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Our experimental rockets are our people – Blog – BERG
"Our culture and way of working is what makes us BERG. And our culture is made by our people. Everyone here has a colossal impact on the life of the room. Nobody just “fits in,” we grow together — learning, teaching and developing as we go. Tom and Matt B are irreplaceable, we’ll miss them enormously!

That said, one of the things that makes me most pleased is that the studio is a place that people travel through and move on from. I’m proud of our alumni! When they achieve great things, I admit I take a good deal of satisfaction that a fellow traveller has carried a little bit of BERG into the world.

We keep it quiet, but the secret history of our name is that is stands for the British Experimental Rocket Group. Our experimental rockets are our people.

So what next?

The studio will grow and change. We’re established enough that we can treat these moments as opportunities."
berglondon  berg  mattwebb  culture  learning  openstudio  lcproject  howwework  howwelearn  people  hr  teaching 
february 2011 by robertogreco
Twitter and the Dunbar Number - Rob's posterous
"As a reminder - Here are the Lego Blocks of the science of human groups. From these precise grouping you build the best performing organizations.

As with Lego, there is nothing random about how best to organize human beings. All well functioning organizations use these groups and they avoid the "Dip" - you will see the "Dip" below.

8 The Circle of Intimacy (The section): where you intuitively communicate as a great sports team will - 15 the dangerous nowhere group that you must either go back to 8 or rush to 34 from - 34 the ideal compound group (The platoon) - 89 the ideal large team - 144 The maximum unit where all can know each other to use trust rather than rules."
twitter  robertpatterson  communities  organizations  socialmedia  groupsize  dunbar  community  psychology  learning  knowledge  business  capacity  sociology  social  hr  leadership  administration  management  tcsnmy  lcproject  classsize  dunbarnumber 
october 2010 by robertogreco
Near Future Laboratory » Blog Archive » Creative Corporate Cultures
"* Creative reviews, even for stuff you’re not working on. Oftentimes a company gets to a size in which no one knows everything that is going on elsewhere, which results in overlap, duplication, inefficiencies and just plain bad organizational structures... * People before ideas. Creative individuals trump project ideas. Bring in creative talent and allow the ideas to come from that... * Constructive post-mortems on projects. I think this is crucial. The time to consider what was done and what went right and wrong is a requirement if a team/company/studio is to learn from what it spent so much time and energy to create."
creativity  pixar  process  projects  reviews  work  tcsnmy  reflection  hr  hiring  leadership  culture  values  management  julianbleecker 
july 2010 by robertogreco
Microsoft Education Competencies: All Competencies
"Individual Excellence: Building Effective Teams, Compassion...Humor, Integrity & Trust, Interpersonal Skill, Listening, Managing Relationships, Managing Vision & Purpose, Motivating Others, Negotiating, Personal Learning & Development, Valuing Diversity"

[via: http://stevemiranda.wordpress.com/2010/06/28/what-big-companies-like-microsoft-are-looking-for-in-job-applicants/ ]
microsoft  development  education  training  hr  standards  competency  competencies  leadership  21stcenturyskills  management  skills  ambiguity  qualities  tcsnmy  learning  unschooling  deschooling  lcproject  whatmatters  administration 
june 2010 by robertogreco
YouTube - RSA Animate - Drive
"Drive: The surprising truth about what motivates us... This lively RSA Animate, adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace."
rsa  autonomy  designthinking  drive  economics  engagement  motivation  psychology  danielpink  rewards  intrinsicmotivation  extrinsicmotivation  understanding  conceptualunderstanding  self-directedlearning  self-direction  hr  wikipedia  linux  problemsolving  criticalthinking  work  learning  unschooling  deschooling  tcsnmy  lcproject 
may 2010 by robertogreco
Finding awesome jobs
"Kevin Fanning has worked in HR for the past 9 years so he's dispensed a lot of job search advice to friends over the years. Now he's collected all that knowledge into a new book called Let's All Find Awesome Jobs.
books  employment  howto  hr  jobs  tips  kottke  kevinfanning 
april 2010 by robertogreco
Seth's Blog: It's easier to teach compliance than initiative
"Compliance is simple to measure, simple to test for and simple to teach. Punish non-compliance, reward obedience and repeat. Initiative is very difficult to teach to 28 students in a quiet classroom. It's difficult to brag about in a school board meeting. And it's a huge pain in the neck to do reliably. Schools like teaching compliance. They're pretty good at it. To top it off, until recently the customers of a school or training program (the companies that hire workers) were buying compliance by the bushel. Initiative was a red flag, not an asset. Of course, now that's all changed. The economy has rewritten the rules, and smart organizations seek out intelligent problem solvers. Everything is different now. Except the part about how much easier it is to teach compliance."
humanresources  compliance  education  teaching  initiative  business  marketing  leadership  security  hr  management  sethgodin  innovation  risk  creativity  change  gamechanging  unschooling  deschooling  tcsnmy  criticalthinking  problemsolving  shrequest1 
february 2010 by robertogreco
How to make $4bn without really managing | Business | The Observer - "management experience has been treated as a recruiting minus rather than a plus, 'because if you came in with experience you would apply old models to new problems'"
"People's sole job is innovation...w/ total transparency & ferocious product reviews to instil discipline. To this end it hires the smartest people...founders sign off every single hire. Next, it treats them 'as if they were the only asset."
leadership  management  administration  gamechanging  google  trust  innovation  organizations  business  hr 
july 2008 by robertogreco

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