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Bertrand Duperrin's personal annotations on this page

bertrandduperrin
Bertrandduperrin bookmarked on 2009-08-30 role rolebasedorganization organization selforganization selfmanagement talent management

The particular focus here is on the points I made in response to John Tropea’s interesting vision of what he calls a “role-based” organization. In this, individuals would have greater discretion to organize their own roles and relationships to suit their particular talents and interests

  • Despite retaining these beliefs, I would not equate this approach with the idea of “self-organization” in the sense that I now talk about it
  • However, the critical thing to emphasize here is that it is the conversational interactions that are self-organizing. And it is through the self-organizing interplay of these ‘local’ conversations across the organization and beyond that ‘global’ outcomes emerge.
  • I argue similarly in my Unlocking Organizational Talent framework that there is a need for “boundary management”. As individuals develop along the four dimensions, a key focus for the manager/team leader is simultaneously to enable and constrain performance by seeking to ‘manage’ the boundaries within which team members are operating.
  • To sum up, then, I see self-organization as a dynamic of all organizations, regardless of how these might be designed and managed from a formal standpoint. Outcomes emerge from this process - both locally and globally.

This link has been bookmarked by 2 people . It was first bookmarked on 30 Aug 2009, by Bertrand Duperrin.

  • 10 Sep 09
    johntee
    John Tropea

    As part of a stimulating conversation on self-organization in Stephen Billing’s blog, I added a few more thoughts on the topic as viewed from an informal coalitions perspective. As with my previous post, the intention is to note these comments...

    abc

  • 30 Aug 09
    bertrandduperrin
    Bertrand Duperrin

    The particular focus here is on the points I made in response to John Tropea’s interesting vision of what he calls a “role-based” organization. In this, individuals would have greater discretion to organize their own roles and relationships to suit their particular talents and interests

    role rolebasedorganization organization selforganization selfmanagement talent management

    • Despite retaining these beliefs, I would not equate this approach with the idea of “self-organization” in the sense that I now talk about it
    • However, the critical thing to emphasize here is that it is the conversational interactions that are self-organizing. And it is through the self-organizing interplay of these ‘local’ conversations across the organization and beyond that ‘global’ outcomes emerge.
    • 2 more annotations...

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