In an earlier post I mentioned Measuring the Big Shift. As I had a chance to dig in here are the take-away highlights.
1) Learning is key as learning organizations have the ability to adapt to changes.
"The changes in the digital infrastructure are occurring at such a rapid rate that no longer can companies afford to flex their muscle with strategies of scalable efficiency. The real gains will come from harnessing the potential of scalable learning." A word of advice was to "invite creative problem solving from the entire workforce" - see Kaizen. How can you tell if you have a learning organization: "track employee adoption of new technologies, how well employees are sharing knowledge across organizational boundaries, and the extent to which their companies are part of an ecosystem that is creating new value for customers."
2) Related to #1, knowledge flows are crucial, capital follows.
"Companies need to find and create platforms that allow employees to access information and connect with others; harnessing the power of these knowledge flows will allow for long-term, increasing productivity gains."
3) People are people not resources!
"It becomes a strategic imperative for companies to rethink the way they look at their employees. Corporations are social institutions, which function best when committed human beings (not human "resources") collaborate in relationships based on trust and respect. Destroy this and the whole institution of business collapses." I would like to remind you, this is a study by Deloitte a pillar of capitalism - solid business advice not social advice (is there any real difference?).
From various sources I notice the eroding of the typical business structures, they are becoming flatter and more egalitarian as knowledge begins to create more equality in the world. Both talent and consumers have a wider range of options, and demands. Brand loyalty and employer loyalty have to be earned. The shift is toward "power to the people" - if you can't beat them, join them.
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