March the 8th I was in Madrid: a three days business trip to meet the european management team of my business unit. Around 80 people coming from at least ten different countries to do business and having fun together: to leverage the beauty of being all different.
One of the best link in my ipod touch is LeMonde.fr – Photos de la semaine: when images fit with a feeling.
I call it inspiration.
[marcopergioco/international]
My interest in bureaucracy is for the perceived phenomenon: when we feel that processes, rules and controls inhibit our work and the accomplishment of our goals.
I am not interested in definitions and root causes: i want shortly highlight that we can handle both the perception and what is real beyond it.
[Verify]. Accordingly to my experience, in a large enterprise the main cause of bureaucracy is the lack of information. Too many times we think to deal with a process or rule, but it is no more valid. Speed of change does not help: if a guideline change every year – or even faster – it’s difficult for everybody remain updated.
[Negotiate]. Processes and rules call by definition for exceptions: what is useful in most cases, is not useful in all cases. But handling exceptions needs the proper knowledge: first point, do you know who is the owner of the rule, or whoever can help you ? In complex organizations it can be difficult to address the right persons.
[Adapt]. Many times a given rule is necessary: the best way to address it is … accept it. Rules and processes call for routines: the best case to experiment the learning curve – I can change the way I perform activities and become faster and more effective.
[Take Ownership]. People often prefer complain with bureaucracy rather than stay informed about processes and their owners or learn smarter ways to perform repetitive activities. Indeed, almost nobody try to improve processes with suggestions and new ideas – “it’s a waste of time”.
This brings to the last point: sometimes we produce bureaucracy. When we are not flexible enough, when we try to shrink from extra work and responsibilities, when we are tired or annoyed, when we refuse to change …
Ok, i think my idea is clear: bureacracy can be a state of mind, and we can do a lot by ourselves to fix it.
[The idea for this post came from an on line self study available on the intranet of the company I work for: the importance of good reading !]
[marcopergioco/international]
La divisione dove lavoro avra’ un banchetto allo SMAU.
Non ne saro’ direttamente responsabile, ma mi trovo a seguire i preparativi.. Un tavolo o due ? quante sedie ? monitor al plasma o ‘totem’ multimediale ? per mostrare cosa ? quante persone a presidiare ? per dire cosa ? a chi ? Serve la linea telefonica ? Cosa stara’ scritto sui cartelloni ? e sul sito web ? e sulle presentazioni ? Ma quale messaggio vogliamo passare ? E’ in linea con le direttive del quartier generale ? E come si inserisce con quanto presenteranno le altre divisioni ? Per non parlare della concorrenza ..
E soprattutto, CHI deve fare tutto questo ?
Adoro la mia SGI !
Ieri la mia SGI preferita ha invitato a parlare Pietro Ichino.
Il tema proposto riguardava la valorizzazione del ‘capitale umano’ (si insomma le persone) in un mondo globalizzato (cioe’ dove i soldi le merci le informazioni si muovono facilmente): a confronto oltre a Ichino anche Giuseppe Caravita e Andrea Lipparini.
Lo spunto suggerito dal noto giuslavorista e’ stimolante: il nuovo paradigma non solo permette agli imprenditori di cercare le risorse dove e’ piu’ ‘conveniente’, ma in teoria metterebbe anche i lavoratori in condizione di ‘scegliere’ il miglior imprenditore.
Farlo non e’ come dirlo, e per questo serve una legislazione del lavoro diversa ed un sindacato preparato al compito: e cosi’ facendo Ichino propone un modello di sviluppo per il sistema Italia. [approfondisci]
Condivisibile o meno, almeno e’ un uomo con un’idea.
If you are not yet an artist, but ‘only’ an employee, probably you are going to face big challenges to your work life balance – and not sure what about your money 
My favorite GIE underlines some trends: clients now are everywhere, work flows consequently, teams and work environments become more and more flexible, open minds and continuous learning are the keys, tools and technologies are enabling these changes.
And in this environment, the expectation is that “young workers will remain loyal to an employer as long as new challenges and opportunities are coming their way”.
Challenges, flexibility and work-life balance. Again, each of us has his/her own answer.
[marcopergioco/international]
Kevin Kelly‘s blog is a mine of interesting ideas.
One of the most recent posts (“1000 true fans“) say again something valuable about the use of the web to make money. The scope of the post is intriguing – the young artists – but the point of view is always the same: it’s all about understanding technology and change business models consequently.
[marcopergioco/international]
I already wrote about the Nordics one year ago (March 2007): their cultural attitude towards the working life is something really valuable…
Alexander Kjerulf must be a bit crazy, but the idea of selling happiness – in the workplace ! – is worth more than a smile.
Best post in his blog ? No doubt: “How to lose your fear of being fired“ ; – )
[marcopergioco/international]
