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Collaboration. It’s a $1 billion industry, according to an ABI Research study on worker mobility and enterprise social collaboration. And it's projected to grow to $3.5 billion by 2016. No wonder lots of ink has been spilled on this business buzzword on everything from how to start (hint: build trust) to doing it better with social platforms, to using it as a way to achieve that holy grail of business: innovation.

there’s a big difference between working alongside other staff members and actually collaborating.

A chief collaboration officer would be charged with integrating the enterprise as companies scramble to innovate from within.

HR the ideal spot from which to harness this change in work habits for the benefit of the company. A digital deluge of products are on offer to help human resources fulfill employees' and organizations' new demands. But which HR platforms enhance, not hinder the way we want to do our jobs and will truly help build a modern workplace?

Curation is the act of individuals with a passion for a content area to find, contextualize, and organize information. Curators provide a consistent update regarding what's interesting, happening, and cool in their focus. Curators tend to have a unique and consistent point of view--providing a reliable context for the content that they discover and organize.

Here are eight rules for creating the right conditions for a culture that reflects your creed:

Culture, like brand, is misunderstood and often discounted as a touchy-feely component of business that belongs to HR. It's not intangible or fluffy, it's not a vibe or the office décor. It's one of the most important drivers that has to be set or adjusted to push long-term, sustainable success. It's not good enough just to have an amazing product and a healthy bank balance. Long-term success is dependent on a culture that is nurtured and alive. Culture is the environment in which your strategy and your brand thrives or dies a slow death. 

The future is already here for the mainstream global economy, built on open data, mobile and social connectivity, and the wisdom of crowds. The social sector, by contrast, is showing few signs of the future, continuing to operate in an increasingly outdated paradigm that places a premium on control; a reliance on experts and one-way communication flows; and exists purely in the physical world.

n his book, Practically Radical, William C. Taylor (cofounder of Fast Company magazine) writes about collaborative leadership. Taylor believes that collaborative leadership is about ”collective capability,” not just collective intelligence.  That is, leaders create the conditions in which diverse people work together to solve a tough challenge.

Meyerson defines tempered radicals as employees who operate on a fault line. They are committed to the organization that they work for. To some measure, moreover, they want to advance on their employer's terms; their company's success is theirs too. At the same time, though, they are at odds with their company. Marginalized by gender, race, or ideology, they identify with causes that defy the dominant culture. While they feel bound to their organization's goals, they also aim to stay true to their own personal ideals. And so they pursue change, constantly challenging the status quo.