The digital transformation is subtly changing various aspects of our lives, even though we may not fully perceive it. While we often speculate about the future of work, it's essential to recognize that many changes are already happening in our daily routines.
In this digital era, virtually every organization incorporates social networks into their operations. However, the scope of digital transformation extends beyond these networks, affecting organizational structures, processes, and charts, which can adopt a 2.0 version we call 'Netarchy.'
So, what is this Netarchy model all about? Netarchy, also known as netocracy or netarchy, represents an organizational framework that transcends traditional top-down power hierarchies. Instead, it fosters distributed power by breaking free from the control paradigm.
Netarchy encourages spontaneous collaboration among coworkers who may have previously been invisible to each other. In this model, everyone can participate on equal terms and contribute ideas, regardless of their formal role. Consequently, it shatters the boundaries often imposed by other organizational structures, placing the network of relationships that emerge among colleagues at the core, defining the organizational chart. Netarchy allows for the redesign of an organizational system that promotes the creation of collaboration networks and attracts more participants.
In a netarchy, authority is built more on experience and accomplishments than on formal job titles. Several key factors are at play in such organizations:
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Connected networks. Relationships among colleagues in a 2.0 organization are agile and instantaneous. Network connections must facilitate information and knowledge sharing at any time and under any circumstance.
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Collective intelligence. 2.0 organizations are open to change, new ideas, and collective intelligence. They actively seek insights from the workforce as well as customers, suppliers, and even competitors to enrich their knowledge.
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Innovation. Innovation is the lifeblood of these organizations. They encourage employees to adopt a strategic perspective, aligning their work with the demands of digital transformation and ongoing improvements.
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Flexibility. Recognizing the liquid nature of our times, 2.0 organizations are flexible in their structures. They may choose to establish offices in coworking spaces or promote teleworking to access global talent and avoid obsolescence.
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Meritocracy. In a 2.0 setting, individuals and their ideas take precedence. Every member of the organization has the right to contribute their ideas, and open communication is encouraged.
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Acknowledgment. Genuine recognition is the most motivating element for a team. It's crucial to acknowledge the efforts of employees and provide incentives that align with the collective effort's strategic goals.
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Feedback. Effective communication is essential for connecting people in any organization. Developing a culture of giving and seeking feedback should be a top priority for achieving high performance. Tools for feedback facilitate the implementation of this philosophy by focusing on communication, talent recognition, and transparent detection.
Ensuring the sustainability of companies involves two crucial aspects: digital transformation and effective management of both digital and human resources. This includes software and talent. To transition your organization into a 2.0 version, you'll need a combination of social and technological tools. Only organizations that embrace flexibility, maintain transparent communication, and foster innovation will be able to stay competitive. The path to becoming 2.0 involves establishing a genuinely social organization.
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At Hrider we see how many of our clients are promoting initiatives with which, with everyone's participation, they promote professional environments where the growth of the organization is linked to the individual growth of each collaborator. Our tool is nothing more than the highway through which to channel the traffic of your knowledge and collaboration networks. And we are very proud to support these REAL projects that go beyond the HR digital transformation discourse.