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Will Enterprise 2.0 Drive Management Innovation ?
"What is today called Enterprise 2.0 can also be seen as the emergent stage of the intersection of significant advances in information technology, management science applied to business process and the analysis and control of operational activities. These forces and factors are converging in today’s workplaces, wherein a continuous flow of information is the rule rather than the exception. Thus, as Hamel asserts, it’s useful if not essential to cast a critical eye on the assumptions about static sets of tasks and knowledge arranged in specific (and relatively static) constellations on an organization"
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The 2.0 label is said to denote a more interactive, less static environment. Whether we like it or not, we are passing from an era in which things were assumed to be controllable, able to be deconstructed and then assembled into a clear, linear, always replicable and thus static form to an era characterized by a continuous flow of information.
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I believe that we need to revisit the fundamental principles of work design AND the basic rules used to configure hierarchical organizations in which the primary assumption is that knowledge is put to use in a vertical chain of decision-making
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Entreprise 2.0 : Les promesses du management moderne enfin tenues ?
"Peter Drucker est le premier à définir le Knowledge Worker en 1929. L’excellent David Weinberger (un des terroristes du Cluetrain Manifesto) peut bien dire qu’il s’agit là d’une définition pompeuse, elle n’en reste pas moins prodigieusement visionnaire. Toute sa théorie sur les organisations du XXème siècle est articulée autour de ce travailleur de la connaissance."
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Cette notion de management participatif est aussi au coeur de la reflexion de Peter Drucker :
Most discussions of decision making assume that only senior executives make decisions or that only senior executives’ decisions matter. This is a dangerous mistake.
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La réputation dans le monde connecté est l’évaluation quantifiée de la contribution de l’individu par ses pairs.
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Management 2.0 : Leadership et collaboratif
"es managers doivent prendre confiance en eux dans ce nouveau challenge et répondre notamment à deux défis, souvent inhabituelle dans les organisations traditionnelles :
* Savoir coordonner sans centralisme
* Savoir animer sans hiérarchie"
Management 2.0 : quel rôle pour le management de proximité dans les organisations collaboratives
Ce sujet n'est pas neutre, ces managers vont être les principaux relais dans la mise en place de communautés ou de plateforme collaborative dans votre organisation. Les avoir contre vous, c'est la garantie de l'échec de votre projet. Maintenant, il ne faut pas se leurrer, dans une organisation collaborative, le rôle traditionnel de ce management va évoluer, il ne peut pas demeurer le même. Comme le disait Peter Drucker : "90% de ce que nous nommons le management consiste à compliquer le travail des collaborateurs. Dans un nouveau monde de management, je vois l'employé gérer sa charge de travail et demander un soutien à un coach quand il en a besoin". Ce n'est pas sans rappeler le fonctionnement d'une entreprise collaborative.
HR 2.0 consulting
* Facilitation through the whole strategy development process
* Generation of potential ideas for your organisational capability
* Development of 2.0 strategy maps and scorecards
* Social network analysis
* Updating HR and management processes
* Planning and project managing changes to the line manager role (management 2.0)
* Advising on appropriate social media tools (web 2.0 / social networking)
* Training on the use of web 2.0 / individual tools
* Advising and supporting on change management requirements.
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- Facilitation through the whole strategy development process
- Generation of potential ideas for your organisational capability
- Development of 2.0 strategy maps and scorecards
- Social network analysis
- Updating HR and management processes
- Planning and project managing changes to the line manager role (management 2.0)
- Advising on appropriate social media tools (web 2.0 / social networking)
- Training on the use of web 2.0 / individual tools
- Advising and supporting on change management requirements.
Upside Down Org Chart: Better Way to Support Employees?
Instead of the standard “org chart” with a CEO at the top and employees growing down like roots, turn the whole thing upside down. Employees are at the top — they’re the ones who actually get stuff done — and managers are underneath them, helping them to be more effective. (The CEO, who really does nothing, is of course at the bottom.)
Gary Hamel’s Management 2.0 : Moonshots for Managers
If you’re a professional manager, here’s a question for you: What’s the obstinate, knotty management problem you’re working to solve—the one that bedevils your organization, that lies beyond the boundaries of best practice, and has no obvious solution? In other words, are you working on anything that might advance the state of the art in a fundamental way? Are you aiming to fundamentally improve the technology we use to mobilize human resources to productive ends—that is, the technology of management? If no, why not?
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Adaptability: In a world that is all punctuation and no equilibrium, organizations of all sorts must become as adaptable and resilient as they are focused and efficient. The problem: Typical management processes reflexively favor more of the same and discourage pre-emptive change.
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Innovation: In globalized markets, where companies must compete with “everyone from everywhere for everything” as the 2008 book “Globality” puts it, across-the-board innovation is the only protection from the Schumpeterian winds of creative destruction. The problem: Most management processes were built to promote conformance and alignment rather than contrarian thinking and bold experimentation.
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Le Travail Collaboratif en Ligne selon MAIN CONSULTANTS: Quelle collaboration 2.0 dans nos organisations 1.0 ?
Il s'agit évidemment d'expliquer ce qu'une organisation néo-taylorienne peut arriver à faire avec des outils de communication numérique. Parce que c'est bien dans ce sens là qu'il faut prendre le problème. Les outils permettent toujours... mais n'induisent jamais de nouvelles pratiques de travail collaboratif en ligne susceptibles de rendre les processus métiers plus efficients.
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l faut aussi comprendre en quoi le modèle organisationnel dominant maintient un travail séparé et divisé qui inhibe le potentiel des outils 2.0.
Corporate apocalypse - Management Today
The bomb that has blown up the heart of the world's financial system was not primarily financial. It's true that finance provided the high explosive in the shape of the structured vehicles, collateralised debt obligations (CDOs) and derivatives devised by the rocket scientists of Wall Street and the City. But it needed a detonator to set them off: the unfit-for-purpose management model that has governed the way our companies work for the last 40 years.
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This is the challenge for Management 2.0: reorienting management from
compliance to creativity, from flogging efficiencies out of existing
resources to generating new ones, from zero-sum to positive-sum by
recognising, as Hamel says, the commonsense proposition that in the long
term the corporation can only prosper if employees, suppliers, the
community and indeed the planet do too. -
First, many of the 'grand challenges' put forward in the discussions -
the need for companies to articulate a purpose beyond making money (a
conference near-consensus), distributed leadership and strategy- making,
the fostering of community and citizenship, building trust - are not new
at all. It's more that they have been driven to the periphery of
management concerns by the treadmill of Management 1.0. - 7 more annotations...
The Everything 2.0 Discussion - the Real Issue
In my reality Dennis understands very well what it's about - an ignorance for what enterprise is about; a social group with a purpose that requires sequential tasks. An environment that is fully dependent on a process framework - the context and process he calls for - and the Web 2.0 does not deliver that. At best it is a set of nice and useful single-task tools and the "internet as platform" is pretty much a non-core issue and beside the point.
Changement: Management 2.0
Managers 2.0 must learn to be what Philip Kotter has called “leaders”. I.e. they must learn to lead change. This implies that they must learn to use people as clever human beings. Above all they must learn to manage groups. No longer consider companies as sets of disconnected individuals. Groups and societies have implicit rules (ethnologists’ “culture”). Their members, more or less consciously, follow these rules. Acting on them instantly transforms the organisation (Jay Forrester’s “leverage change”). What scientists call “complexity” is all about these properties of groups or “social networks”. Web 2.0 has started to use them.
Management 2.0 : vers l’entreprise collaborative (2)
Nous devons partir du principe que ce sont les outils qui viennent étayer un mode de management et non l’inverse.
Ces nouveaux outils et le succès des entreprises qui les utilisent illustrent une rupture fondamentale entre les économies du XXème et du XXIème siècle. Afin de comprendre en quoi cette révolution challenge les modes de management, il nous faut définir cette rupture.
Management 2.0 : vers l’entreprise collaborative
Chaque acteur tient compte des stratégies de ses pairs au niveau d’un métier, d’un territoire ou de l’entreprise entière, pour construire sa propre stratégie, ce qui est rendu possible grâce aux outils 2.0. Le web 2.0 élargit l’espace et réduit le temps : chacun a une vision des actions des autres membres du groupe de coopération et dispose d’indicateurs sur sa propre action temps réel. Ainsi le sens de l’action est plus évident pour tous et la stratégie globale devient plus cohérente.
Want to be like Google? Pay More Than Lip Service to Employee Contribution
What about Google’s management style is so powerful, yet still transferable to other organizations?
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What Enterprise 2.0 technologies make possible, Management 2.0 should embrace.
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Look at areas of your operation where embracing employee input is critical to a successful outcome
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The AppGap » Will Enterprise 2.0 Drive Management Innovation ?: News, views, and reviews of Work 2.0 tools, apps and practices
This may not be a detailed design spec for a 21st-century management system, but I doubt it’s far off. Argue with me if you like, but I’m willing to bet that Management 2.0 is going to look a lot like Web 2.0.
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