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Sessions

Can We Rate Organizations on Intrinsic Motivation?

A number of media and institutes have different ways of rating the "best organizations to work for". But many of them include external motivators, such as the size of pay-checks and bonuses. And most of them publish a "top X companies", which means only big companies end up on the list. Can we come up with a different way of "rating" organizations? Can we come up with criteria to measure _any_ organization, instead... more »

Voting

20 votes
Active

Sessions

How do we go from vision to validated learning?

For organisations to become "learning networks of individuals creating value" is a great ideal. But it is not going to happen by itself. For individuals in the organisation to form learning networks, they need to know the direction of learning that the organisation wants, and have the tools to validate that learning. The Lean Start-up movement has popularised a number of tools for validated learning. But how do we go... more »

Voting

14 votes
Active

Sessions

Using Personal-Professional Growth to Adapt Business Cultures

Biologically the same principles that govern our growth and evolution as a person govern the beliefs and mindset underpinning business cultures. What if we applied that knowledge to accelerating adaptability and ability to see and work with what we can't see... The forces that create results, both intentional and unintentional.

Voting

10 votes
Active

Sessions

Stoosian Emergent Organizational Practices from the wild

To implement the stoosian idea of management, we need new management practices. I'm refraining from using the term "best practices", because there is no such thing in a complex environment - we continuously need to reinvent and adapt them. At it-agile, we continuously experiment on how to run a company in an even more self-organized way. See http://stefanroock.wordpress.com/2012/01/30/it-agile-state-of-play/ for a... more »

Voting

30 votes
Active

Sessions

(b)right people for the job

In a rebuttal to one of Steve Dennings posts, Bruno Collet said on "PM Hut" that "Agile is only for stars", that you need very qualified people to be able to work in an agile fashion. This is an argument I often encounter, when I present agile or stoosian ideas to managers. They feel that their employees are either not skilled or bright enough (something Denning addresses http://onforb.es/HQ8i6J) or just don't have the... more »

Voting

9 votes
Active

Sessions

Ownership

Why ownership is the real problem not the side show of management and employees.

 

Ownership drives many of the choice we make in organisations today, including flawed concepts such as maximising shareholder value.

Voting

6 votes
Active

Sessions

Critical of Stoos

At heart I believe myself to be more of a Stoos supporter than most. In my life I have often been more radical, more challenging to those companies I have worked in (I have actually lost jobs over principles). Yet, so far I have been one of the major protagonists challenging the original Stoos statements and some of the solutions put forward. The intention is to explain views that are hard to explain in text, linkedin,... more »

Voting

4 votes
Active

Sessions

From Overwhelming Complexity to Effective Simplicity

Which large organisation isn’t impacted by crippling bureaucracy and overwhelming complexity? Whatever has been tried, the results remain disappointing. Yet, the breakthrough knowledge appears to be available today. The knowledge is, however, too distributed, lacks alignment with how human beings/organisations think and act, and it misses a vital ingredient: Integration of the solution elements into one overall solution... more »

Voting

15 votes
Active

Sessions

Guided Self-Organisation: Creating a Learning Network

The Stoos Network has identified a core believe of “learning networks of people creating value.” But, how to you make this happen in organizations? This session proposes the lowest-effort/highest-impact functionality to make it happen. About 10 years ago and coming from a slightly different perspective, we did root cause analysis. It identified 42 common issues. Among those were: colleagues could not find the information... more »

Voting

22 votes
Active

Sessions

Dealing with Generation Bottleneck

As change agents, we've all faced this issue: "yeah, those ideas are great, I'm eager to try them, but my boss won't let me". Many times it's just plain cognitive dissonance, a way to step out from the difficult task of changing the system by finding some fictitious reason that justifys your surrender, but on many other cases it's a real problem: a generation of Command-and-Control-ish managers that have been trained... more »

Voting

5 votes
Active

Sessions

A New Management Body of Knowledge

We are discovering a whole new mindset to apply when looking at Management. Some of the body of knowledge if pretty well known by mostly everyone in our community: we have Agile, Lean, Complexity thinking... But we are also discovering how other fields of science, psicology, sociology or even phillosophy are helping us to create a new body of knowledge: behavioural science, motivation, story telling... Even Aikido or... more »

Voting

2 votes
Active

Sessions

Leading change good practices

As an external change agent one of the things you have to come up with is some kind of adoption plan. It is debatable if change can be planned and managed but as a consultant you cannot just tell your potential client that you'll just inspect & adapt... well you can but you will probably not get hired if you do! I would like have a working session where people can discuss and exchange their favorite practices/techniques/workshops... more »

Voting

10 votes
Active

Sessions

Gamification of the working environment

More and more people consider fun as being an important reason to choose one job over the other. Next to that it is well known that results are better when employees are having fun at what they do. In other words, fun at work improves employee satisfaction and positively contributes to the results. This imposes a new challenge for management, making the workplace fun. During this session I would like to talk about different... more »

Voting

21 votes
Active

Sessions

Finding a Stoos Network ambassador

In light of getting a movement going, it should help a lot if a well-known person could be attracted to come to Stoos Stampede Amsterdam, participate in the discussions and become an ambassador. My proposal is to start an urgent activity. Given overly filled agenda’s, this would need to happen quickly. Hence, I’ll start with a candidate proposal right away. My candidate is Herman Wijffels. He is a well known individual... more »

Voting

-5 votes
Active