We have a big dream here at the MIX: to create organizations that are fit for the future--and fit for human beings. It's an aspiration that calls for nothing less than what the philosopher and reformer John Dewey described as a "new audacity of imagination." While "modern" management has delivered an immense contribution to global prosperity, the values driving our most powerful institutions today are fundamentally at odds with those of this age--zero-sum thinking, profit-obsession, power, conformance, control, hierarchy, and obedience don't stand a chance against community, interdependence, freedom, flexibility, transparency, meritocracy, and self-determination. It's time to radically rethink how we mobilize people and organize resources to productive ends.
Culture change is hard. Whatever the approach, its a long term proposition riddled with ambiguity. If your tasked with leading a culture change initiative and are struggling with
The idea of this hack is simple but a bit revolutionary—institute systematic rotations for managers in a particular role, which would in effect position-specific set term limits for upper and middle m
An Anglican parish launches a bold experiment with a radical model of how to “do church,” by replacing hierarchy with communities of passion, and unleashing the capabilities of its c
Editor's note: Research by McKinsey & Company's Organization Practice finds that better collaborative capabilities help companies achieve superior financial performance. These results are supported by academic research, which shows that the ability to collaborate in networks is more important...
CoP's are "a group of people organized for a specific purpose around a shared set of values; who collectively care deeply about the purpose, adhere to the shared values and are selfless in their pursu
When it comes to making an impact and accelerating change, it turns out that the how is as important as the what . That goes for both how you design a disruptive initiative--and how you tell your story. To guide M-Prize participants and would-be management innovators alike, here are a set of high-level principles (and some low-to-the-ground tips) that just might increase your chances of success when it comes to making an impact and impressing the judges and your peers in the M-Prize.
Move from a static, administration-heavy, compentency & performance based talent management system to a dynamic, innovation oriented, cool-sounding talent locator and accelerator,
