Sunday, June 27, 2010

Using LANES principles to introduce Web2.0 tools in the workplace

McAfee introduced the term Enterprise 2.0 as shorthand for the use of Web2.0 by businesses and especially on organizations’ intranets and extranets in pursuit of their goals.

For me, since 2006, I have been introducing Web2.0 in the workplace using the LANES principles (See reference below). A colleague recently asked me what LANES stand for, so I share with you all here:
· Lateral Communication, i.e. supports top-down, bottom-up and lateral communications
· All staff can participate if they want to, i.e. no specialized IT skills are required
· Networking, i.e. building of business and social networking across teams and geographies
· Expertise visualization, i.e. visualize the expertise that staff do not know exist
· Selfishness yet helping others, i.e. focusing on satisfying the ‘selfish’ immediate needs of a user and the by-product by highlighting the collective intelligence which creates more value to all staff

I think they are useful principles and reminders to guide the design of Enterprise2.0. What I think is implicit and should be made much more explicit is "Emergence" - i.e. acknowledging that the designer does not know what outcomes will emerge as a result of opening up the interaction/communication space. This introduces uncertainty (which can be scarry) and at the same time allows the designer, the management team and all employees to "see trends/topics we don't normally see or pay attention to". Do you agree with me? I wonder what you think.

Reference:
In case you are interested, the LANES principles have been published in this book chapter:
Cheuk, W.Y.B & Dervin, B. (2009). Leadership 2.0 and Web2.0 at ERM: A Journey from Knowledge Management to "Knowledging". In Chu S., Ritter W. and Hawamdeh S. (Ed.), Series on Innovation and Knowledge Management - Vol. 8 Managing Knowledge for Global and Collaborative Innovations (pp. 233-254), Singapore: World Scientific.

20 comments:

江婷 said...

在莫非定律中有項笨蛋定律:「一個組織中的笨蛋,恆大於等於三分之二。」.................................................................

佳順佳順 said...

人有兩眼一舌,是為了觀察倍於說話的緣故。............................................................

云依恩HFH謝鄭JTR安 said...

每次看完你的文章,總是回味許久,要經常發表喔。..................................................................

宥妃宥妃 said...

加油-不論如何都支持你............................................................

吳婷婷 said...

與其期盼別人疼你,不如自己疼自己。..................................................

韋志韋志 said...

Birthdays are good for you. The more you have, the longer you live.............................................................

楊偉馨楊偉馨 said...

來替你打氣,加油A_A............................................................

家榮家榮 said...

來看你了~心在、愛在、牽掛在,幸福才會繁衍不息^^..................................................................

洪瑋婷洪瑋婷 said...

沈舟側畔千帆過,病樹前頭萬木春............................................................

王筱彥王筱彥 said...

聰明人之所以不會成功,是因為他們缺乏了堅忍的毅力。..................................................

胡美謝宗偉惠 said...

做好事,不需要給人知道,雖然只是一件微不足道的事,但我相信,這會帶給我快樂。..................................................

黃智樺黃智樺 said...

Poverty tries friends...................................................................

家唐銘 said...

所有的資產,在不被諒解時,都成了負債..................................................................

凱許倫 said...

河水永遠是相同的,可是每一剎那又都是新的。..................................................

偉曹琬 said...

你文章很棒的~繼續分享給大家~~~~..................................................

冠陳儒 said...

好的部落格就要和好朋友分享--感謝分享............................................................

靜蔡蔡蔡蔡怡 said...

跟您打聲招呼,願我們大家都更好!!..................................................................

文滢 said...

人生匆匆-把握當下,支持鼓勵~事事如意~............................................................

欣侑欣侑欣侑欣侑 said...

你文章很棒的~繼續分享給大家~~~~..................................................

eme said...

Bonnie, You are so right, once the end user experiences the learning potential through collaboration, some of the barriers receed. As a KM professional and NYU " Leadership and Organizational Change" candidate performance readiness is critical to the business outcome.