
  • to help the development of self-directed learning skills
  • Help your workforce
  • improve its meta-learning
  • These meta-learning skills don’t live in isolation. They live with
  • The most important single thing you can do
  • continuous learning is the only sustainable asset in a world of constant change
  • no matter how smart you are, you still needed to carry on learning.
  • learning, unlearning and re-learning
  • Enrique Rubio Royo on 16 Oct 11
     
    Artículo que se alinea perfectamente con uestra propuesta de eAprendiz, como estrategia de adecuación personal a un nuevo entorno en red, expandido y complejo. En nuestro caso, además de los dos pasos finales que propone (1.- cambiar nuestra mentalidad a la hora de contemplar el A como un proceso autogestionado y permanente; y 2.- cambiar el modo en que trabajamos (smart work), proporcionando un espacio o ecología de aprendizaje (PLN, PLWE, ID, curacion contenidos, PKM,PLM,PPM, eCompetencias, ePortfolio, mi base de K personal). A estos dos pasos, y como paso previo cualitativo, es el considerar el Aprendizaje como estrategia de adaptabilidad permanente a un entorno cambiante. Comparar nuestras eCompetencias con las que aquí se proponen.
Enrique Rubio Royo

The Content Economy: Why traditional intranets fail today's knowledge workers - 0 views

www.thecontenteconomy.com/...tail-of-information-needs.html

shared by Enrique Rubio Royo on 14 Oct 11 - Cached
  • inputs and outputs of knowledge work – which is information and knowledge – vary from time to time, from situation to situation
    • Enrique Rubio Royo
      Enrique Rubio Royo on 14 Oct 11
       
      K siempre bajo contexto
  • Knowledge work is also less structured and the structure of knowledge work typically emerges as the work proceeds.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 14 Oct 11
       
      actividades o interacciones tácitas (complejas)
  • In a knowledge-intensive business environment,
  • ...56 more annotations...
  • very hard or even impossible to anticipate in advance what information is needed
  • You simply cannot know what information will be relevant before the moment you need it.
  • We also need to have immediate access to anyone who might possess the knowledge and information we need but which is not captured
  • often because it is hard to capture or simply does not allow itself to be captured (tacit knowledge) and exchanged.
  • There’s a long tail of information needs that still needs to be served
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      Asumimos que tenemos necesidades de INFO relativas a una larga cola de permanentemente cambiante y virtualmente ilimitada cantidad de INFO . La parte izqda. de la fig. hace referencia a la INFO que necesitamos en las tradicionales actividades transaccionales o procedimentales, y las transformacionales. Se trata de una INFO predecible, de uso frecuente y reutilizable. Situación que nos permite definir, diseñar y producir el tipo y estructura de INFO, así como la INFO requerida antes de que la actividad sea llevada a cabo.
  • Long Tail power graph
  • In the left end of the power graph we have
  • for transformational and transactional activities
  • This information does not change very often and thus can be quite easily reused
  • for commonly performed activities
  • the information needs are predictable
  • This allows us to define, design and produce the type and structure of the information as well as the actual information before the next time the information need arises (the activity is performed).
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      Estas son las características que definen los SSII tradicionales, orientados a CONTENIDOS (base de procedimientos + otros recursos digitales).
  • Knowledge work is often a completely different story
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      Cuando hablamos de Kwork es otra cosa. La iNFO requerida para activiodades de Kwork, probablemente la encontraremos en la larga cola (parte plana de la figura). Allí se encuentran recursos de INFO usados con muy poca frecuenciaa o incluso que nunca hemos usado con antelación. La INFO que necesitamos varaia de una situación a otra, de un instante a otro (siempre bajo contexto). La INFO varía, así como el tipo y estructura de lso recursos de INFO (hiperfragmentación de la INFO y el K). Ello hace que virtualmente sea imposible definir una INFO reusable con antelación a ser necesitada. La impredictibilidad de la naturaleza del Kwork es la razón por la que necesitamos dar a los K workers acceso a tooda la INFO que existe y que puede ser relevante. Puesto que no sabemos qué puede ser relevante hasta que surja la necesidad ('just in time'), no podemos depositar INFO relevanteen una pila o repositorio. Necesitamos también, proporcionarles con las herramientas adecuadas (proceso PKM) a los K workers. Nuevo Ecosistema de INFO Organizacional (p.e. modelo ECCO Suricata), distinto a los SSII tradicionales orientados exclusivamente a INFO y a recolilar toda la INFO por adelantado.
  • the information needed for a knowledge work activity is likely to be found in the long tail
  • used infrequently or maybe even once
  • impossible to define a reusable information resource in advance before it is needed
  • The unpredictable nature of knowledge work
  • is why we need to give knowledge workers access to all information that exists and that might be relevant
  • We also need to provide them with tools
  • to serve the knowledge workers’ information needs
  • Traditional intranets are not designed for knowledge work
  • changing role of intranets in knowledge-intensive businesses
  • These intranets need to provide flexible access to both information and people
    • Enrique Rubio Royo
      Enrique Rubio Royo on 14 Oct 11
       
      Modelo Suricata- Ecosistema Complejo de Conocimiento Organizacional (ECCO)
  • The intranet needs to be turned into an “information broker platform” where information is freely and easily created, aggregated, shared, found and discovered at minimal effort.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      Necesidad de rediseñar la intranet tradicional en las ORGs intensivas en INFO y K: la intranet debe transformarse en una plataforma 'broker' de INFO, donde la INFO es libre y fácilmente creada, agregada, localizada y descuberta con el menor esfuerzo, pero sobre todo debe faciltar la COMPARTICIÓN y COLABORACIÓN. Sin embargo, la mayoría de las intranetstratan de ayudar a las personas que llevan a cabo actividades predefinibles y repetitivas (plataformas 'push'), pero son totalmente disfuncionales para el K work. No es una coincidencia, pues, que las intranets jueguen un papel marginal en el trabajo diario. La INFO que los Kworkers necesitan no puede conocerse por adelantado y por lo tanto atendida por la intranet tradicional. Será crítico que los K workers tenga acceso a toda la INFO disponible, qde modo que cubra las necesidades de INFO altamente variables, extensivas e impredecibles de los K workers.
  • Such an intranet gives everybody access to all information which is available and make room for virtually infinite amounts of information.
  • However, most of today’s intranets primarily consist of
  • They aim to serve people who perform predefined and repeatable tasks
  • push platforms
  • but they are quite dysfunctional for knowledge work
  • intranet plays a marginal role in their daily work
  • It’s not a coincidence that
  • The information that knowledge workers need can often not be anticipated and served by a push-based intranet
  • It is also critical that they have access to ALL information that is available
  • intranet that needs to serve the highly varying, extensive and unpredictable information needs of knowledge workers.
  • To conclude
  • push-based production model
  • assumes that all information resources on the intranet must be produced in advance
  • Knowledge workers need a social intranet
  • social intranet
  • paradigm change
  • is not just about adding a layer of social collaboration tools
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      Los K workers necesitan una intranet SOCIAL (cambio de paradigma). No se trata de simplemente añadir una capa de herramientas de colaboración social; se trata de una plataforma que combina la pòtencia de l modelo 'push' con la del 'pull' para suminstrar a cualquiera que participe y contribuya con una 'empresa expandida' con la INFO, K y conecxiones que ellos necesitan para tomar las decisiones correctas y actuar para alcanzar plenamente sus objetivos. Debe equipar a cada Kworker con las herramientas que le permitan participar, contribuir, descubrir, conectar, crear (APRENDER), para compartir y coolaborar 'entre iguales'. La intranet social es una plataforma 'pull' con mecanismos para atraer de manera automática INFO y PERSONAS relevantes a cada cuál, que permitan superar la 'sobreabundancia de INFO' , mediante los oprtunos 'RADARES' y 'FILTROS', así como herramientas para la 'CURACIÓN de CONTENIDOS' alrededor de 'tópicos' concretos. La intranet social, también debe contemplar la adquisicion de INFO y PERSONAS relevantes mediante 'SERENDIPIA' (por casualidad). Necesitamos implícita y explícitamente compartir lo que hacemos y conocemos con otras personas en nuestras redes, con personas que compartan nuestros intereses. "La larga cola de iNFO soporta el núcleo del actual modelo de negocio intensivo en K: el trabajo del conocimiento ( K work).
  • it is a platform that combines the powers of push with the powers of pull to supply anyone who participates and contributes within an extended enterprise with the information, knowledge and connections they need to make the right decisions and act to fulfill their objectives
  • It equips everyone with the tools that allows them to participate, contribute, attract, discover, find and connect with each other to exchange information and knowledge and/or collaborate
  • enabling employee-to-employee information exchange.
  • A social intranet must necessarily be designed for information abundance.
  • "more is more" paradigm
  • the social intranet is a pull platform with mechanisms for automatically attracting relevant information and people to you
  • sensation commonly called information overload
  • the problem is not the amount of information but rather that the filters
  • We need to get the filters in place
  • The social intranet also has an important part to play when it comes to supporting serendipity
  • We must have ways that “automagically” attract useful information and connections to us
  • We just need to implicitly and explicitly share what do and know to other people in our networks, to people who share our interests, or to people who happen to pass us by at any other kind of cross-road.
  • push-based production mode
  • the long tail of information supports the core of a knowledge-intensive modern business: the knowledge work.
  • Knowledge work is about
    • Enrique Rubio Royo
      Enrique Rubio Royo on 15 Oct 11
       
      ORGs cada vez mas intensivas en K. Kwork relativo a actividades tácitas(p.e. resolución de problemas, investigación y trabajo creativo, interacción y comunicación con otras personas, etc). Por naturaleza, es menos predecible y repetible que el tradicional trabajo industrial. Las entradas y salidas (INFO/K) siempre bajo contexto, y cambiantes. Kwork menos estructurado y la estructura del Kwork emerge tal como se desenvuelve el trabajo. En un entorno intensivo en K, muy dificil o casi imñposible anticipar por adelantado que INFO vamos a necesitar. No podemos saber qué INFO va a ser relevante en el momento que la requiramos. Necesitamos poder acceder de manera inmediata a cualquiera que pueda poseer el K e INFO que necesitamos, pero el cuál -k- es dificil de captuirar e intercambiar (K tácito).
Enrique Rubio Royo

Sensemaking artifacts « Connectivism - 0 views

www.connectivism.ca/?p=336

sensemaking wayfinding artifacts pkm gsiemens generacion_significado elearning connectivism learning MOOC

shared by Enrique Rubio Royo on 13 Apr 12 - No Cached
  • Teaching and learning in social and technical networks
  • sensemaking artifacts
  • complex information settings
  • ...26 more annotations...
  • such as the images posted above. Artifacts can include a blog post, an image, a video, a podcast, a live performance
  • basically anything that allows an individual to express how they’ve come to understand something
  • 2. They are a sensegiving tool.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 13 Apr 12
       
      Sensegiving (coherence expression) tools
  • These artifacts serve two roles
  • 1. They reflect the sensemaking activity that the individual has experienced
  • how he came to understand the relationship between different entities
  • Through joint processes of sensemaking and wayfinding – see presentation below – learners begin exploring and negotiating the domain of knowledge. In the process, they produce artifacts
  • When learners are transparent in their learning through the production and sharing of artifacts, they teach others
  • Sensemaking artifacts are valuable in that
  • “if we designed education today, what would it look like?”
  • Would it look like our existing classrooms?
  • Textbooks? Libraries? Or would it look more like the internet?
  • What roles would teachers play? Or learners?
  • What would “teaching” look like
  • our current education system?
  • digital technologies change how people relate to each other and how information is created and shared
  • These trends influence the power structures in classroom or online settings
  • on the learner:
  • power change
  • requiring both educators and institutions to rethink what they do for her and what she can do for herself
  • Sensemaking artifacts reflect this power shift
  • learners can self-organize and guide each other, rather than simply walking established knowledge paths created by educators and designers
  • Each artifacts serves to “re-centre” the conversation around the sensemaking actions of learners
  • In this regard,
  • sensemaking artifacts are in competition with the planned curriculum (learning content)
  • sensemaking artifacts are another node in the learning model that distributes control and power away from the institution and the teacher and moves it (power/control) into the networks formed by students.
  • Enrique Rubio Royo on 13 Apr 12
     
    Magnífica referencia, relativa al proceso de generación de significado y la forma de alcanzarlo. Relación estrecha con el proceso PKM (harold Jarche; 'seek-sense-share'), así como del modelo cynefin de David Snowden). Muy interesante la inclusión de una presentación slideshare de Georges Siemens, relativa al tema, y que provoca el posting que se referencia (en el contexto del curso MOOC sobre 'learning analytics)
Enrique Rubio Royo

Harold Jarche » Social learning for business - 0 views

www.jarche.com/...social-learning-for-business

harold_Jarche sociallearning org2.0 complejidad

shared by Enrique Rubio Royo on 21 Jan 11 - No Cached
  • 10 sentences, for social learning
  • The increasing complexity of our work is a result of our global interconnectedness. Today, simple work is being automated (e.g. bank tellers). Complicated work (e.g. accounting) is getting outsourced. Complex and creative work is what gives companies unique business advantages. Complex and creative work is difficult to replicate, constantly changes and requires greater tacit knowledge. Tacit knowledge is best developed through conversations and social relationships. Training courses are artifacts of a time when information was scarce and connections were few; that time has passed. Social learning networks enable better and faster knowledge feedback loops. Hierarchies constrain social interactions so traditional management models must change. Learning amongst ourselves is the real work in social businesses and management’s role is to support social learning.
  • Enrique Rubio Royo on 21 Jan 11
     
    buena sintesis social_learning
Enrique Rubio Royo

Three Star Leadership Blog: Complex Adaptive Systems and You - 0 views

blog.threestarleadership.com/...-adaptive-systems-and-you.aspx

SCA ACS intro ORG2.0 adaptabilidad complejidad

shared by Enrique Rubio Royo on 13 Oct 11 - No Cached
  • We love machines. They are the primary metaphor that we use for organizations.
  • Return
  • yesteryear
  • ...17 more annotations...
  • For the last century and a bit more, we've made progress by applying engineering techniques, like quantitative analysis, to organizational processes. And we've thought of our organizations as machines.
  • The thing about machines is that they're not natural. You design them. The parts of a machine don't act independently. They follow the plan. And you judge success by how well the results conform to the plan
  • It works well if
  • It works well if
  • In the 21st Century, adaptability in the face of competitive pressures and rapid change will be important. That requires a different model for our organizations and organizational strategy. We need a model that's adaptive.
  • In the 21st Century, adaptability
  • That requires a different model
  • We need a model that's adaptive
  • Good news. Nature has a lot of them
  • "complex adaptive systems."
  • The difference between complex systems and complicated systems is that
  • Raising a child is a complex endeavor
  • independent actors
  • "emergent property
  • There's no central authority
  • Complex adaptive systems adapt to the environment so the system and the environment both change.
  • outcomes are not predictable in advance
  • Enrique Rubio Royo on 13 Oct 11
     
    Muy clara introducción a los Sistemas Complejos Adaptativos, partiendo de la necesidad, en la actualidad, de su existencia ante la presencia de un entorno altamente cambiante al que las organizaciones deben adaptarse, quedando invalidada la metáfora de considerar una ORG como una máquina (Sociedad Industrial). Muestra diferencias entre sistemas complicados y complejos, propiedades como la emergencia, componentes activas, etc
Enrique Rubio Royo

11 Ways To Explain Social Business Benefits - The BrainYard - InformationWeek - 0 views

www.informationweek.com/...231902518

orhg2.0 estrategias social_business howto

shared by Enrique Rubio Royo on 09 Nov 11 - No Cached
  • strategies to explain social tools to people without drowning them in social speak or meaningless jargon
    • Enrique Rubio Royo
      Enrique Rubio Royo on 09 Nov 11
       
      Focus fundamental: ¿por qué suelen fallar las iniciativas 'social media' en general, y en el ámbito de las empresas en particular (social business initiatives)?. Normalmente comenzamos hablando a la gente con un lenguaje técnico, una jerga de nuevas palabras tales como blogs,wikis,microblogging, e incluso 'social business'. Niniguna de esas cosas les importa realmente. Son herramientas y métodos que nos permiten hacer cosas que SI pueden importarnos. ¿Cuáles son esas cosas de interés para la audiencia?
  • What are the things that do matter?
    • Enrique Rubio Royo
      Enrique Rubio Royo on 09 Nov 11
       
      ¿Cómo deberíamos empezar a plantear las cosas?, ¿qué cosas preocupan a la audiencia?. P.e. si son empresarios, gerentes o profesionales autónomos, según la autora, deberíamos pensar en comunicarles aspectos posibles a alcanzar con el 'social business' como ... 1.- Asegurarnos de sacar el máximo provecho de los recursos que hemos invertido, de manera que se traduzca en cosas visibles y disponibles para todas las personas de nuestro ecosistema, que son al final quienes las van a valorar 2.- Conseguir que los clientes se sientan valorados y distinguidos por compartir nuestras experiencias con ellos - mediante nuestros productos, servicios, soporte y facturación - que además funcionan bien y son fáciles de usar 3.- Conseguir que los empleados sienten que se valoran sus contribuciones, atendiéndolas con el cuidado suficiente para promover sus ideas y su conexión a los recursos 4.- Aumentar el nivel de comodidad y conocimiento de nuevas conexiones (relaciones), para que de manera proactiva quieran implicarse con nuestras empresas 5.- Creación de relaciones personales para tener embajadores en más lugares que cualquier persona pudiera alcanzar
  • what matters most is ensuring that everyone in our ecosystem feels valued and recognized in proportion to their contributions because that drives revenue, profitability, and happiness.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 09 Nov 11
       
      lo más importante es asegurar que todos los miembros de nuestro ecosistema se sientan valorados y reconocidos en proporción a sus aportaciones, ya que dicho reconocimiento promueve retornos, rentabilidad y felicidad.
  • ...20 more annotations...
  • People unfamiliar with the tools of this new social business space
  • almost always react poorly to initial messages that focus on the tools and how they will "revolutionize" business
  • They freeze in their tracks
  • because they don't understand the language and the technology
  • Often they're people with years of expertise, who are knowledgeable about their work and aren't accustomed to feeling uninformed.
  • it's better to ask them if they'd like to cool off, relax, and enjoy the beautiful view from the harbor.
  • It's like asking someone who has never sailed to put in
  • You must motivate people in language that they understand before introducing new ways of doing business
  • Here are some approaches you can take to help people who are new to social tools understand them:
  • There are hundreds of small-use cases that could benefit from using networked communications environments
  • Start looking for ones that either result in a lot of lost productivity
  • or where the company spends a lot of money
  • to redesign your communications ecosystem
  • change one communications habit at a time.
  • Which you choose will depend on how much executive support you have, how culturally ready your company is, and how much budget is available.
  • regardless of your approach, the more specific you are about how these tools and processes will help people do their work, the more successful you'll be.
  • There are benefits and risks to both, but
  • where social business initiatives often fall down.
  • We start throwing language at people--words like blogs, wikis, microblogging, even the term social business itself. None of those things really matter.
  • They're tools and methods that enable us to do things that matter
Enrique Rubio Royo

Communication Nation: The connected company - 0 views

communicationnation.blogspot.com/...connected-company.html

complexity Enterprise2.0 ORG2.0 must diseño conectividad

shared by Enrique Rubio Royo on 03 Nov 11 - No Cached
  • The average life expectancy of a human being in the 21st century is about 67 years. Do you know what the average life expectancy for a company is?
  • Why is the life expectancy of a company so low? And why is it dropping?
  • A machine typically has the following characteristics
  • ...78 more annotations...
  • As companies grow they invariably increase in complexity, and as things get more complex they become more difficult to control.
  • As you triple the number of employees, their productivity drops by half (Chart here)
  • This “3/2 law” of employee productivity,
  • Surely we can do better?
  • The secret, I think, lies in
  • understanding the nature of large, complex systems, and letting go of some of our traditional notions of how companies function.
  • I believe that many of these companies are collapsing under their own weight
  • It’s designed to be controlled by a driver or operator
  • It needs to be maintained, and when it breaks down, you fix it.
  • works in the same way for the life
  • Eventually, things change, or the machine wears out, and you need to build or buy a new machine.
  • A car is a perfect example of machine design
  • And we tend to design companies the way we design machines:
  • The problem with this kind of thinking is that the nature of a machine is to remain static, while the nature of a company is to grow
  • What happens if we think of it less like a machine and more like an organism? Or even better, what if we compared the company with other large, complex human systems, like, for example, the city?
  • if we stop thinking of it as a machine and start thinking of it as a complex, growing system?
  • Cities are large, complex, systems, but we don’t really try to control them.
  • if we start to look at companies as complex systems instead of machines, we can start to design and manage them for productivity instead of continuously hovering on the edge of collapse.
  • Cities aren't just complex and difficult to control. They are also more productive than their corporate counterparts
  • The Living Company
  • Shell studied 40 large, long-lived companies, some of which were still surviving after 400+ years.
  • these companies had a lot in common with large cities
  • tolerated
  • Ecosystems:
  • decentralized
  • Active listening
  • The boundaries of the company were less clearly delineated
  • local groups had more autonomy over their decisions
  • very active in partnerships and joint ventures
  • Everyone in the company understood the company’s values
  • to keep that culture strong
  • Long-lived companies had their eyes and ears focused on the world around them and were constantly seeking opportunities
  • were connected by a strong, shared culture.
  • watching and listening) and metafilter (information leading to decisive action).
  • we instinctively and intuitively understand that companies are not made of cogs, levers and gears
  • For top management, it would be wonderful if
  • In the end, they are made out of people
  • You have to put your strategy into people if you want to get results.
  • And today, thanks to social technologies
  • today, thanks to social technologies
  • we finally have the tools to manage companies like the complex organisms they are
  • we finally have the tools to manage companies like the complex organisms they are
  • Social Business Design
  • It’s design for complexity, for productivity, and for longevity. It’s not design by division but design by connection.
  • the connected company
  • we must focus on the company as a complex ecosystem
  • a new discipline
  • a set of connections and potential connections, a decentralized organism that has eyes and ears everywhere that people touch the company, whether they are employees, partners, customers or suppliers.
  • but some basic rules are already emerging
  • Social Business Design
  • These emerging rules have less in common with traditional business design, and more in common with urban design and city planning.
  • design for emergence
  • It’s not about design for control so much as
  • You can’t control a complex system, but you can manage its growth, and there are a lot of things you can do that will position it for success. Here are a few of those emerging practices that signal excellence in design by connection
  • Understand the culture
  • you need to understand the culture (or cultures) that are already there, so you can look for ways to enhance and strengthen that shared identity.
  • Start small
  • As you initiate social programs, think of them as if you are designing a city street.
  • The last thing you want is a whole bunch of large, urban areas with no people in them
  • A successful street is filled with people.
  • The smaller the space is initially, the faster it will fill up with people.
  • So start small
  • A good way to start is with an organization-wide project or initiative
  • Spaces need owners.
  • Again, think of the city street: every business or building has an owner.
  • make sure that every online space you create has someone positioned to take care of it, to keep it safe and clean.
  • Every person needs a place
  • every person needs a place to live; somewhere they can put their stuff
  • make sure that every single person has a place where they can put, and see, their stuff: their projects, the links they want to get back to, the documents they have created, their role, qualifications, expertise and so on.
  • A good city street offers opportunities that are unanticipated but serendipitous
  • Jumping-off points
  • Every time someone visits an online space, there’s a chance to offer them something new.
  • Design by connection is not a top-down activity so much as bottom-up
  • Watch, listen, adjust and adapt
  • Complex systems just don’t work that way
  • Think about how city streets evolve: one small step at a time.
  • Pay attention to the culture, and watch how people react to the tools you provide.
  • The typical company has a very short life, from 15 to 50 years. But cities – and some companies – live much longer lifespans: from hundreds to thousands of years. Wouldn’t you like that for your company? I know I would
  • Enrique Rubio Royo on 03 Nov 11
     
    Excelente post en el que de una manera muy clara muestra la necesidad de una nueva mentalidad acompañada de un nuevo diseño (como un organismo) para las ORGs. Excelentes también las figuras, su diseño.
Enrique Rubio Royo

Jane's Pick of the Day: 30 ways to use social media to work smarter #some4job - 0 views

janeknight.typepad.com/...30-ways.html

jane hart workplace_learning socialmedia how-to org2.0 plwe ple eprofesional

shared by Enrique Rubio Royo on 01 Oct 10 - No Cached
  • "Working smarter is the key to sustainability and continuous improvement. Knowledge work and learning to work smarter are becoming indistinguishable. The accelerating rate of change in business forces everyone in every organization to make a choice: learn while you work or become obsolete."
  • This resource looks at 30 ways to use social media to find things out on the Social Web keep up to date with new content on the Social Web build a trusted network of colleagues communicate with your colleagues share resources, ideas and experiences with your colleagues collaborate with your colleagues improve your personal and team productivity
Enrique Rubio Royo

Law Practice Magazine :: A LAWYER'S SOCIAL NETWORKING TOOLBOX: TUNING UP YOUR ONLINE BU... - 0 views

www.abanet.org/...pg42.shtml

difusion_ideas marketing_online marketing practice twitter facebook linkedln socialnetworking eprofesional genea tools

shared by Enrique Rubio Royo on 20 Mar 10 - Cached
  • LinkedIn, Facebook and Twitter are incredibly cost-effective venues for growing relationships and promoting your law practice
  • lawyers approach social networking to market their practices
  • There are lots of tools available to help
  • ...54 more annotations...
  • Let’s explore some of the best ones for the “big three” social networking sites for lawyers: Twitter, Facebook and LinkedIn.
  • Taming Twitter
  • is a great way to network with other lawyers and potential clients interested in a given practice area.
  • an enormous number of tools have grown up around Twitter to augment and improve the user’s experience. Here are four ways to augment your use of Twitter, along with tools to get you there.
  • Once you start following more than a few people on Twitter, it can quickly become chaotic.
  • Organize your streams into groups
  • you need a way to organize your Twitter stream.
  • Third-party applications that allow users to create groups make quick work of imprinting order on the chaos. These applications let you organize your stream by your relationship to the Twitterer (e.g., family, friends, work colleagues) or by subject (e.g., law practice management, New York Yankees). You can even create a small VIP group for the people whose tweets you never want to miss.
  • Go multimedia.
  • the ability to send photos and videos change the way you can use Twitter.
  • TwitPic, which is free and easy to use, is our choice for photo sharing on Twitter.
  • to allow you to send videos to Twitter
  • it provides a means to extend your brand and demonstrate your ability to produce a deliverable service through relationship building.
  • Use Twitter to publicize your blog
  • Twitter can be an excellent avenue for publicizing your blog. Posting a short, simple tweet that says “New blog post at [insert blog name here]” followed by a link to the blog post is all that’s required. The authors are both bloggers who track our respective blog stats somewhat obsessively, and Twitter is often one of the biggest sources of traffic to our blogs.
  • There are several third-party applications that automate the process offeeding these short updates, including the blog URL, to Twitter.
  • Twitterfeed
  • Carry it in your pocket.
  • For many busy professionals, the number one objection to Twitter is “I just don't have time for it!”
  • There are many hyperbusy and productive people who use Twitter. The key is realizing that Twitter isn't something you make time for—it’s something that you fit into time slots that become available.
  • To capitalize on the small windows of time that become available in life
  • you must have Twitter available in your pocket. Which means the solution is to get a tool that lets you access it from your smartphone.
  • The options depend on your model of phone.
  • Figuring Out Facebook
  • Facebook (www.facebook.com) is a more complex social media site
  • TwitVid
  • Achieving that aim, however, requires using the correct tools on the site to focus the right content on the right people. Here are some tips and tricks to get the most out of Facebook.
  • Control where the information flows
  • Unlike Twitter, Facebook will open up your life (and your family and your old college friends) to the world unless you seize control. Consequently, you need to distinguish between people that get to share your life and those that don't. You do this by creating a “list” under the News Feed column on the left-hand side of your Facebook home page. For example, you can create one list for “Friends and Family” and a separate one for “Professional” contacts. Once you've created a list, you can then restrict the list members' access to certain types of information.
  • Test your restrictions by going to the top of the Privacy Profile page, where you can use the “See how a friend sees your profile” button. Very enlightening.
  • Monitor your Wall.
  • Go to Settings, Account Settings and then Notifications, where you tell Facebook to notify you (by e-mail or SMS) about what, when and where things are added to your Wall. Also, make sure that you know when you have been tagged in a photo, just in case you don’t like the view.
  • Remember Google in your privacy shield
  • At the Search menu, you can set your Facebook search visibility, which determines what content may be searched internally and, separately, you can choose whether to allow search engines to see your Wall.
  • Feed your blog post to your profile.
  • Facebook also allows you to extend the reach of your blog
  • by feeding your blog posts to your profile page.
  • You can do the same thing for your Twitter posts.
  • Try a more business-centric focus if you like.
  • If you believe your Facebook presence should be more about your law practice as an entity than about you personally, you should use the Business Page feature.
  • An alternative to a Facebook Business Page is the Facebook Groups option.
  • Living with LinkedIn
  • networking community that is targeted specifically to professional users
  • It offers excellent integrated applications for building your brand name and promoting your expertise, including the ability to create your own communities within the community. Here are the keys to using it successfully.
  • Develop a great profile.
  • profile that emphasizes your strengths and minimizes your weaknesses.
  • Be bold but truthful
  • Spread your message using the integrated applications.
  • The applications give you a number of opportunities to demonstrate your interests and your expertise
  • Get and give recommendations on the site
  • Actively participate in groups.
  • Using Your Time Slots to the Best Advantage
  • Last but not least, remember that social networking never stops. So, to stay in the game from wherever you are, you should go mobile with Facebook and LinkedIn. Based for your phone mode
  • There you have it—a whole list of great tactics for improving your social networking projects to get the most out of your online business development efforts. As they say, if you only have a hammer, every problem looks like a nail. Use the tips and tools covered here and you’ll see a whole lot more in the social networking world.
Enrique Rubio Royo

Harold Jarche - 0 views

www.jarche.com

elearner eaprende jarche harold_Jarche critical_thinking ecompetencias

shared by Enrique Rubio Royo on 30 Mar 10 - Cached
  • Even the mainstream training field is realizing that reduced layers of bureaucracy mean decision-making gets pushed down the organization chart. This
  • is the message of the AMA in the promotional video – Critical Thinking: Not just a C-suite skill.  However, wirearchy takes this one important step further by advocating a two-way flow of power and authority. In both cases, the need for critical thinking is evident.
  • A personal knowledge management process can help to develop critical thinking skills, where sense-making includes observing, studying, challenging (especially one’s assumptions), and evaluating. Developing these skills takes practice, appropriate feedback and an environment that supports critical thinking.
  • ...15 more annotations...
  • Several web tools can be used to develop critical thinking skills; the foundation of PKM:
  • Wirearchy as the organizational framework, coupled with active personal knowledge management processes, is a step in that direction
  • how important an open source framework is as we move more of our computing to the cloud
  • issues on how Ning treats its customers, users and their data.
  • While Ning may be free, it is not open source, and the company can make changes at will, just like Facebook, Google or Twitter may do.
  • I advise my clients that they should consider how important their data is to them before using software as a service (SaaS). Can the data be easily exported? With social bookmarks, it is easy to export and import OPML files from one platform to another. It is also simple to export from WordPress.com SaaS to your own open source hosted version
  • With Ning, Facebook and many others, there is no such export function
  • So what is the alternative to Ning?
  • For large enterprise projects I have used Drupal as a community management platform and it works well, though it requires solid technical support.
  • Elgg, an open source social networking platform that attracted me because of its unique underlying mode
  • The key differentiator of Elgg is that the individual is the centre of all the action
  • This is real user control
  • The Elgg platform has matured in the past six years and has a strong community and a solid product (v. 1.7).
  • One major advantage of Elgg will be the ability to take your data and have it hosted elsewhere.
  • Supporting communities like Elgg and Drupal means that we can have more control over our use of web technologies. As business and education move to the web and the cloud, open-source platforms will help to ensure that some corporate board doesn’t decide our future for us.
Enrique Rubio Royo

Essential Skills for 21st Century Survival: Part 2: Environmental Scanning « ... - 0 views

emergentbydesign.com/...-part-2-environmental-scanning

skills entorno escanning escanear pkm analisis_entorno evision einfo

shared by Enrique Rubio Royo on 13 Apr 10 - Cached
  • Environmental Scanning
  • Traditionally, environmental scanning is explained within a business context as a strategic approach to acquiring information in order to stay current on events, emerging trends, and external factors that could influence or impact an organization.
  • Why is it important?
  • ...2 more annotations...
  • if pattern recognition is a skill that leads to better decision making, environmental scanning is a process to help detect patterns.
  • he world is becoming more fully interdependent, and it’s not enough to only pay attention to one’s own field or industry anymore. The more comprehensive an understanding you can get of the “big picture,” the better position you’ll be in to anticipate and adapt to change, keeping you or your organization competitive.
Enrique Rubio Royo

A Vision of The Social Organization - 1 views

www.thesocialorganization.com/...f-the-social-organization.html

social socialORG vision ORGsocial org2.0 eprofesional

shared by Enrique Rubio Royo on 12 May 11 - No Cached
  • what does this new organization look and feel like on the inside?
  • what does this new organization look and feel like on the inside?
  • But what does this new organization look and feel like on the inside?
  • ...2 more annotations...
  • many discussions of how employment and management structures change to become more agile.
  • There is more agreement on the issues
Enrique Rubio Royo

The challenge--and opportunity--of 'big data' - McKinsey Quarterly - Economic Studies -... - 0 views

www.mckinseyquarterly.com/d_opportunity_of_big_data_2806

big_data mckinsey report digital_INFO gap expertos analisis_datos

shared by Enrique Rubio Royo on 13 May 11 - No Cached
  • The proliferation of data has always been part of the impact of information and communications technology. Now, as computers and cell phones continue to pervade our daily activities and as millions of networked sensors are being embedded in these devices (as well as in automobiles, “smart” meters, and other machines)
  • the amount of data available for analysis is exploding.
  • The scale and scope of the changes that such “big data” are bringing about have reached an inflection point. Companies capture trillions of bytes of information about customers, suppliers, and operations. Many citizens look with suspicion at the amount of data collected on every aspect of their lives.
  • ...6 more annotations...
  • Can big data play a useful role?
  • finds that collecting, storing, and mining big data for insights can create significant value for the world economy, enhancing the productivity and competitiveness of companies and the public sector and creating a substantial economic surplus for consumers
  • New research
  • Big data: The next frontier for innovation, competition, and productivity
  • MGI’s analysis shows that companies and policy makers must tackle significant hurdles to fully capture big data’s potential
  • The United States alone faces a shortage of 140,000 to 190,000 people with analytical and managerial expertise and 1.5 million managers and analysts with the skills to understand and make decisions based on the study of big data (exhibit)
Enrique Rubio Royo

IBM - Cultivating organizational creativity in an age of complexity: A companion study ... - 0 views

www-935.ibm.com/...organizational-creativity.html

complejidad creatividad liderazgo org2.0 ibm estudio

shared by Enrique Rubio Royo on 17 Oct 11 - No Cached
  • who embrace the dynamic tension between creative disruption and operational efficiency can create new models of extraordinary value.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      Alcanzar el balance (entendido como una tensión dinámica entre dos polos) entre la creación disruptiva y la eficiencia operacional.
  • Why are some organizations consistently good at innovating and/or adapting while others seem to be blindsided by change? Is it because of their disciplined innovation process or the knowledge and skills of their people?
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      ¿Cuál es la razón por la que algunas ORGs son consistentemente buenas innovando y adaptándose, mientras que otras parecen sorprenderse por el cambio?, ¿es debido a su disciplinado proceso de innovación o al K y habilidades de sus personas?, ó es su determinación a construir una cultura donde la asunción d eretosno solo se estimula, sino que se espera?
  • is it their determination to build a culture where challenging assumptions is not only encouraged, but expected? Our IBM Creative Leadership Study found that leaders
  • ...13 more annotations...
  • What, specifically, enables leading-edge organizations to capitalize on the inherent complexity in today's environment and catalyze innovation within their business models, products and services?
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      Qué es lo que específicamente permiote a las ORGs de vanguardia capitalizar la complejidad inherente del entorno actual y cataloizar la innovación en sus modelos de negocio, productos y servicios?
  • According to the IBM 2010 Global CEO Study
  • the ability to embody creative leadership is among the most important attributes for capitalizing on complexity.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      La capacidad para incorporar liderazgo creativo como una de los mas importantes atributos para capitalizar la complejidad.
  • developing future leaders
  • fostering collaboration and knowledge sharing.
  • increasingly interconnected world
  • three imperatives to accelerate the development of creative capital:
  • . Organizations will need to act upon
  • Creative leadership in action
  • enables a wide range of product, process and business model innovations
  • Uncover the key capabilities of the creative organization
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      1.- Descubrir las capacidades clave de la ORG creativa. Facultar (empoderar) la capacidad de la ORG para entender cómo el mundo se comporta. Exponer a las personas que ven oportunidades donde otros no las ven y un mapa de lo que se encuentra. Conectar las ideas y las personas de maneras novedosas. Intentar muchas y variadas ideas . Inspirar la creencia de que la acción es posible. Mantener la disciplina para hacer las cosas.
  • Unlock and catalyze the creative capabilities of leaders
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      2.- Desbloquear e impulsar las capacidades creativas de los líderes - Crear alto impacto, aprendizaje experimental vinculado a problemas reales de negocio. Desarrollar modelos inspiradores que demuestren logros y el liderazgo con poder. Dar rienda suelta a equipos pequeños y diversos para perseguir ideas audaces en respuesta a los desafíos. Crear estructuras de trabajo e incentivos alineados con la motivación intrínseca. Promover una cultura de visión inspiradora basada en la autenticidad e impulsado por la confianza.
  • Unleash and scale organizational creativity
    • Enrique Rubio Royo
      Enrique Rubio Royo on 17 Oct 11
       
      3.- Dar rienda suelta y escalar la creatividad de la organización - Compartir información para visión colectiva. Aprovechar las redes experiencia global. Ampliar la gestión y de los repertorios estilo de comunicación. Crear grupos Ad hoc de esos objetivos comunes compartidos. Influir en el comportamiento colectivo a través de analíticas en tiempo real.
Enrique Rubio Royo

How 'content curators' are connecting consumers | Changing Advertising Summit | guardia... - 0 views

www.guardian.co.uk/...connecting-consumers-say-media

shared by Enrique Rubio Royo on 21 Oct 11 - No Cached
  • The success of social networks and the move to socialise many others aspects of the web
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      El éxito de las redes sociales y el desplazamiento hacia la socialización de otros muchos aspectos de la web (' de contenidos y búsquedas a ofertas y comercio'), ha capturado la imaginación de analistas, creadores de contenidos y marcas. Sin embargo, los que mejor están aprovechando estos cambios, son aquellos que están desarrollando estrategias que van mas allá de las redes sociales construidas sobre la base de 'quién conoce a quién', a redes sociales construidas sobre 'intereses compartidos': son las llamadas 'comunidades de interès'.
  • from content and search to deals and commerce
  • has captured the imagination of analysts, content creators and brands.
  • ...19 more annotations...
  • however,
  • are developing strategies that extend beyond social networks built on who-knows-who to those built on shared interests: so-called "communities of interest".
  • "It's no longer just social media that's social any more – all media is becoming social thanks to the maturation of creative tools and digital distribution,
  • "The new model is 'inspire, connect' rather than 'write, read'.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      Ya no se trata simplemente de 'social media' que es social sin mas, todos los media se están transformando gracias a la madurez de herramientas creativas y a la distribución digital. El nuevo modelo es "inspirar, conectar" (capturar la atención mediante la difusión de adecuadas emociones) en lugar de "escribir, leer". Esto es importante para las marcas, pues lo que desean estar en entornos apasionados, emocionales. Su reto es cómo integrase mejor dentro de dicho espacio...(capturar la atención mediante la difusión de adecuadas emociones)
  • This is important to brands because they want to be in passionate environments. Their challenge, however, is how best to integrate within this space."
  • Evidence of the rise and rise of social media is not hard to find.
  • Facebook
  • LinkedIn
  • Twitter
  • Google+
  • Technology has democratised publishing
  • more as curators of content rather than owners
  • This, in turn, has resulted in a new breed of media businesses that see themselves
  • These companies aggregate and package content drawn from a plethora of sources
  • "In a world in which people feel disenfranchised when it comes to big issues beyond their control, online communities represent a kind of glue making them feel part of something bigger that's real and authentic,"
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      "En un mundo en el que las personas se sienten privados de sus derechos cuando se trata de grandes problemas más allá de su control, las comunidades en línea representan una especie de pegamento haciendo que se sientan parte de algo más grande que es real y auténtico,
  • For example
  • "Many brands are confusing social graphs with interest graphs.
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      No confundir 'grafos de interés con grafos sociales sin mas' (comunidades de interés vs redes sociales convencionales)
  • "Brands must create something of value for the user to earn that user's attention. This could mean providing a piece of entertainment or a specific tool or service. The key is being useful
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      Las marcas deben de crear algo de 'valor' para elusuario, capaz de captar su atención,
  • "The commercial value of the communities of interest, and the information contained within them, can only grow."
    • Enrique Rubio Royo
      Enrique Rubio Royo on 21 Oct 11
       
      Futuro de crecimiento en cuanto al 'valor comercial de las comunidades de interés y de la información contenida en su interior'
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