A 21st Century Design for Work
A Maverick Hangout with James DeJulio, co-founder & President of Tongal, on unleashing and organizing human potential across boundaries.
If there’s one question on the minds of leaders everywhere, it is (or should be): How do I unleash the full ingenuity, initiative, and passion of every single person in my organization—and relevant to my organization—every single day? The most vibrant organizations and the most compelling leaders today are dedicated to devising ever more inventive approaches to unearthing, unleashing, cultivating, aggregating, and appropriately rewarding contributions from a range of stakeholders across boundaries.
James DeJulio has built a disruptive business and a robust creative community by fundamentally rethinking how to unlock and aggregate talent. He launched Tongal in May 2009 to revolutionize the development of filmed content (from 30-second advertisements to feature films) by creating a platform for talented individuals to share their ideas, work together to create something that gets seen by the world, and get paid for it. Over the last four years, tens of thousands of thinkers, writers, and filmmakers from around the globe (from complete amateurs to the biggest names in the business) have collaborated and competed to create viral videos telling the story of big brands like LEGO, Johnson & Johnson, and Sears.
Tongal offers an instructive design for work in an age when architecting participation is every leader’s job. During our Maverick Hangout with James, we explored the most progressive approaches to leveraging new social, mobile, and digital technologies to activate, enlist, and organize talent across boundaries. We talked about what it means to escape the static value chain to develop a value-creating network. And we unpacked how to build an organization where. . .
. . . contribution matters more than credentials
. . . where the wisdom of the many trumps the authority of the few,
. . . where novel viewpoints get amplified rather than squelched,
. . . where communities form spontaneously around shared interests,
. . . where opportunities to “opt-in” blur the line between vocation and hobby, where titles and credentials count for less than value-added,
. . . where performance is judged by your peers
. . . where influence comes from sharing information, not from hoarding it.
Check out James’ winning MIX story here.
Meet the hacker-entrepreneurs from Enspiral—a vibrant laboratory for inventing new models of organizing, managing, and leading.
What if our organizations were as human as the human beings who work inside them? Heiko Fischer has been working at the frontlines of that question for years—first inside a range of organizations and now as the “Chief Resourceful Human” leading a movement to create “100% Democratic Entrepreneurship, 0% Bureaucracy” in every kind of organization. Watch this lively conversation about hacking HR and minimum dose management.
It’s the most universal and intractable challenge leaders in organizations of every stripe in every realm of endeavor face: how do you spread success? How do you take local victories—profound insights, clever inventions, powerful connections—and weave them into the broader fabric of an organization?
When it comes to building management and business models that are fit for the 21st century, one of the fundamental challenges is developing organizations that are capable of discovering, nurturing, aggregating, and appropriately rewarding contributions from employees, customers, suppliers, and other stakeholders across boundaries.