It's time to reinvent management. You can help.
One enduring change in the management lexicon brought about by the dotcom revolution was the term business model —how a firm makes money. The concept had been in existence for decades, but the competition between "old" and "new" economy firms, with very different business models, helped to...
Blog by Julian Birkinshaw on September 2, 2010
TANDBERG breaks the engineers' monopoly on inventing by bringing its leaders, sales people, channel managers and sales engineers into "soft R&D labs." Their inventions are new "moves" that ge
Story by Erika Ilves on May 26, 2010
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.
Blog by Polly LaBarre on November 22, 2010
people engagement 1.0 is dead having an arrangement that creates significance & certainty, some variety and strong connection will flow to contribution & growth (innovation & discreti
Story by Wade Keenan on July 11, 2011
Most companies have internal employee portals - the ones where all employees are expected to or voluntarily sign in everyday.
Hack by Joel Modestus on July 14, 2013
Leaders who have an understanding of neuroscience basics have a tool much like a navigational compass to guide their teams and individuals through common change related obstacles.  Neuros
Hack by Earl Miller on October 23, 2017
Organizational change usually comes from people at the top. Employees often find it hard to create change in the organization because they aren't heard.
Story by Matt Shlosberg on June 13, 2010

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