I think the more an organization is diverse that way, the healthier it is, and better decisions will come out.
Contents contributed and discussions participated by Vahid Masrour
Robert A.G. Monks: Bob Monks: What informs Corporate Speech? - 0 views
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Corporations and how they behave as compared to humans. I have to say i disagree with the idea that organizations should be judged differently than humans: They ought to behave as a human being is expected to behave (as per the right column of the chart).
Enterprise 2.0 experience: 5 misconceptions | Boostzone Institute - 0 views
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Good starting points to differentiate what's in and what's out.
Corner Office - Structure? The Flatter the Better, says Cristóbal Conde - Que... - 0 views
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You have to do that consistently for over a year before you start having an impact.
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Instead, the trick is to get truly world-class people working directly for you so you don’t have to spend a lot of time managing them.
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So I try to spend time with people two and three levels below because I think I can add value to them.
Corner Office - Structure? The Flatter the Better, says Cristóbal Conde - Que... - 0 views
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I think top-down organizations got started because the bosses either knew more or they had access to more information. None of that applies now. Everybody has access to identical amounts of information.
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Now a global company means a company composed of teams that are themselves dispersed. So every team can be global in many senses, not just the company.
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a C.E.O. needs to focus more on the platform that enables collaboration
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very interesting article on how a collaborative organization could be designed and put to work.
Organization Design Forum - 0 views
"Generation F" - the Facebook Generation « Dreamer + Realist - 0 views
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over the top, probably, but good ideas, certainly.
poetpainter - 0 views
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good mindmaps and graphic modelling
A management strategy that works for young employees - Dec. 16, 2009 - 0 views
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Together, they set the company's goals for the next 100 days. And they go around the table to hear how each staffer -- execs included -- did on his personal deliverables over the last 100 days. They ask each other questions, weigh in with their own perspectives on their colleagues' work
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staffers work directly with their managers to lay out their individual plans for the next 100 days and actually grade themselves on their last 100-day plan
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it has the grand effect of making each person his or her own manager. Everyone's goals are completely clear, evaluations are a collaborative process, and perhaps most importantly, managers are just as accountable as their employees -- and they're accountable to their employees.
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Me like a LOT.
The Leadership Playlist: Breaking out of self-defeating narratives - On Leadership at w... - 0 views
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f you think you're too small to have an impact, try going to sleep with a mosquito in the room.
Entreprise Collaborative - White Paper : Social Learning Introduction - 0 views
How to Design a Flat Organization : The World : Idea Hub :: American Express OPEN Forum - 0 views
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Vahid Masrour
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