Searching inside Companies

R&D gebouw Working for a large company can be tricky sometimes. Definitely when it comes to meeting a colleague you don't know. You only know his or her name and the meeting room.

Of course most companies have who-is-who databases with a picture of the colleague you're meeting (Yellow Pages). So now you can do some facial pattern recognition besides looking for the meeting room.

Can't this be done in a better way? Micello seems to have asked this too. They want to be the Google Maps of the inside of buildings. So Google Maps helps you find the address. Micello takes it from there and helps you find the location you're looking for after you went in the front door. For example: you're looking for a store in a shopping mall. Google Maps will take you to the mall. Micello will take you to the shop in the mall.

Now extend this to companies. Search (in general) in enterprises is usually not very well implemented. This also goes for finding locations insides companies. Micello could help solve this issue. It could map the inside of the company.

And take this idea one step further. What if you linked this application to Sharepoint or (internal) Twitter? Then you could project information on Micello like: where are the experts in a certain areas located, where do they meet, where do colleagues write about a certain topic, etc. All of a sudden you're not only search for the location (of a colleague); you're looking for people that could help you solve certain problems or work with you on a topic.

I think Micello has an promising proposition. I do hope it will be integrated in Google Maps or so someday. Because, as most knowledge workers, I don't want yet another tool to keep an eye on.

Tags van Technorati: ,,

Popular posts

Keep the Intranet Small

Image
This tweet by Jonathan Phillips ( @digitaljonathan ) triggered to finalize this post, that's been burning in my draft box. I've always been intrigued by how unsuccessful many intranets are. And there are all kinds of good reasons for intranet failure. One of the things that is hardly ever mentioned is: Shouldn't the intranet be smaller? Usually intranets are huge. Lots and lots of pages with lots and lots of content. With complex navigation. The intranet  evaluation surveys almost always show employees only use the news page and people finder. But still we build and maintain nice big intranets. Not only stats point to smaller intranets. There are others reasons as well. I came up with a few. If you have more, just leave a comment. Here's my list: -            user requirements: users don't require large intranet -            search/navigation: searching and navigating a small intranet is easier than in a large intranet -            mobile: the content of the
Read more

Enterprise 2.0 Research

Image
There's not too much fundamental research on Enterprise 2.0. Deloitte recently published interesting research done on enterprise 2.0 implementations and their return-on-investment. In the EU research has also done as well. Study is being done for the European Commission and it was carried out by Tech4i2, IDC and Headshift. What was the goal of the study? Goals of the study To provide a clear definition of Enterprise 2.0 is, describe the market and the positioning of EU industry, also in comparison with US and Asia; To analyze the take-up of Enterprise 2.0, the organizational requirements, and the role on the transition to a knowledge based low-carbon economy; To collect evidence on its macro-economic impact, as a market opportunity for the European Software industry and as a productivity tool for European business; To identify and analyse both the direct and contextual challenges, including the need for Next Generation Access and the legal barriers; To analyse an
Read more

Innovation in Turbulent Times

Image
I love reading articles about innovation. And every now and then you read one that is very interesting. "Innovation in Turbulent Times" by Rigby, Gruver, Allen (in HBR, June 2009) is one of them. This article takes fashion companies as an example for continuous, year-by-year innovation. And how successful fashion companies are usually led by two people: a left-brainer and a right-brainer. "If you don't have highly creative people in positions of real authority, you won't get innovation. Most companies in other industries ignore this lesson." They extend this to show that successful non-fashion companies have the same kind of leadership. And this kind of leadership is usually also characterized by a long-term relationship. I think this concept can also be extended to teams and projects as well. More often than not, people are good at one or the other: thinking up great concepts or ideas, or, making them. In teams and projects we can learn from this as
Read more