Jamie Notter and I explain how organizations can be more GENERATIVE in our book, Humanize: How People-centric Organizations Succeed in a Social World.
Generative organizations have cultures that embrace inclusion.
- They seek out difference wherever they can, knowing it drives innovation.
- People are skilled in conflict resolution so they can handle difference.
- Decision making is distributed and not in the hands of the same few people all the time.
- People are allowed to be themselves, both in the office and online.
- Paradox is okay. People are sensitive, but don’t hold back; people are proud but know they’re imperfect; people expect change but maintain a stable identity.
Generative organizations have internal structure and processes that maximize collaboration.
- Processes that used to be controlled are now opened up for collaboration across traditional boundaries.
- The organization’s “brand” is now co-created with consumers and employees at all levels; it lives and grows, rather than only being distributed by communication vehicles.
- Strategy actively connects the top and bottom of the system so the “what” and the “how” are collaboratively defined.
In generative organizations, individuals have a strong capacity to build relationships.
- Individuals know themselves and understand others well enough to negotiate strong interpersonal relationships.
- They have advanced competency in communication because that is the foundation for strong relationships.
- They understand how networks work; it’s not just one-on-one relationships.
- They leverage social media in their relationship building.
We feel strongly that our organizations need to be more human. That’s where you come in. How generative is your organization? Take our quick quiz and find out.