COCOONERS - Making It Happen - No 5, September 2018

COCOONERS
N°5 - SEPTEMBER 2018 MAKING IT HAPPEN
WANDER ACROSS
OUR STORY, YOUR STORY FROM THE FAMILY:
PLATFORM DESIGN TOOLKIT
Innolympics Education
Hackathon.
The joys and struggles
of growing up.
In this issue we’d love to tell you about the A few years ago our agency didn’t exist. We were a
Innolympics Education Hackathon we organized few freelancers, one of which had a great idea, and
this year. It is a story about the urge we felt to help a bunch of friends and practitioners who believed
ignite a revolution in the world of Education and in it. Early on we began helping small and large
the desire of the entire ecosystem to give birth companies in re-thinking their strategy, more
together to an international space in which people specifically their ‘platform strategy’. In a nutshell,
from all over the world could gather to envision ... we came up with one of the first methodologies ...
Read at page 6 Read at page 4
COOKING IN OUR LABS
• Nalu
• LSP
• Rory’s Story Cubes ®
• Organisation Design
• Core 2
Read at page 8
A word about Cocoon Projects
Read at page 10
Meet LiquidO TM
Read at page 12
COCOONERS IS PRINTED ON RECYCLED PAPER

Cocooners - n° 5 - September 2018
Cocooners - n° 5 - September 2018
WHAT’S UP
Last summer, while I was waiting for my holidays to
arrive, I found myself surrounded by people posting
public countdowns on social media about them heading
to a peaceful beach or to a quiet mountain. Even though
I usually refrain from posting this sort of news on social media,
I must admit that inside my head I was doing exactly the same.
Holidays are holidays, and even if you really love your job (and I
certainly do) it is hard not to count the days that separate you from
some free, relaxing time.
This year though, despite my strong desire to finally head to
Greece with my family, I haven’t done that painful countdown. I
think this is because during the last year I have been able to start
accomplishing what I had been chasing from a long time: to find a
good balance between my work and some valuable time off.
Yes, we all know that we do not live to work, but when you are a
freelance consultant - or part of a company you truly care about –
and you work hard to build a business, it is not easy to have breaks
(mentally or physically).
The truth is, even if your job is what gives meaning to your life,
you need to save some time from it in order to be more fulfilled
and efficient. There seems to be some sort of cultural bias in our
society in thinking that taking some time off is something to feel
guilty about. What I have learned in my personal experience is that
when I am able to take a good break (and here I do not mean days
but hours) to socialize, to spend time with my family or simply to
relax, that is when I am able to go back to work and express myself
at my best, with true passion, creating more value for my clients.
GUIDO
MARTINI
So my memo on the fridge (before I go on
holiday) says: if you really love your job you
must take some free time from it.
From time to time, I have realized how often I take for
granted how people should work or interact with each
other, maybe because of the people and environments
I have encountered, and these aspects mixed with my
own attitude have shaped my reality, my culture.
The first time I realized it, about 4 years ago, I felt very weird and
rather out of place, as I very often do, but that time I really could
not understand why people showed such different behaviour.
Even when I understood the reason, their way of doing/thinking
seemed so illogical to me. Life teaches us a lot and I have learned to
pay particular attention to behaviours in different environments,
but I have also learned not to change everything: the attitude of
treating people as persons is one of those. In some environments I
didn’t like the way some people treated others, and that is because
a group of people working together is not always a real Team.
Sometimes companies treat employees like things or coworkers
treat others like enemies, often I saw competition and judgment
instead of real cooperation towards the same goal or purpose.
In life I question almost everything, but one of the few sure things
I know is that being aware of our differences can enable us to be
open-minded, try and learn something new...and yes, question
our assumptions or even test them!
For this reason, it is interesting and challenging to interact with
different contexts, people and companies; it can teach us to adapt,
test ourselves and be more aware of what part of ourselves we do
not want to change.
MILUSKA
OJEDA
We hear so much talking about “edges” in these
days. There seems to be so much happening at
“the edge” of your market, of your organization,
even at the edge of your identity. So you
should listen to the experts of “edges” and equip yourself with the
latest methodology to enable and influence all this edge-value to
somehow get to you. Sounds cool, and even fairly easy if you know
who to ask to for help. Except, in reality, there is no edge. Edges
are no more than a mental model, a misused metaphor. Since your
body has edges, it seems plausible that also your market has them,
or your organization, right?
While I am comfortable with the concept of “core”, meant as the
focus in which we apply the lens with which we chose to read a
given reality, I really do not like the concept of edge. I’ve felt
this disconfort clearly in many conversations, but quite recently
even stronger in my own evolution, as I had a child. In fact, a few
months ago it stroke me how even the edge of my body is even
more clearly an illusion now that I am physically continued in his
flesh. Let alone the edges of my feelings, of my thoughts, of my
tribe.
Almost everything I know in the real world is a complex and implicated
ecosystem of ecosystems. The borders we think to be real
are instead zones of sharper changes in patterns oversimplified
by our reductionist thinking. Life does not have “edges”. She has
horizons. And the difference is quite crucial: what you perceive
STELIO
VERZERA
ECOSYSTEM ENABLERS
2 NEW CREATION SPACES
25 ACTIVE SUPPORTERS
99 PEOPLE INVOLVED
TALKING ABOUT US
as an horizon depends on your eyes, your
position, your line of sight, not on the form
of the thing itself. Once we understand
this, we stop believing in separation, we
stop looking for experts of edges, and start
working to expand our many horizons.
Actually, life is pretty much all about this.
Isn’t it?
DESIGN FOR ECOSYSTEMS - EODF18
MASTERCLASS INTRO CONVERSATION
CLAUDIA
PELLICORI
SOME OF OUR HIGHLIGHTS FOR THE 1ST HALF OF 2018
CUSTOMER PROJECTS
13 ITERATIONS
+30 COUNTRIES INVOLVED
+200 PEOPLE INVOLVED
PAUL TOLCHINSKY & STELIO VERZERA ON
ADAPTIVE ORGANISATIONS DESIGN
On the 21st of June I had a baby, Leo arrived in my
family. This experience transformed my life, some
things deep inside me changed.
In the last months I have even noticed that many
relevant points I observed when I worked with my customers
are fundamental in being a mum too. I have put in my pockets
numerous lessons so far, but there are 3 points above all that I
want to share with you:
1) Never stop growing. A child makes you better. You strongly
feel you are part of a whole. You want to give him a better world
where he can grow, discover his potential and learn. So you start by
evolving yourself because you know that if we improve ourselves, people
around us will thrive too. You always have to remember to nourish yourself
constantly if you want to be able to contribute to your community
and organisation.
2) Focus focus focus. The energy and time that your baby really
needs are a lot, so prioritizing and focusing become very very
important. You have to choose the first items in your to do list,
which means that you are renouncing to the others in that moment
even if it doesn’t mean that the other things are not important.
The Pareto’s 80/20 rule that states “20 percent of focused effort results
in 80 percent outcome” is fundamental.
3) Get free from fear. Fear is very dangerous because it can block
you, it can decide on your behalf and infect who is around you. Fear
of the unknown, of not being good enough, of not having security,
of making mistakes. You have to trust yourself, people and the system.
You need to stop controlling everything and abandon your expectations.
I’m discovering that to be a mum is making me
a better professional. Bringing our personal
life lessons to our professional lives, and
the opposite as well, enriches our vision and
comprehension of complexity. These 2 sides
of ourselves are strongly interconnected and
never as today I know that my growth is based
on both.
CP OPEN GOVERNANCE
13 NEW CONTRIBUTORS
17 PEOPLE SHIFTS
5 COUNTRIES INVOLVED
EDUCATION HACKATHON:
INNOVARE L’EDUCAZIONE
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Cocooners - n° 5 - September 2018
Cocooners - n° 5 - September 2018
FROM
THE
FAMILY
The story we are sharing with you in this issue of
Cocooners is one of passion and togetherness.
It is the story of a younger sister we’ve watched being
birth and growing up.
THE JOYS
AND STRUGGLES OF
GROWING UP
COCOON PROJECTS
WEBSITE
HIGHLIGHTS
Cresce la facilitazione
con LSP
Era settembre quando abbiamo pubblicato l’articolo “Ci
platformdesigntoolkit.com
siamo riusciti: adesso LSP parla italiano!” e da allora già
tante cose sono cambiate.
A few years ago our agency didn’t exist. We
other, and which kind of evolutionary context
Over the past three years we grew, we shrunk, we
Even before we started our journey with the
were a few freelancers, one of which had a great
they’re looking for. Our methodology is known as
grew again. Today we’re a dozen people consoli-
Platform Design Toolkit, our personal and profes-
idea, and a bunch of friends and practitioners
the ‘Platform Design Toolkit’. Today, our platform
dating a passionate team helping Fortune 500s,
sional paths crossed with Cocoon Projects and
who believed in it. Early on we began helping
design theory is getting thicker as we engage
SMBs, startups and even institutions like the
the beautiful humans living and working therein.
small and large companies in re-thinking their
in powerful conversations with an increasing
UN or the NHS. Yesterday everything was the
Thus, our organizational culture has been greatly
strategy, more specifically their ‘platform
number of practitioners around the world. Heavily
‘Platform Design Toolkit’ brand, a website, a very
influenced by LiquidO and many other cultural
strategy’. In a nutshell, we came up with one of
based on the reflections we have by working
small team prototyping a way to do customer work
bits that Cocoon Projects has consolidated and
the first methodologies to design systems that
closely with partners and customers, every two
and basically surviving.
spread so far. It is like a sister organization,
aims at mobilizing individuals and organisations
towards the same strategic lines. This is done by
understanding their incentives to join the shared
strategy, what they could exchange among each
weeks we publish on our blog an updated understanding
of the most important bits of platform
strategies and how they’re radically changing the
way we live and work.
Recently, we incorporated a larger team into an
italian company named ‘Boundaryless’ with the
aim to extend what we do, exploring new ventures
and horizons.
As one can imagine it hasn’t been easy, nor is it
today. The challenges we had when we were two
someone you can always rely upon to clarify
your mind when you’re in doubt. Alessandra and
Emanuele from Cocoon Projects helped us in a
critical summit a few months after we incorporated.
With the Cocoon family we even did an
amazing customer work together at the UNDP
Innolympics Education
Hackathon
We strongly believe that Education needs to evolve and
this means that what we have today is not enough.
or three people having one customer per month
Asia and the Pacific Regional Hub in Bangkok.
are radically different from now when we have
Every time we do something together we have
the whole team constantly busy on a different
the kind of excitement shivers that you get when
customer project around the world. How should
you’re doing something truly meaningful. Deep
we spend the money? In which direction should we
inside, I guess we both feel this journey together
grow? How do we empower our team more? How
isn’t in any way over, and that the best is yet to
can we harmonize the perspectives of founders,
come as we both grow up and ‘go to college’ :) .
investors, and folks that work with us? How do
On our side, what we learned is that if you’re truly
we value the work we do on the governance and
interested in exploring new and better ways of
operations in respect to customer work? What
should this organization be doing when it ‘grows
up’? What’s the purpose of this organization?
The underlying central theme to all these
questions, and certainly relevant even in our
early days is ‘how can we make effective decisions
together?’. This is a tough one, especially when
you are so fragile as you base all your strategy
working, you should first learn from others, deeply
and with great attention, what they’re doing and
how they are doing it. Then you’ll need to experiment,
again with great care and humbleness
(people can get hurt!). After a while you’ll realize
that one recipe works in one context but needs to
be amended and adapted to another. That’s what
we learned with LiquidO and other systems, and
Ohana Meetup: the work
revolution party is coming!
The Ohana Meetup is an ecosystem enabler we’re
offering to the whole tribe of professionals, gamechangers,
change agents, passionate people evolving
the world (of work).
on a central product with only a few people and
indeed that’s what we learned with the Platform
resources.
Design Toolkit: that context is key.
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Cocooners - n° 5 - September 2018
Cocooners - n° 5 - September 2018
OUR STORY IS YOUR STORY
INNOLYMPICS
EDUCATION
HACKATHON
SOME DATA
6
MONTHS
11 42
OF WORK FACILITATORS PARTICPANTS
In this issue we’d love to tell you about the Innolympics Education Hackathon we organized this year. It is a
story about the urge we felt to help ignite a revolution in the world of Education and the desire of the entire
ecosystem to give birth together to an international space in which people from all over the world could gather
to envision and develop ideas.
The Education
Hackathon
was the pilot of a
We chose the
Education field
because as everything
From the beginning
we imagined
an arena where ideas,
The energy invested
and shared was so
much.
In June, finally, the
Hackathon live
phase came alive.
Young women and
men worked hard over
the two days, also
One of the most
valuable things
that happened during
As a parallel “game”
people have been
issuing and exchanging
After two days
the teams were
ready to present their
While we are working
to support the winners
to explore and validate
FINAL THOUGHTS
bigger idea called
- organizations,
challenges and young
We thought of this
People came to Rome
supported by 5 mentors
the hackathon was
this “currency” to
ideas to be assessed by
their idea, other teams
Innolympics, a project
economies,
people from all over
initiative as an
full of energy and
who helped them to
the real cooperation
recognize and make
a jury of 3 people with
are implementing
Why an Education Hackathon?
inspired by the
technologies - are
the world could meet
ecosystem enabler
smiles. Some teams
move from the idea to
between teams that
visible the value they
different backgrounds
their project, engaging
“Every few hundred years in Western history,
worldwide impact of
transforming so
and get inspired. For
to offer to the world,
were composed of
the project.
discovered the value
have been receiving,
and experience.
new people in order to
there occurs a sharp transformation…
the Olympics, that
fast we believe that
this reason we didn’t
and the ecosystem
friends, others of
of collaboration
in a beautiful fabric of
As often happens, at
transform the world of
and the people born then cannot even
wants to strive for the
Education can’t
want to limit the
resonated immedi-
people gathered for the
instead of focusing
value flows.
the end of a project
education.
imagine the world in which their own
role of innovation for
afford to stay behind
experience to only
ately with us. Some
occasion and others
on competition.
its waves continue
parents were born. We are living through
future generations
if we want to ensure
two days of competi-
active supporters
of people who had
In order to track the
to reach new shores.
just such a transformation”.
of entrepreneurs
humankind is able
tion, so we organized
spread the voice and
never met before. The
value exchanged
– Peter Drucker –
through the power of
to sustain all these
a first phase in which
young people come to
vibes were instantly
among teams, we
game.
transformations,
the participants
us from China, Spain,
amazing, people were
introduced a pretotype
It was January when
supporting the
had to tackle online
Senegal, Holland,
there to compete and
of the ecosystemic
we started to work
growth of happy and
games. The engage-
France, Canada,
cooperate and from the
value exchange token
on it. It was the first
healthy human beings
ment started, young
Syria, Morocco,
first moments, it was
we are developing,
time we had organized
in these times of
people worked hard
Germany, Romania,
clear that it would be a
the “Thanks” (THX).
a Hackathon on
pressure.
to compose the teams
Spain and Italy.
great experience for all
Education and we
were very excited to
understand how the
ecosystem would
respond to this
proposal.
INNOLYMPICS
and solve the games.
ECOSYSTEM
6
of us.
COMPETITION
COOPERATION
7
WAVES

Cocooners - - n° n° 15 - - August September 20162018
Cocooners - n° 5 - September 2018
JAM NEWS
A Cocoon Projects Jam happens twice per year, at the beginning of each half. It is the most important CP governance event,
open to all members and contributors and lasting two or three days. During the CP Jam we cocreate our direction for the next 6
months. Here below you can have a peek at our last Jam.
#CPJAM
@pellicors
COOKING
IN OUR
LABS
This jam is the expression of many and different points of view,
perspectives, experiences, places. People who can share valuable
stories and thoughts. So cool observing @CocoonPro changing and
growing. A leap that will bring us in new universes #CPjam #2018h2
The Cocoon Projects Labs are our own innovation engine. New knowledge, mastery and even new value proposition elements are developed here.
They are open and voluntary structures, working by specific processes designed for proactively generating market-driven and high-quality value proposition.
It’s in the CP Labs that entrepreneurs and professional game-changers can express their best contribution in the co-creation of the next Cocoon Projects.
Nalu
Previously... on Nalu, we told you about its first
steps. Now it’s time to make new friends. We started
a few months ago to work with a new organization
that decided to use Nalu as the mastery development
platform for its people.
nesses, thanks to the synergy between LSP and
the BM Canvas.
Rory’s Story Cubes ®
If anything has the power to really change something,
it’s a story. Through stories of our past - or our
exists and, when they discover it, they wish to look
deeper into the subject because it can make a huge
difference in their everyday work. So, we ended
our meetup thinking of what each of us can do to
nurture the Italian community interested in Organization
Design, everyone with their own knowledge,
@guido_martini
Exploring challenges and perspectives in our identity evolution.
#cpjam #2018h2 @CocoonPro
@InakiPerez
Amazing days working with an incredible group of teammates of
@CocoonPro deciding our next 6 months strategies #passion #responsibility
#future #conversations #learning #evolution #narratives
#ohana #lovemyjob #CPJam #2018H2 #grateful #showmustgoon
It started with the interest of just two of them, but
desired future - we can capture the core elements we
expertise and points of view.
suddenly more people joined the first experience
need to move on. And it is, briefly, what we’ve done
We came up with a list of different contents and
@cosedaptsy
and even more subscribed to the platform looking
for the next steps in their personal and professional
evolution. Creating relationships, discov-
over the past few weeks.
Story Cubes are a valuable tool we can use in different
ways and with different purposes. In recent months
ideas that can be helpful for people at different
levels, even if it is “just” talking about our own real
experience in the field.
#curiosity and exciting #suspence moment. Where will drive
us #social intelligence, passion and responsibility? #CPJam
#2018H2 #waiting #ost #cocoonprojects @CocoonPro
ering new contexts, helping other people unleash
their potential is what Nalu is designed for. Doing
we have used it with our customers in two different
contexts: personal and company identity.
Core 2
@letiziapian
all this with valuable people and organizations is
In the first case we supported people in their evolu-
A few weeks ago we collected some interesting
What’s in the garden? Cocooners mapping the state of @CocoonPro se-
what Nalu is looking for. Just nalu it.
tion path. Using the power of storytelling, we helped
voices from our network to share with you the
eds. This is definitely a garden where people can grow #CPjam #2018H2
LSP
Speaking of advanced applications we have developed
with the LEGO® SERIOUS PLAY® method,
them to explore their work life field to understand
the core elements on which to focus their growth.
In the second one we worked with people from a
big company to bring out emotional and creative
different meanings that the CORE2 path has had for
them.
Even though everyone started the path with the
goal to develop their professional identity and
@connuevosaires
When people with same #passion work together, differences can
evolve in a share vision about the future. Happy and grateful
this time we’d like to talk about a 3-day work-
elements to start to codesign a Talent Acquisition
build their operational reputation based on the real
to be part of this great experience. #CPJam #2018H2 #Ohana
shop we have designed to thoroughly explore a
Framework.
value they create for their community, it has been
#peoplematter #lovemyjob @CocoonPro
company Business Model Canvas.
The storymaking helped them to envision and
so exciting to understand what led each of them to
The LSP method has not been used as a tool to fill
in the quadrants like we could have done in several
different ways, instead it has enabled us to explore
outline the company identity elements they wanted
to preserve or remove. Every time this tool has the
ability to unleash emotions, and its combination
take the first step, and what they have found beyond
expectations. With the consolidated understanding
of how identity, trajectory and reputation represent
@emagorse
We are speaking different languages here. You can hear someone
speaking italian, someone else spanish, someone else engli-
and deeply understand them using the implicit
with other tools is always really powerful, like every
key assets for every professional, we are now devel-
sh and we don’t even notice it. This is a very powerful signal of
and explicit knowledge of the attendees.
human being and the collection of their stories.
oping the CORE2 usage in another area: supporting
what’s happening, not only here. Paraphrasing @ShiverTweet at
Above all, the connections among the parts were
revealing to understand how the canvas was a
Organisation Design
the development of operational reputation for
organizations. A challenging endeavour indeed. If
#Cpjam #2018h2
systemic and dynamic system in which what
happens in each area has an impact on another
one. The whole 3-day experience has proved to be
On June 8th we held our second meetup in Rome.
Discussing Organization Design, one thing seemed
very clear: often people discover a strong interest
you are interested, reach out!
Stay tuned for the
@egoipsa85
My first #CPJam #2018H2 just finished but my journey only begins. Amazing
weekend, people, conversations & interactions. Expanding boun-
really valuable and impressive, as we have always
in this topic, only to realize that they have already
publication of all the
daries of our mind & of our networks and exploring possibilities for the
seen the participants fully engaged and increas-
been working on it! Frequently they don’t know that
active Labs and their work
next 6 months of @CocoonPro with the power of collective intelligence.
ingly achieving a real awareness of their busi-
something called “Organization Design” even
at labs.cocoonprojects.com
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Cocooners - n° 5 - September 2018
Cocooners - n° 5 - September 2018
A WORD
ABOUT US
Cocoon Projects is a last generation company,
Cocoon Projects’ governance system itself is
Cocoon Projects is thus involved first-hand in
These ongoing activities within the scopes of
We believe this is the time for establishing
devoted to supporting innovation and fostering
based on the Lean managements and Open
the edge international efforts for the develop-
Innovation, together with intense and contin-
a whole new culture in the management of
real value creation in the world entrepreneurial
Collaboration principles. It constitutes a last
ment of methodologies and tools enabling the
uous field operations at the side of national
today’s challenges for any organisation. And
ecosystem. It’s been designed to be effective,
generation adaptive organisational model
systemic improvement of organisations.
and international Customers highlight Cocoon
we’re able to design and co-execute ad-hoc
agile, open, fast and adaptive. Its Customers
called LiquidO TM
that has already collected
And it is directly engaged on a regular basis
Projects as the ideal partner for those organisa-
evolutionary paths on all the vertical aspects
are people and organisations in the need for
high interest and direct interaction by some of
by global networks of professionals in the
tions in search of sound experience within the
of this scenario.
significant evolution within the scopes of
the most relevant international experts in the
field, such as the European Organisation
most core and relevant scopes of Innovation.
work methodologies, tools and techniques and/
enterprise and management innovation fields.
Design Forum, the Stoos Network, the OuiS-
or stakeholders end-to-end relationships.
hare network, the Management Innovation
The goal is to make this change
Exchange (MIX).
really happen.
OPENNESS
Imagine the space of evolution
in these three dimensions.
A value of zero on all of
the three axes would fit
for a company from
the Fifties of the last
century.
Where is your organisation
today?
Where should it
be tomorrow?
ADAPTIVE
ORGANISATION
DESIGN
AGILE PROJECT
MANAGEMENT
ADAPTIVE
ORGANISATION
LEANNESS
SERVICE MODEL
DEVELOPMENT
CONTINUOS
IMPROVEMENT
WORKPLACE
EVOLUTION
In the evolution of work across
the three dimensions
of leanness, inclusiveness
and openness, we can
provide services
in these 9 different areas.
LEANNESS
INCLUSIVENESS
REAL TIME
STRATEGY
MAKING
INCLUSIVENESS
IT’S ALL ABOUT
PEOPLE
OPENNESS
REPUTATION
DEVELOPMENT
EXPERIENCE
DESIGN
IN
OPEN
NOVATION
CROWD-PLATFORMS
IMPLEMENTATION
IDENTITY
AND HERITAGE
EMPOWERING
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Cocooners - n° 5 - September 2018
MEET LIQUIDO
What is LiquidO
You might have heard of a new breed of organisational models, responding
to the fast growing adaptability, engagement and collaboration needs
within modern company structures. Or you might have simply experienced
the sound problems of slowness, rigidity, bureaucracy, disengagement
along with various kinds of waste and bottlenecks that “traditional”
organisational models generate and suffer nowadays.
This is what LiquidO TM is all about: the original “liquid organisation”
model for governance, born from direct experience within Cocoon
Projects and in use in a growing number of for profit and not-for-profit
organisations willing to get liquid.
Liquefying an organization means disrupting the industrial-age driven
assumptions on which rigid structures are designed and move on to make
it adaptive, dynamic and anti-fragile. Based on lean management and
open collaboration principles, the LiquidO TM model is fluid,
meritocratic and value-driven, enabling stigmergic
behaviour and “organic” effectiveness.
Why you would
want it in your
organisation
Rigidly structured organizations
cannot cope with the
current pace of innovation
and its complexity, let
alone exploit it. We need a
completely different mindset
and consequently new models.
And we need them to be simple
and people-centric.
This is exactly why LiquidO
was born.
1. Real-time adaptability.
The industrial age organisational approach, where
each area is defined as a restricted group of activities coherent
to one another, has its biggest limitations in the risk to fall in fragmented,
sealed administration and culture. As the company grows, so grows the
complex ramification, branching and costs of these models. Lack of
communication, heavy bureaucracy, disastrous efficiency.
COLLABORATIVE
WORKING BOARD
REPUTATION
TRACKING
The completely different perspective realized by LiquidO, in fact relying
on people and competences without fixed roles, provides an integrated
and adaptive business management scenario shifted to a systemic
approach, pragmatically meritocratic and inherently capable of real time
adaptability to any context. It’s just like water, some would say.
2. Better and faster information processing.
Hierarchies are a sound bottleneck both for decision making and competences
evolution. Too many info to process in order to succeed. Moreover,
on the other hand, the distance between where and how in the organization
strategies are created, and where and how they have to be executed
too often creates waste, lack of effectiveness or even complete failure.
Non-peer evaluation, silos and recruiting inefficiency are additional
heavy side-defects of an organizational design philosophy based on the
two illusions of control and predictability, and therefore actualized with
structural divisions between thinking and doing.
LiquidO is a viable and operational way to let all the brilliant people in
the company effectively emerge. Anybody can join each wave, surf it and
enrich it, so to say. And leveraging different viewpoints, backgrounds and
competences today is definitely critical to succeed in taking better and
faster decisions.
CONTRIBUTION
ACCOUNTING
COLLABORATIVE
DECISIONMAKING
3. Engagement and spontaneous leadership.
People are key in this picture. In fact, within
LiquidO everyone can decide whether to
join a process or not, try, and consequently
determine her level by fast
feedback loops from frequent and
specific peer-reviews driven by
the actual delivered value.
Besides a natural engagement
due to continuous feedback
and consequently improving
results, within this scenario
it’s really difficult to deny
emerging problems. Within
the old way of thinking the
organizations very often
conflicts, work overload, sense
of impotence, lack of decision
power, absence of endorsement,
unfair treatment and misalignments
are among the real causes of failures.
There is much more that can be done today, if
only we let go of control, predictability and rigidity.
LiquidO moves structures, processes and the organization
itself away from the center, where it is assumed that people have to adapt
to them, instead shifting the focus on people and truly empowering
them to dynamically find their maximum value creation spot within
the organization, expressing leadership effectively and without fear,
naturally growing and being rewarded for this.
Read the whole LiquidO whitepaper. It is available in
Creative Commons at liquidorganisation.info
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