our approach
Today, organizations are ready and able to solve the problems that have to do with efficiency, scalability and quality. These are important issues, no doubt, but they are not the "core issues" anymore if your organization wants to create value in the Era of Collaboration.
Creating value in the in the new Economy requires imagination, creativity and passion. It's about creating agile organizations designed to attract and retain the new digital talent, and able to create value and compete in the new global and changing markets.
Creating value in the in the new Economy requires imagination, creativity and passion. It's about creating agile organizations designed to attract and retain the new digital talent, and able to create value and compete in the new global and changing markets.
Traditional management is ineffective
The person management that still applies in most organizations is a mature discipline, and therefore incapable of solving the new challenges that businesses will face in the new millennium. Many organizations are putting an end to the passion of their employees, blocking their creativity and commitment. They have become real "passion killers.
A new Era
We are in the Age of Collaboration, an entirely new arena. Everything has changed: people and their talents, capacities of the different actors involved, infrastructure, the need for greater transparency, information flow, and the opportunities to communicate and access an ever wider and shared knowledge. We can not continue to employ the same management practices that we used in the early twentieth century.
Traditional management tools are exhausted and are unable to attract and retain the new digital talent, which is necessary to maintain a sustainable competitive advantage in the current context of global changes.
The person management that still applies in most organizations is a mature discipline, and therefore incapable of solving the new challenges that businesses will face in the new millennium. Many organizations are putting an end to the passion of their employees, blocking their creativity and commitment. They have become real "passion killers.
A new Era
We are in the Age of Collaboration, an entirely new arena. Everything has changed: people and their talents, capacities of the different actors involved, infrastructure, the need for greater transparency, information flow, and the opportunities to communicate and access an ever wider and shared knowledge. We can not continue to employ the same management practices that we used in the early twentieth century.
Traditional management tools are exhausted and are unable to attract and retain the new digital talent, which is necessary to maintain a sustainable competitive advantage in the current context of global changes.
Many companies are still trying to cope with this new situation using tools of the past, so the results are unsatisfactory for the organizations and for the individuals who work there.
New rules: 2.0
The current arena calls for new rules, new skills, new working environments, and new communication and management tools that organizations must know. Today it is not about the capital. It's about people's talent. In the Era of shared knowledge -the 2.0 Era- leadership, decision making and innovation are no longer an exclusive task of the manager, but a task that everyone in the organization must share.
Values such as innovation, continuous experimentation and transparency are essential. Today, 2.0 organizations are conversations. They choose simplicity and not complexity, transparency and not opacity nor control on information; they choose to be agile and not hierarchy dependant. They prefer to be execution-oriented instead of wasting time on overload theory, endless meetings and bureaucratic hurdles.
A new approach
Values such as innovation, continuous experimentation and transparency are essential. Today, 2.0 organizations are conversations. They choose simplicity and not complexity, transparency and not opacity nor control on information; they choose to be agile and not hierarchy dependant. They prefer to be execution-oriented instead of wasting time on overload theory, endless meetings and bureaucratic hurdles.
A new approach
The solution is to innovate in the practices and management processes as we know them today, creating flexible organizations, driven by the passion and the creativity of their employees; organizations in which innovation is everyone's job.
We must create people centric organizations. Organizations which are not innovation-hostile. Environments in which we can make the best of ourselves.
