Organizational Design – Page 4 – Authentic Organizations

7 Signs of Change at Comcast: What I’ve found so far

Oct 28, 2009

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in Authentic or Not?, Claims vs. Behaviors, Organizational Design, Social Media, Web 2.0 & Org 2.0

It looks like Comcast is, in fact, working to integrate its social media efforts into its internal systems. This integration of their customer contact efforts, along with internal leadership initiatives, is powering overall organizational change. In my previous post, I questioned whether people were assuming cultural change at Comcast simply because their CEO claimed change…

Is Twitter is Really Changing Comcast’s Culture?: 7 Signs to Look For

Oct 26, 2009

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cv harquail

in Authentic or Not?, Claims vs. Behaviors, Creating Authenticity, Leading for Authenticity, Organizational Design, Social Media, Web 2.0 & Org 2.0

If you read TechCruch or pay attention to social media gurus, you might think that Comcast was really making progress towards becoming more customer-oriented. We hear a lot about Frank Eliason and his leadership in getting Comcast onto social media to respond to customer complaints that, increasingly, are being voiced online. With @ComcastCares on Twitter,…

Burned by Inauthenticity

Sep 14, 2009

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cv harquail

in Authentic or Not?, Claims vs. Behaviors, Organizational Design

I had almost forgotten the details of our family’s bad experience with a national espresso chain after my daughter was burned by a grande hot tea on her way to the Big Apple Circus. Then I saw this article about a toddler being burned by a hot hash brown at Dunkin Donuts, and my whole…

Who is advising the NY Jets Management?

Aug 19, 2009

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cv harquail

in Claims vs. Behaviors, Employees/Individuals, For Purpose/For Profit Orgs, Organizational Design, Social Media, Web 2.0 & Org 2.0

Whoever it is, they are doing a good job! I’m not talking about rosters, game strategies or coaching assignments– I’m talking about using a deep understanding of how to support your whole organization in moving towards a goal. Last fall, I posted about the Jets’ new training facility, and how it was designed explicitly and…

When the Organization Wears its Brand

Jul 31, 2009

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cv harquail

in Brand(ing):Inside & Outside, Organizational Design

The organization itself can wear the brand — it isn’t just the employees’ who can “wear the brand”. The organization’s physical being can (and should) express its brand and purpose. When an organization expresses its purpose through the way it is physically situating itself, I like to think of it as “whereing” the brand. From…

Resources for Authenticity: Being vs. Understanding

Jun 30, 2009

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cv harquail

in Brand(ing):Inside & Outside, Business & Mgmt Education, Claims vs. Behaviors, Diversity & Feminism, Employees/Individuals, Great Examples, Organizational Design

What resources can organizations draw on to create and sustain an authentic sense of “who they are”? My class with the Darden EMBA students on Saturday danced around the questions of “How do organizations ‘source’ their identity? and “How do organizations sustain their authenticity?” Even though we had a chance to discuss many other issues…

Why We Want Brandividuals on Social Media

Jun 11, 2009

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cv harquail

in Brand(ing):Inside & Outside, Employees/Individuals, Organizational Design

Brandividuals are an important tactic for representing an organization online. Yes, I know, the term “Brandividual” is kind of funky, and maybe even has an annoying buzz, but as a concept it’s here to stay. Why? Because brandividuals are the most transparent, authentic and ultimately effective way of representing an organization in an online conversation.…

NewsFlash: Obama listens to the Engagement Experts

May 11, 2009

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cv harquail

in Creating Authenticity, Great Examples, Leading for Authenticity, Organizational Design, Politics, Progressive Organizational Movements

Either AuthenticOrganizations has very good timing, or the National Coalition for Dialogue and Deliberation is very persuasive. Maybe both. It was announced today (May 11th) that the White House unit formerly known as The Office of Public Liaison is now:

7 Core Principles for Authentic Engagement

May 11, 2009

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cv harquail

in Creating Authenticity, Employees/Individuals, Leading for Authenticity, Organizational Design

Apologies to the National Coalition for Dialogue and Deliberation, but I’ve stolen your great presentation to the Obama Administration’s Open Government Directive group. I’m applying it to decision-making processes within authentic organizations…. Tell me how well you think it works. In previous posts about layoffs, alternatives to layoffs, and organizational decision-making processes, I’ve argued that…

I can’t wait until 2057 to get a “man-sized” paycheck. Can you?

Apr 28, 2009

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cv harquail

in Claims vs. Behaviors, Diversity & Feminism, Organizational Design, Politics, Progressive Organizational Movements

It’s possible that I won’t be around in 2057. If I am around, I probably won’t be lucid. And if I am lucid, I sure as hell hope that I’m not still working full time. But if I want to get a “man-sized” paycheck and see the gender wage gap disappear for good, I might…

Category: Organizational Design