Making do not transform

Last week, I have met people who work for large organizations. The feeling of “happiness” for the work they develop is largely conditioned by the contribution of their ideas to the organization. The relationship of satisfaction and therefore not measured by compensation for the participation. It’s like saying: “I work here for anything, let me participate, not just being.”

In the background is a reflection of what is happening in society. In a world hyper, we thought that participation makes us more “close” to what is happening and so we demonstrate in our lives, increasingly digital. However, unlike the Internet, where everything is open and dynamic, professional life begins to suffer the evil of the pyramid, where to get the integration of people and mutual commitment, is becoming a science fiction novel.

And meanwhile, out there, people with talent and courage, which are many, they begin to realize that it is possible to find other levels of job satisfaction, turning his talents in working groups, conferences, participation in projects or simply organizing events, meetings collaborative workshops. In a horizontal relationship, which is what is happening in the world, participation is the rule and control is the anecdote. Almost like in the life of organizations.

At the same time, these organizations create tools to try to boost the collective intelligence, talent management becoming ever more integrated and secure a greater commitment of the people who work in them. But the results are as surprising as we expected. Among the reasons would be:

- Organizations want results for the short term, rely on initiatives that provide a benefit almost immediately. And do not always happen so fast.

- Organizations must be transformed to make progress in this field. Yes, we know that this is complex, but also necessary. Yes, I know that Built in lifetime result is going to be short term, but over the next 10 years, organizations have changed the traditional concept will have an easier time the market, thanks to the shift to “business talent.”

- Organizations seeking to maintain the “forms of management” of the late twentieth century in a world of brutal dynamism. The issue is not deciding what is best, but what is needed now.

- Organizations want to get involved around the world, but this is to put a stop to the process. Not enough to bring about change. What is truly important to be left in circuit to enthusiasts, to the promoters. They lead the race. In an organization need not change 15,000. Simply leave the space and the appropriate way for the 100 drivers and enthusiastic leader for change.

- The organizations want to do different things when they have hired very similar profiles for years. If you do not incorporate different people think differently, results can hardly innovative, or participation in collaborative processes.

- The organizations think they can survive with the accordion-style “when there is crisis, dismissal, when times are good contract.” Very much in the line of the use of “human resources” (pardon me). Well, probably it will, in very large organizations or very little dynamic sectors, but in general, the key to the future will be to the benefit of intangibles, which will provide leadership in margins.

- The organizations want to maintain their share at all costs, but factories will become commodities for narrow margins, while grow new business concepts with enormous flexibility to capture niche greedy banks

- Organizations do not really believe it. They aim to “be” because someone says it’s “what to do” but do not believe. They remain skeptical and unwilling to change the current status. This will be born many Google, the emergence of new forms of work that will reward the leaders and invigorate people, people with talent and courage. This is unstoppable

So when a company is raised in such an initiative, it is not to be done, there is a new approach, a business that is here among us, with more and more opportunities, more opportunities transform what we live and lead the future based on innovation talent coming from social, collaborative and horizontal.

And if not, time to time. Many organizations should consider the change NOW.