Our new web site is live!
We're looking forward to your resonance and feed back to our new home page!
So many amazing things have happened recently - dear reader, I'm terribly behind with updating our website!
Just to mention a few highlights quickly, the gist of it if you like:
Pardon the unusually short and delayed updates, it's just too much going on at the moment. What's on your mind, what can we do for you? Drop us a line with in the contact box to the right, including your email address (but no http: links, please, if you want to pass through the spam filter). Thank you!
A picture is worth a thousand words — a motion picture even more so. We decided to film inspiring scenes of collaboration: People at their workplaces, collaborating at eye level, trusting each other, being at ease with their challenges.
Allsafe Jungfalk made a jump-start, a world-leading 160-staff metalworking company in south-west Germany.
It's an experiment: Can we "see" through the lens, what good collaboration feels like? Does this spirit come across, and does it inspire the audience?
We've filmed 14 hours of cinemascope footage on site, and made a first 2'35" short trailer for you — does it work?
(Click the arrows next to "vimeo" to see the short film at full size.)
It's currently in German, and I'll be happy to update this site once we've completed the English translation. Big hugs from here, too, to everyone at Allsafe Fungfalk for their courage to let us film there!
I've been thrilled by the inspiring resonance I received to my keynote talk at #ManageAgile 2013 today!
The focal questions I raised indeed seem to have touched upon a nerve of our time:
Thank you for the many exciting and sometimes even moving conversations! I'm very much looking forward to further sharing of ideas, insights and questions. Stay tuned for more reflections about 21st century organizations here, and hopefully soon, too, at our upcoming event calendar at go21.net.
60 bright minds engaged at our World Café workshop "Designing for Collaboration"!
"Why collaborate? We're fine!" is a familiar setting for many at their workplace, at school, at home and in the news. Not to collaborate is the default choice, and most people basically spend their lives trying to get by with it: So we're used to seeking advantage from each other, and defending ourselves; and we enjoy those peace-of-mind moments when there's nothing to worry.
This widespread perception contrasts sharply with psychological research across the world, that's been consistently finding since the 1960 (and likely earlier): People are happier when what they do has a purpose for them, particularly when this purpose connects them with other people.
So what makes us choose to connect and collaborate, or not to? And after all, how can we design contexts that encourage people to empathize?
After a few brief input talks we've explored these questions with an amazing group of diverse countries and backgrounds. Take a look at our photos from the event at the Stanford website (here): I've been touched by the depth and openness of our conversations until long after midnight.
Many thanks to the Royal Society of Arts RSA (London), betahaus, Anne Kjær Riechert and Johannes Puschmann of Berlin Peace Lab, Mark Nelson, Dan Lockton, Sebastian Deterding and go21 for your generous funding, support and input.
According to McKinsey's recent survey of 850 C-level executives enterprise leaders are seeing their firms' digital transformation as a key priority:
Digital customer engagement, digital product and business innovation, and 'Big Data' are seen as biggest potentials; Enterprise 2.0 and digital automation to a lesser extent.
No surprise: Leadership, culture and talent are seen as greatest challenges on their way towards their digital vision—far more than any of their technical consideration. often, the CEO is the only executive who has the mandate and ability to drive such a cross-cutting program.
The 30% respondents who created a CDO (Chief Digital Officer) role, report significantly more progress towards their digital vision than the ones without.
There's quite a body of scientific evidence and effective best practice today, but the field is still pretty unrecognized by the wider public. So let's look at the ramifications in different applications.
(RSA: Royal Society for the encouragement of Arts, Manufactures and Commerce, particularly popular internationally for the fantastic RSA Animates)
Completed just in time for the summer break: The new website of our go21 initiative.
In the go21 network we're developing modular building blocks that facilitate 21st century organizational cultures, for work to be:
We've all seen firms that prosper in their fields, emerge stronger from crises, and easily attract the best talent — not just media stars like Apple or Google, but in any industry.
And we know this is not for everyone: Many organizational cultures seems stuck in the past century — although one-sixth of 21st century is already gone, and although many modern alternatives to traditional views of leadership, work styles and organizational models have proven a lot more productive.
With our professional service and training programs, go21 help organizations choose and facilitate modern organizational approaches, without having to re-invent the wheel.
Sounds familiar? Open Innovation, Design Thinking, employee suggestion schemes, and all that input from Customer Services — so many ideas and board meetings, and yet again, in the complexity of reality, the finally approved plan turned out to be a complete flop.
The question is: How can we better involve the organization's collective intelligence at making decision about innovative ventures?
With our Blue Board we've developed a practical approach that everyone can play a part in.
Even if innovation has been the exception in the past, the Blue Board helps your organization develop collaborative routine with innovation and change initiatives.
A simple, effective procedure lets the most promising ideas evolve into concrete initiatives, and encourages joint contributions until completion. This participative approach supports the generation and realization of ideas, and it can also act as a step-by-step catalyst for more participation across the organisation.
Lab of Labs is a hosted workshop series for your team and potential customers to co-create tangible prototypes of the next big thing. Let's never forget that only a realized idea is a good idea...
Invited as keynote speaker at this year's conference Manage-Agile on Oktober 24, 2013!
What a great opportunity to take a look beyond "agile" organizational models, and to review concrete approaches to participatory, human centric approaches in modern enterprise cultures: from idea development to portfolio management and budgeting.
After the terrific responses to my previous talk there, I'm obviously at least twice as much looking forward to the next one.
Looking back to two conferences on sustainable economics in Berlin on May 13 & 14:
The mainstream economy seems to slowly adopt a more serious notion of sustainability. Most questions still seem to gravitate around the drivers of change, and adequate coping strategies... with a slowly shifting focus towards the economic potentials of responsible economic behaviour.
Discussion panel at re:publica on 7 Mai 11:15 - 12:15:
with Dr. Mariana Bozesan, Club of Rome,
Impact Investing is where Profit meets Purpose. It's a new funding model, driven by a new kind of investors who care for People and Planet as much as they care for the financials that keep a business alive. It's not just for Bill Gates and Warren Buffet, and it's not just for the poorest-of-the-poor. We want to explore the potentials that Impact Investing may create for you and me.
Online seminary "business and purpose: a contradiction?", as follow-up event to Dialog Summit 2013.
Man's quest for meaning: "why should our business be any good?"
Can a business have an inspiring purpose, or does it have to be all about the money? How can a company's purpose fuel employees' loyalty and inspiration?
Dialogue on natural sources of employee motivation.
Great ideas, and now? Realizing innovation with an Agile collaborative management model
The one question is how to help good ideas emerge — e.g. via Open Innovation or Design Thinking.
The other question then is, how to let something useful emerge out of them: After all, true innovation can only be as good as its successful realization. And even a well-intended change program won't rock the house all alone.
How can we help ideas turn into true innovation? In this workshop we're looking at cultural and structural prerequisites, at different perspectives and approaches, and at the role that complexity plays at all of this.
And since successful realization is all about practice, we'll share a few practical steps that everyone can begin straight away. [in German]
Seminar "Embedding Agile Leadership in the House" at conference Manage Agile 2012
Bridging progressive and traditional perspectives
More and more organizations are abandoning the industrialized leadership models of the past, and enthuse their teams and customers with more modern, humanistic organizational approaches.
Change does not come by itself, though: More often than not, conflicts emerge, once new leadership styles start touching upon the status quo.
How can we effectively support change for an Agile culture?
On slideshare: "Agile by Design". See my Team Building workshop deck about dealing with innovation and complexity.
There is no such thing as an innovation recipe or cook-book... but we need not re-invent the wheel either. Our key theses are:
Books I've read, or still want to read.
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