Idea's space

This blog is dedicaded to share ideas about personal and professional development.

Posts Tagged ‘collective intelligence

Looking for talents, create it yourself.

leave a comment »

Educate TrainI was reading recently an excellent article about youth unemployment. Youth unemployment is one of the biggest present challenges of our society. The author of the article mentions that companies are often more entitled to hire people having experience. For students just finishing their studies, it is difficult to have a first job. Companies, most of the time, want to hire people fully operational starting the first day. Is it the only and the best way solution? How many times will it take to find the rare talent?

This article makes me think about a story Luc de Brabandere, a Belgian consultant in creativity, is often telling in his speeches. An insurance company was looking to hire people having experience in the insurance industry for the sales department. As they could not find the number of qualified people needed, they hired also people having no experience in that field. After few time, the company made the statement that people who have no experience in insurance industry provided better results than the others.  How could explain we such paradox? One explanation is probably that the unqualified people were more motivated to learn, more creative as they have to proof or to reveal a talent, to take up the challenge.

Such statement has to make think business owners and managers about the following. Today, in organizations, people are an asset and the collective intelligence is a reality. With the complexity of the processes, each people are a key within the process chain. By developing competences and talents, and being aware that it is a necessity, people wants to be implicated in the processes of the organization activity. The wish to learn and to be implicate in the business, are the key of motivation. Companies that spend time to train employee have to see this time as an investment and will get more return on investment with motivated and dedicated people. By creating a process of collective intelligence, these companies can create a more sustainable and long term collaboration with the employees.

Faster changes are a trend, and people have to move with these changes, by acquiring competences, by following permanent training. Change is a constant and companies have to integrate such constant in their activities plans. We know today that diploma is not a sufficient element to have a job. Changes mean also the obsolescence of knowledge. Companies have to invest in this competences evolution and renewal. To create and sustain such dynamic, people need to have clear objectives, and should be encourage to make solutions proposals, to be creative, and to be considered as a real stakeholder, a player taking responsibilities within the organization.

Education is important, but self-made man can also develop talents and skills, they can also have brilliant professional careers. The quality of the diploma is not always a guarantee to have the best people for a job. As Darwin said, “It is not the strongest or the most intelligent who will survive but those who can best manage change.” Changes implies different steps with new goals, new challenges. People who embrace changes have the desire to face new challenge, and to learn is an ongoing challenge.

If talents are lacking, try to develop them yourself by giving opportunities to motivated people. Today, the future resides in knowledge sharing, and if you can transmit also passion, the return on investment will certainly be higher.

Advertisements

Written by Eric Saint-Guillain

December 8, 2014 at 21:53

Freelance, a stronger collaborative work relationship?

leave a comment »

Team ConceptIn many areas of business activities, companies are contracting freelancer’s services. In a fast changing environment, where punctual and specific competences are needed for specific projects, freelance contractors represent a more appropriate solution. One of the differences with an employee is the nature of relationship between the company and the contractor. The employer-employee relationship is a subordination relationship, while the relationship between a company, here the customer, and the contractor is a collaboration relationship.

When you ask to freelancer what they appreciate in this way to work, they often mention the fact that their work is much more appreciated and that the positive feedback of the customer has much more value than the feedback of an employer. Why? The appreciation of an employer can be motivated by some political games. Some bad managers, lacking of leadership, appreciates people who are not too ambitious, only doing they work as usual. Some people feel that such positive feedback does not ring as sincere.

A real freelancer minded has no hidden agenda. When he is working on an assignment, the goal is to achieve what the customer defined within the fixed deadlines, and not to have a permanent position in the company. This means that regularly, the freelancer has to look for new opportunities, and he has to show capacities and proven records in order to catch these opportunities. Such situation, as each worker today, implies that he has to be up-to-date in terms of knowledge and competences, to be able to offer innovative solutions and a high level of added-valued services. In other words, he has to learn on an ongoing way.

Organizations are groups of people, having specific and complementary competences, working together on projects. These collaboration relationships imply knowledge sharing. We talk here about collective intelligence.  The complexity of processes, the development of technology makes that we have to learn more, faster, on an ongoing way, and sharing knowledge with colleagues is clearly a win-win process. Nevertheless, it is not uncommon that relationships between employees are conducted by competition spirit, not favoring the sharing of knowledge and collaboration, and particularly within companies facing restructuring times.  As freelancer, you are assigned on a project for a limited period, and your interest is to provide quality, but also to share and acquire knowledge.  You are not in this sphere of competition and your goal is not to have a fix job, but your goal is to prepare the next assignment, the next project. By working with partners, with customers who are aware about the benefits of collective intelligence, you can create a sphere of motivation and stronger collaborations, where each member of the team can acquire tools to face new challenges, to get better opportunities.

Collective intelligence is clearly an advantage in professional relationship.  It is an asset for people within an organization who have to reach a common goal. It is not forbidden to think about the fact that freelancer community is more favoring this concept in his way to work. Collaborative intelligence makes that people are building communities where everybody gets stronger, acquires more knowledge and competences that represent the only career security. Let us think about that knowledge what is not shared has no value. Collaboration is much more interesting than competition. The only healthy competition is the one with ourselves, in order to build more ambitious projects and reach higher goals.

Written by Eric Saint-Guillain

November 28, 2014 at 07:28

Companies will be social or not.

leave a comment »

Olivier Zara, author of a book about collective intelligence

Recently, I answered to an interesting question posted by somebody on LinkedIn. The question was related to the statement that businesses are inherently about people and relationship. Despite the fact that technologies allow people to perform higher performances and to communicate, it seems that there is no emphasis on the communication and the collaboration, and that there are divergences of ideas in a same organization. The question was “Should not we bring the social-factor in Business and realize the power of Enterprise 3.0?

To provide an answer to such question, it should be interesting to have a look to the evolution of the companies and the impact of the new technologies on the work processes in the organizations. In this analysis, we will see that we are referring to a range of concepts and that the combination of these concepts is essential to make each of them efficient.

The development of new technologies had a significant impact on the operational processes of organizations. It allowed people of the organizations to develop more ambitious projects, to perform sophisticated tasks and processes, to provide more added values in a shorter period of time. With the development and the integration of the technologies, we moved to a new kind of economy, based on knowledge. But investing into technology is not the only condition to ensure efficient processes and to obtain high results. There are several conditions, the basic principle of management who are more essential to succeed in a company or organization project.

  • People are key players of the organization. With the development of new technologies, people become the owners of sophisticated and complex processes. The development of the expertise in these processes needs a period of time. The return on investment has to be seen on a mid and long term basis. With this level of expertise, of complexity, each member of the organization becomes an essential stakeholder of the organization.

  • People have to subscribe to the values of the project and to have clearly assigned goals. A condition to reach the success of a project is that each member of the organization is looking to the same direction. By having the knowledge of the goals to be reached, they know exactly the usefulness of the tasks and processes they are performing. They can measure the added value they are bringing to the project, and it is a positive factor of motivation.

  • Skills and competences. Technology is a tool. Companies are investing considerable amounts in technologies, but as said early, it is the team members who are the owner of the processes, performed by the technology. The related knowledge to the technology is essential to get an efficient control on it and has to be part of the investment. You cannot reach an acceptable return on investment of your technology if you do not invest in training people.

 All the point I mentioned here are essential to build organization working on a collaborative way. Tools like CRM and other collaborative platforms take more importance in companies, and the development of Web 2.0 leads to the model of Enterprise 2.0. The development of Web 2.0 technologies and the social media are supposed to empower the communication and the collaboration between people. The technical performances of such tools are appreciable and offer a lot of possibilities, to increase the connectivity between people.

With the development of communication and collaboration tools, and the expertise development of people, we hear to talk about the concept of collective intelligence. Organizations and projects become more complex, and a range of competences are needed to lead these projects to success. But each member of the team needs to understand the contribution of his expertise, the interactions with the contribution of the other team member and the potential problems they can encounter and prevent. Team members have to maintain a transversal collaboration. Such collaboration is possible if people are convinced to be part of a project they understand and they subscribed to.

And what about the Enterprise 3.0 ? The definition of Enterprise 3.0 is not very clear, but we trend to a model where companies will be, as far as I understood, “dematerialized”, more virtual. People will work from different locations, from home office. All what can be outsourced will be. In such model, collaborative tools and social media platform usage will be much more important. But it will imply also that people will be and have to be more autonomous, and the key role they are playing will be more important for the organization. This model is an evolution or an upgrade of the previous one, and in some case, the previous one does not work, there is a lot of chance that the new one will not work too. A key component to make work such organization is motivation. We are coming back to the 3 fundamental questions: What, how and why. People know what they have to do, how they will do it, but the most important one is why they have to do it. In other word, what is the goal of the project. With such answer, they can measure their own contribution and added value they bring to the project, and it represents an appreciable feedback in term of career and personal development. All the conditions I mentioned here above become more and more essential as the level of expertise is increasing, as the key role of each people become more important.

There is a clear answer to the asked question. Yes, business is inherently about people and relationship. They have to be driven by the same values the project is based on, and their contributions have to be recognized by the management. The level of their competences will increase their autonomy and their possibilities to make other choices and to move to other projects if they are not satisfied. And in such circumstances, the tension between stakeholders and instability within the organization can increase. The question is to know if companies will be “social” or not, or will we move back to a more traditional model of enterprise.  Wait and see.

Written by Eric Saint-Guillain

December 4, 2011 at 19:34