Liquefying an organization means disrupting the industrial-age driven assumptions on which rigid structures are designed and move on to make it adaptive, dynamic and anti-fragile.
Work can be fun. But until now there has been no systematic way to make it so. We analysed people’s motivation and built a taxonomy of 21 types of fun.
Each metaphor we use shines light on some parts of an issue while leaving others in the dark. The leading metaphors for developing “good” businesses, “Ethics” and “Responsibility”, shed light on
Positions (and accompanying titles) are reflective of the rigid, hierarchical, fear-ridden and overly centralized organizations that [irrespective of the organization and by themselves] both set-up an
I propose that businesses should adopt an approach of publicly reporting on customer delight/satisfaction in the same way that financial performance is reported today.
Enlist a small group of employees to volunteer in an external, community-related project to demonstrate how collaboration and community can solve real world problems for individual and organizational
Our basic leadership strategy today can be summarized in five words: “Do This, Don’t Do That.” And nearly every management innovation today is nothing but a variation of that fundamentally flawed stra
At their core, talent management systems should measure and improve retention (whether people stay or go) and development (growth, bench strength, and succession).