Showing posts from August, 2010

Vacation First

I was planning to write two more posts today and this evening, but I decided they can wait. I really wanted to write about two things that I'm really hyped up about: Andrew McAfee's book Enterprise 2.0 . Great read, great book. Really good overview of the Enterprise 2.0 landscape for people that are new to this interesting field and even for the experienced early adopters. I'll share my review in September. Lots of debate has popped up quite recently about Enterprise 2.0 and business processes. I was working on a post, based on all the older and newer posts that I've collected . Great stuff and very deep thinking going on there. But 'vacation first'. I'm heading to Germany, near Trier , and hope to be there with my family. Really looking forward to it! So, blogging and tweeting will be slow! See you later.

The Problem with (Enterprise) Social Bookmarking?

The Dachis Group recently shared a really nice overview of "The 2010 Social Business Landscape" , written by Dion Hinchcliffe . One of the tools I missed in his overview is 'social tagging' or 'social bookmarking'. Based the research being done by my student , Arzu Yucekaya , on social bookmarking, I've thinking about and discussing with her why social bookmarking adoption seems to be harder than, for instance, the adoption of enterprise microblogging. At least, in the company I work for... I'd like to share a citation from a (preliminary) version of her literature research. This citation relates to the adoption of knowledge sharing tools in organizations in general. She writes: In the context of knowledge sharing systems, public good nature of knowledge introduces two major challenges that organization face (Prasarnphanich & Wagner, 2008): 1. The start-up problems (achieving critical mass) 2. Discontinuity problem (sustainability

Enterprise Inception

Just for fun and for the weekend. :-) Have you already watch the movie Inception ? I did and loved it. I was wondering: What if inception was really possible? And you could do it. What would you do? How would you change you colleague's or manager's mind? Maybe this is something to start influencing...

Building a Company on Happiness

Zappos is a bit far away from a Dutchman. We don't have it here, yet. But of course you hear a lot about them. Zappos is praised for its culture, very engaged workforce, use of social media in business, great profit, etc. Recently I wrote a post about 'Organizing on Passion'. Frederik Vieten , a student doing research at Océ, pointed me to Tony Hsieh's new book, Delivering Happiness . I hadn't heard of it yet, so that was a great pointer. I'm going to order and read it. But I also browsed the site and found a recent talk by Hsieh at Google . Man, I watched it this talk this evening. And it's absolutely great. If you have an hour, just sit down, watch it and be inspired. What a great company and what a great leader Tony is. Here's the video: I really liked the way the importance of company culture is stressed and how it can be crafted. I also love the way they select new employees based on questions linked to their core values . One of the most

Organizing on Passion

It's been a while ago since I read the great Shift Index 2009 report . I've been wanting to blog about it, but haven't had time yet. It's loaded with interesting insights. One big question I had is: This report is focused on the USA; how does this compare to Europe or Asia? One thing from the report that stuck with me, was the importance of 'creative talent' and getting them to engage in 'creative problem solving, often by connecting with peers inside and outside the firm' (p. 11). On page 70 the report goes on to talk about 'worker passion'. The findings are pretty saddening. Lots of workers are not passionate about their work and self-employed workers are much more passionate than the firm-employed. The larger the size of the firm the less passionate workers get... I went back to the Shift Index after reading a couple of things: Steve Denning's post about the H in HR , which also points to the Shift Index and the importance of eng

Behavior is...

... motivation filtered through opportunity. Recently I read this quote in an interesting interview/discussion betwee Clay Shirky and Daniel Pink . I've been thinking about this quote ever since. Is this true? Why am I thinking about this quote so much? I'd love to hear your thoughts on this quote. Its context can be found in the article, of course. Another nice quote from the article that was an eye opener to me is: I think our nature is to be active and engaged. I’ve never seen a 2-year-old or a 4-year-old who’s not active and engaged. As a father of kids and as an old kid, I know this is true...

Researching Enterprise Social Bookmarking

A couple of months ago my student, Arzu Yucekaya Bat, started working on her Master's thesis about social bookmarking and improving our internal bookmarking tool. Her research goal is: To establish an overview for Océ Technologies B.V on motivations and barriers of the employees to adopt and contribute to the social bookmarking tool and determine possible interventions that will augment information sharing and discovery within this tool and assist to take proper incentives to increase the adoption rate. Some excerpts from the original assignment are: Within R&D an opensource social bookmarking application is being used to collect and share bookmarks. Currently the implementation of our social bookmarking application is basic. We are working wider adoption of this tool and have generated several ideas to achieve this goal. conduct a short analysis of the literature on how to increase adoption of social bookmarking design an appealing application of so

The Travel Guide Law

Some time ago I read an interesting article in my Dutch newspaper ( NRC , May 1, 2010, 'Nederland bestaat voor 5 procent uit eeuwige zeuren. Negeert die frustraten') about the Law of the Travel Guide. This is how it goes: Every travel group has some notoriously dissatisfied travelers. Mostly is not more than 5% of the group. In whatever way the travel guide tries he will never satisfy them. The question is how to cope with this group. It is a potential danger for the travel guide. The biggest mistake he can make it to try to make this group feel OK. He will never succeed, because they are notoriously dissatisfied. All the more he does his best to satisfy them, the bigger his defeat will be. And that energy cannot be spent on the other 95%, dissatisfying them as well (with good reason). Every travel guide knows there is part of the group that is not dissatisfied, but can become that very easily. Spending too much time on the 5% group, can easily lead to a 25% group... A

Notorious Decadence

Love this quote by the CEO of Kodak, Antonio Perez (the highlighting is mine): In my experience, there are three key elements in the path to disrupt a mature, well-established market--meaningful technology breakthrough, significant supply chain management improvement and valuable business model innovation. The more elements you bring to the table the bigger the disruption and the easier it will be to make money from it. However, before any of the above will have any meaning whatsoever you need to find out the most important part of the recipe--that is the existence of "opportunity," or what I call Notorious Decadence .