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Your employees know even more than you. You don´t control all the information!

Companies have less ability to shape and massage public and private perceptions of their firms. Every step and misstep is instantly subject to scrutiny.

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Not for everyone. Not for every consumer and certainly not for every employee.

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We don’t only ask ourselves, “Who is in control?”, but also “Who has influence?”

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A new organizational 
paradigm sees companies increasingly defined as “Network orchestrators”. The skills and resources they can connect
 to, through activities like crowdsourcing, become more important than the skills and resources they own.

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Entrepreneurism as a lifestyle.
The desire for more flexibility is not confined to business.

Demographic factors, family care responsibilities, and a search for a better work life balance increase individual demands for more flexibility. Individuals pursue “micropreneurial” approaches 
that offer earnings potential, often alongside more conventional modes of employment.

 

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The future workplace will be multi-generational, with four generations working side-by-side. Traditional notions of hierarchy and seniority will become less important. The skills for leading and managing the 4G workforce, and for facilitating collaboration across multiple generations and their values, will be in increasing demand.

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Start thinking of employees as “Allies on a Tour of Duty”.

The expression “Tour of Duty” comes from the military, where it refers to a single deployment. Obviously, it´s unwise to run a business exactly like a military unit, especially in today´s world, but military and business tours of duty have one important thing in common: “ A focus on honourably accomplishing: a specific finite mission”.

In business, a “tour of duty” is an ethical commitment between employer and employee. It´s written down and agreed to by employee and manager. A tour of duty has a specific mission with a realistic time horizon. For example: Ship this product in 18 months. Be sure the tour of duty promises specific career benefits for the employee. For example: Over the next 18 months, you will develop excellent negotiation skills. Avoid vague promises to employees like “you´ll get valuable experience”.

Tours of duty, reveal the “central paradox” of employment age…”Acknowledging that your employees might leave is how you build the relationship that convinces great people to stay”.

Extract from the book “The alliance”

The term has be coined for business by Reid Hoffman, Ben Casnocha and Chris Yeh.
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A boundaryless organization is a contemporary approach and term in organization design. It is an organization that is not defined by, or limited to, the horizontal, vertical, or external boundaries imposed by a predefined structure. 
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How do you change your job without changing jobs?

If you take parts of your work and reconfigure it, you’ll end up with a more meaningful job to better suit your talent and interests. Employees could map out ways to make their jobs more meaningful, and it can make them happier and more effective.
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