workforce collaboration

powerpoints, downloads

Great post by Harold on social business shift. Good definitions.

"We will create the future organization by bringing democracy to the workplace, I wrote last week in How we will manage. The essential factors, in my opinion, for an effective networked workplace (Enterprise 2.0, Social Business, etc.) are not what we have seen in many industrial style companies:"

Jacob Morgan, author of 'The Collaborative Organization,' speaks passionately about what collaboration can do both inside and outside the enterprise. CIO.com talked to Morgan about the emerging trend and why it's important to act now.

TD Bank Group is seeing time savings and productivity gains from social software employees use to create blogs and online communities that help them connect with colleagues, said Glenda Crisp, vice president and CIO of corporate technology.

Resource Centre Here are some further on-demand materials and other  resources On demand guides and materials Cost How to use Twitter for Social Learning From building community to using Twitter in training and to support continuous learning Free How to use Facebook for Social Learning From building community to using Facebook in training and to support continuous learning Free Smart Worker's Guide to Social Media 30 assignments focusing on 4 main areas where social media can help you and your team work and learn £25

Co-creation is hot. The last years, we've seen a lot of very inspiring and successful co-creation cases getting a lot of attention in the public sphere. Doritos allowed consumers to develop a commercial for the Super Bowl. Lay's chips asked consumers for new flavors and snack manufacturer Mora produced a new croquet together with consumers. Co-creation has reached, at this point in time, the checklist of many marketers.

Many teachers of total quality, following the lead of W. Edwards Deming, suggest that TQM and performance appraisal are incompatible. Indeed, Deming lists "evaluation of performance, merit rating and annual review" as the third of his "Seven Deadly Diseases." Why can't TQM and performance appraisal co-exist? At the center of the case against performance appraisal are the fundamental values and principles of TQM. TQM requires customer-consciousness, systems-thinking, an understanding of variation, an appreciation of teamwork, a mastery of improvement methods, and an understanding of the process of personal motivation and learning. These very requirements of TQM are subverted by performance appraisal. TQM requires us to understand, control, and improve processes for the benefit of the customer. Performance appraisal aims at controlling an individual's behavior to the satisfaction of his or her manager. The two approaches represent a fundamental choice for leaders: one or the other; not both.

Peter Scholtes, who has researched and written extensively about performance, appraisal and pay, argues that such a performance "management" regime is inherently the wrong thing to do because three faults are common to all variations on the theme:

It's been a buzz term for years, but the most effective ways for businesses to use social media remain elusive. Can the right ideas lead to sales, or are tools such as Facebook and Twitter strictly about creating awareness? These six Canadian small businesses have built substantial, sustained campaigns with remarkable impact. Here's how they did it, and what you can learn from them.

Code for America: 5 tips on upping your video game Code for America, a nonprofit that uses technology to transform local governments, boasts a creative, compelling promotional video that not only clearly describes its message but also engages its viewers to get involved. In just five simple steps, any nonprofit can follow its example.

In a typical large organization everybody is a long way away from everybody else. As a result the individual perception of the world is narrow and confined to a small group of immediate acquaintances.

"Flexible access to people and resources can be enormously powerful in a world driven by changes that, more often than not, lead us in unanticipated directions…we need to become more adept at 'capability leverage' - finding and accessing complementary capabilities, wherever they reside in the world, to deliver more value."  

great for film council and ccss

Trusting the curators was a strategy I employed to begin to figure out what to read, what I needed to read, and what others whom I trusted thought was important to read. We cannot read it all. We cannot begin to imagine trying to read it all. We must trust to the curators. Trusting others to curate content has become my primary means for gathering relevant information about social media and particularly nonprofit technology.

Here are a few ways to achieve effective storytelling with video, allowing you to spread awareness and advocate for a cause that deserves greater visibility.

Making Collaboration Work

In a perfect world, front-line workers should submit suggestions to their supervisors for improving work. In turn, top executives should provide direction on improvement priorities down to front-line workers. But this is rare. In most organizations, front line workers don't have a mechanism to submit suggestions up the hierarchy, and the few that do have flawed suggestion systems. And top executives don't have good mechanisms to share their vision downward. Newsletters and town hall meetings are slow and ineffective in global organizations. To overcome these problems, many companies are now using or experimenting with "idea management" software applications.

Competition today punishes companies that make episodic improvements in key processes. Continually improving performance is what matters, and that can only happen with teamwork across functional and company boundaries. A company must get its sales, marketing, research and development, operations, and even customers and suppliers to work together.

Organization development (OD) is a deliberately planned effort to increase an organization's relevance and viability. [Vasudevan] has referred to OD as, future readiness to meet change, thus a systemic learning and development strategy intended to change the basics of beliefs, attitudes and relevance of values, and structure of the current organization to better absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and chaos. OD is the framework for a change process designed to lead to desirable positive impact to all stakeholders and the environment. OD can design interventions with application of several multidisciplinary methods and research besides traditional OD approaches.