https://philipsheldrake.com/tags/organization-design/Recent content in Organization-Design on Philip SheldrakeHugoen-gbThu, 07 Aug 2014 00:00:00 +0000https://philipsheldrake.com/2014/08/questions-influence-size-complexity/Thu, 07 Aug 2014 00:00:00 +0000https://philipsheldrake.com/2014/08/questions-influence-size-complexity/<p><img alt="https://www.flickr.com/photos/martinlatter/5576004597/ BY-SA" loading="lazy" src="https://philipsheldrake.com/images/by_martin_latter.jpg"> Phillip Casey, post-graduate student at Newcastle University, <a href="https://philipsheldrake.com/wp/2014/07/brand-pr-non-profits-responsiveness-qa-phillip-casey/" title="Brand, PR, non-profits, and responsiveness – Q&amp;A by Phillip Casey">follows up our earlier Q&amp;A</a> with a couple more questions.</p> <h3 id="is-influence-harder-to-manage-as-an-organisation-grows-in-size">Is influence harder to manage as an organisation grows in size?</h3> <p>As before, beware the idea that influence can be managed per se. I&rsquo;ll assume you&rsquo;re referring to the considered design and monitoring of process, culture and operations more widely, to increase the likelihood that stakeholders are influenced and appropriate reciprocation is encouraged, in ways more conducive than otherwise to the organization achieving its goals and living up to its purpose.</p> <p>Complexity of the influence system does tend to increase with organization size from my observations, and possibly by definition. But I&rsquo;d caveat that by asserting that such observation should demand a response in organization design terms.</p>https://philipsheldrake.com/2014/05/future-organization-video-presentation-major-themes-new-provocations/Fri, 23 May 2014 00:00:00 +0000https://philipsheldrake.com/2014/05/future-organization-video-presentation-major-themes-new-provocations/<p><img alt="Office building in New York" loading="lazy" src="https://philipsheldrake.com/images/office_building_newyork.jpg"></p> <p>There&rsquo;s a lot to think about when it comes to the future of organization, and plenty to be optimistic about. Saying that, like any and all topics worth grappling with, it takes a bit of time to get up to speed on the depth and breadth of things. As a member of the <a href="http://www.futureofwork.co/post/79984106877/future-of-work-advisory-council" class="external-link" target="_blank" rel="noopener noreferrer">advisory council</a> for the <a href="http://futureofwork.co/" class="external-link" target="_blank" rel="noopener noreferrer">Future of Work</a> community, and part of the steering group for <a href="http://theresponsiveorg.com" class="external-link" target="_blank" rel="noopener noreferrer">The Responsive Organization</a> community, I know I&rsquo;m not the only one looking to communicate these ideas effectively.</p> <p><a href="http://twitter.com/mgrafham" class="external-link" target="_blank" rel="noopener noreferrer">Mike Grafham</a> and I talked about compiling a three-minute explanatory video, and I failed woefully at such brevity. This 42-minute video presentation aims to provide a relatively speedy immersion in some of the main themes, spanning human rights, complexity science, the death of heuristics, the six influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilzation, self-organization, organized self, socioveillance, the middleware corporate, Bread incorporated, distributed autonomous corporates, and the Mozilla manifesto.</p> <p>[embed width=&ldquo;960&rdquo;]http://www.vimeo.com/96201589[/embed]</p>