Fragments: The Multi Dimensional Organisation Today just sharing a few #FragmentsOfThought as I have been looking into future models of Performance Management and Recognition. These fragments cluster around a central theme of the Socially Dynamic Organisation framework - that we are moving from a one dimensional, to a multi dimensional view. We come from a legacy where Organisations were one dimensional: physical, structural, codified, owned, directed, all within formal models of power and authority, recognition and control.

Fragments: The Multi Dimensional Organisation

Today just sharing a few #FragmentsOfThought as I have been looking into future models of Performance Management and Recognition. These fragments cluster around a central theme of the Socially Dynamic Organisation framework - that we are moving from a…

#Fragments – Culture I’m continuing to #WorkOutLoud on ‘Culture’ and aspects of ‘High Performance’, today sharing a few #FragmentsOfThought That culture may be difficult to define - or plagued by prolific, but conflicted definitions - but that we can more easily categorise areas of leadership capability. And that this may be enough. [1] To understand and explore culture as a locally sourced, and socially, co-created phenomenon.

#Fragments – Culture

I’m continuing to #WorkOutLoud on ‘Culture’ and aspects of ‘High Performance’, today sharing a few #FragmentsOfThought That culture may be difficult to define - or plagued by prolific, but conflicted definitions - but that we can more easily categorise areas of leadership…