All posts filed under: Organizational Change

Working Out Loud From the Top – Half a Century Ago – At NASA

Working out Loud, a Mindset Independent of Technology “Monday’s Notes” – at NASA in the 1960’s Wernher von Braun, head of the Marshall Space Flight Center (part of NASA) set up a system for working out loud. Most people do not know this case because (1) it happened half a century ago, and (2) it is not sexy or media-worthy as there is no technology involved. It’s all based on paper, pens and a duplicating machine.

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Movements, Politics and Leadership

I spoke at the i2Sumit 2017 in Zurich last week. I would summarize my presentation in two words: People lead! I talked about how people start movements in organizations, and organizations run to catch up (or not!). I demonstrate with data how top-down decision-making for digital initiatives is still too common, and how it triggers internal politics. Organization in the Digital Age i2summit17 from Jane McConnell

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Real voices about the collaborative mindset

I recently ran a one-question Quick Poll asking people: What are your biggest, toughest challenges today? It turns out the top challenge is how to cultivate a collaborative, cooperative mindset. Then I set up a brief crowd-sourcing initiative on a Google doc asking people to share more from their real life experiences. What follows are extracts from the conversations along with my own observations. > Humans are lost in the digital conversation. We need to get back to basics.

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Seeding an entrepreneurial work culture

…… The original, longer version of this post was published on October 31, 2016 on the Global Peter Drucker Forum Blog. First published here in February 2017 …… Experimentation and creativity have long been stifled in many organizations. Command-and-control leadership, overly complex processes and slow decision-making are among the reasons for this unfortunate state. Data from my 10th annual research with 310 participants in 27 countries confirm this:

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Change activists or communities? A revealing difference.

…… Part of The Basics series. First published in June 2016 …… Where are change activists effective? A change activist (or agent) is a type of rebel in the work environment. I’m not talking about people appointed by management to bring about change such as a Director of Change. Instead, I’m referring to those unofficial, usually unrecognized people in organizations who see that something needs to be changed and are doing something about it. Change activists play an especially critical in organizations with one or more of these characteristics, which in fact are often found together: (1) highly centralized, (2) very closed —with little awareness of the external world, and (3) low digital maturity.

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The Company Cultures That Help (or Hinder) Digital Transformation

…… Originally published on the Global Peter Drucker Forum Blog and on the Harvard Business Review in August 2015 …… Many companies struggle with digital transformation. It goes against the grain of established ways of working and is a threat to management practices that have existed for decades. Digital tools free people throughout the organization to share information easily. Communication managers no longer have total control over message, target, and timing of news and announcements. Horizontal and bottom-up information flows become stronger at the expense of the traditional top-down.

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CDO – A Temporary Role?

…… Part of The Basics series. First published in October 2015 …… Roles emerge within organizations that may exist over several years but will probably not be perennial. Roles concerning the digital transformation of organizations may be such roles. New types of leadership may be fulfilling a momentary need or they may prove necessary over a long period of time.

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Can HR Help Bridge the Gap?

…… Part of The Basics series. First published in september 2015 …… The internal digital work environment has evolved dramatically over recent years. I have conducted surveys and written reports annually on “digital inside” since 2006. This October I’ll be attended HR Tech World Congress in Paris on October 27 – 28.  I will be interviewing speakers and attendees, and collecting input on this question: Is HR helping to bridge the gap between words and actions — between intentions and reality — when it comes to digital inside organizations? And if so, how?

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