I love this diagram. It tells us what management now, and in the future, is about: not leading, but recognizing and managing who leads what. It's a diplomatic peer leadership model.
On one of the posts drifting by my stream, the following sentence came up:
"P2P is two things to me – a larger solution set affording better paths to the future and a levelling of the playing field, for the pursuit of liberty, cocreation and happiness."
I'd argue that P2P in this sense is not talking about peer-to-peer as in file sharing, but about person-to-people as in localized leadership. Not only is it better for morale when each person takes the lead on what they do best, but you also obtain better results faster at the end, thanks to cutting the 'I need to read up on this first' phase.
A good question, on the other side, is how to capture an overview of activities in a peer leadership model. An interdependence on digital collaboration tools certainly makes this easier: indexing and searching become powerful instruments of utmost value in finding out what is going on within a successful organization. But what about the enterprise dashboard?
Why the enterprise dashboard needs to change
Enterprise dashboards typically imply a top-down control system: each leader must model their leadership to fit the paradigm of the tooling that feeds the central dashboard. But that is annoying and a waste of time – and thus at best a time-delayed snapshot on what is going on; at worst full of complete bullshit. Can we do better?
I think the answer is yes. And that the answer lies in the crowds: crowdsourced knowledge tends to deliver excellent insight into hot trends without time-delay within the new paradigm. Two of the most powerful tools in analysing the loosely structured collaboration style of new media are:
– Word clouds: Wordclouds, such as those created by wordle, are excellent ways of highlighting what is currently trending within the digital information sphere of an organization.
– Ratings: Trust employees to rate content they find good. Their largest concerns, and most important issues, will find their way to the top – as long as an internal system provides a mechanism for users to provide their feedback on blogs, forums, or any other internal system being used, and assuming that the organization climate is condusive to allow member feedback in a digital environment.
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Purpose. Vision. Culture. Motivation. If you are in management or HR, you know that these are all essential building blocks for a successful organization. A good leader will drive these attributes to …