Humanize this.

MIX Mashup

WHAT IS THE MIX MASHUP?

The MIX Mashup will gather the vanguard of management innovators—pioneering leaders, productive rebels, courageous experimenters, and agenda-setting thinkers—from every realm of endeavor.

The day is designed to showcase advanced thinking and ambitious experiments—and to inspire, instruct, and connect aspiring management innovators in the collective project of reinventing management for a new age.

Jason Lauritsen » Why Work-Life Balance is Dangerous

We need to stop talking about work-life balance and instead start working making work suck less. Individually, we need to stop accepting that our work should feel like a burden and instead find our way to work that gives us joy and fulfillment. As a leader, we need to teach people the skills they need to get clear on their values and then encourage them to have the courage to align their lives around them. As organizations, we have to be more committed to creating workplaces and experiences that attract the right kind of people for the work we do. We need to create work where people can bring themselves fully to it, to feel natural and fulfilled in what they do. We must also make it painless and without penalty for an individual to opt out of their job when it begins to feel to heavy.
When we start treating work as if it’s part of life and not a hiatus from it, we will unleash some real magic.

The learning organization: an often-described, but seldom-observed phenomenon | Harold Jarche

This post is in response to the Adidas Blog Carnival on a New Way of Working and Learning and more specifically responding to the question, “What should a true learning organisation look like?”

W. Edwards Deming understood that systemic factors account for more organizational problems, and therefore more potential for change, than any individual’s performance. The role of managers should be to manage the system, not the individual functions. The real barrier to systemic change, such as becoming a learning organization, is command & control management. This is why the third principle for net work, shared power, is a major stumbling block to becoming a learning organization. Narration of work and transparency are easy, compared to sharing power. But learning is what organizations need to do well in order to survive and thrive.

8 Rules For Creating A Passionate Work Culture

Hire for passion and commitment first, experience second, and credentials third. You don’t want to be simply a stepping stone on an employee’s journey toward their own passion.

Social Business Enables Employee Innovation #socbiz

A true social business is built on trust and respect; and empowers employee innovation!

Why It Takes So Damned Long To Create Trust

Social media is not exempt from the natural laws of cause and effect.

If you want each person to be touched once, very lightly, then only a little effort is needed. But if you want those people to trust you, then a proportionately greater amount of effort is required.

Why it takes so damned long to create trust

The reason why things like trust and loyalty require a significant amount of time and effort is because you’re dealing with people, not ones and zeros.

And regardless of how rapidly media technology changes and evolves, people will always be the constant.

If We Humanize Business, Can We Escape the Matrix?

This is an important point. Talking about “humanizing the organization” would be little more than management consultant fluff without some indication of how to actually accomplish it in the real world. For this reason, the principles laid out in Humanize are designed to be applied, experimented with, tested.

And we’re not just talking about the marketing department! As Maddie makes clear, this book is not a “social media” book; it is a leadership book. The object of it is not to help you run better campaigns on Facebook or Twitter; the intent is to drive organizational change.

Ten Tips to Creating More Open Organizations

Next week, Maddie and I are offering a FREE webinar that covers the “Open” chapter of Humanize. It is the first in a four-part series (the other three will cover Trustworthy, Generative, and Courageous).

Innovation Excellence | Gary Hamel – Reinventing the Technology of Human Accomplishment

Let’s humanize management.

Projects Are the New Job Interviews

Resumes are dead. Interviews are largely ineffectual. Linked-In is good. Portfolios are useful. But projects are the real future of hiring, especially knowledge working hiring.