Organizations – Introduction

Most organizations in our area are prepared to compete in an economy based on objects or natural resources, typical of the nineteenth and twentieth centuries. These companies have been organized according to specialization. It was most important to have specialists to keep the machines running or to perform very specific support jobs.

In a fully globalized and connected world rises the new economy based on the subject, based on the cooperation of resourceful human beings (not human resources). Only by linking the talent of people – and talent we all have – and combining willingness, will organizations be able to survive.
It is not necessary anymore to have a building to gather talent: talent is spread out throughout the planet. This new vision requires more and more companies to organize themselves differently.
The Knowledge Economy works with solid foundations to build talented organizations and develop new business ideas.
  • An economy based and focused on people.
  • Organized to transform; maximum performance with minimum effort.
  • Counting on leadership that transforms people, organizations and regions.
  • Based on the three C: Creativity, Sharing and Connecting (Creatividad, Compatir, Conectividad).
The great factor of change: the talent of people. 
We all have talent. Neuroscience admits that the brain is activated by working the interconnections between various brain functions. Just as a tree does not grow if it is not watered, a mind that is not cultivated does not perceive realities. It is said that we only use between 13% and 15% of our brain. So much potential still waiting to be activated!
Thinking, acting and working the way we have always been doing led us into the current crisis. If we want different outcomes, we have to stop doing the same over and over again!
We must think and act …
  • Without putting limits or self-censorship.
  • To activate the talent and willingness of people.
  • To provoke creativity.
  • To grow professionally and personally.
  • Openly to cooperate with people and the organizations behind them.
  • To organize ourselves however necessary – not hierarchically or because “we have always done so”.
  • In the interests of individual and collective benefit, medium and long term.
  • Without submitting to estimates and budgets.
The process of organizational development 
To design the most appropriate organization we propose to follow a process of definition:
  1. Strategic identity:
  • What is your vision? Imagine what your ideal organization would be like…
  • What do you want to be?
  • What is the organization for?
  • Where will you get with it?
  • What will it mean?
  • What will it never be?
We have the right to dream and the obligation to dream what we want” Dee Hock
  1. Specify strategic plans and determine objectives to carry to term, in quantitative terms and time lines.
  2. Concrete the operational part: who, how, when, with what resources.
  3. Calculation: control every step and the budget.

Image: Metamodel application

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Tertúlia ConnectanTalent amb Jordi Pigem
hèlix3c -  01.12.2014 -  6,737 visits
hèlix3c es una “constructoría” especializada en servicios que generan el pensar no convencionalmente y la acción transformadora tanto para personas como para empresas y organizaciones. Porque es posible construir nuevas relaciones en el ámbito personal y profesional si hacemos uso del aprendizaje.