In linear times, an organization’s culture is its greatest asset. However, in exponential and disruptive times, some parts of that same culture can become large liabilities, creating persistent resistance to pressing change and renewal.

when the case for reorganization isn’t appreciable and well-accepted, the psychological cost paid by the continuing many, could easily dwarf the economic costs saved through the departing few

A micro-task is best described as a task which is simple, repetitive or highly algorithmic in nature. Each executed task lasts between a few minutes to a few hours, and this short life-cycle ensures that a task can be contracted, completed and paid for expeditiously, often within the transaction window itself

The employment equation used to be built on a foundation of two-way loyalty. The world has changed. Today, successful employment relationships can only be sustained on a foundation of two-way honesty

remember that the most talented employees don’t turn up just for a salary or to fulfill a routine need. They turn up bright-eyed because they have an idea in play

Perfect logic applied to insufficient information in limited time almost always results in a flawed decision

In the modern, networked and symbiotic world we live in, people management is less about squeezing performance from the organized few and more about curating contribution from the limitless many.

Talent today is more aware, assertive and empowered than ever before, which makes it respond better to coaching and facilitation as opposed to direction and control. And organization cultures are changing to reflect this need by dialing down entitlements, privileges and distinctions associated with rank. This is an age which puts a premium on democracy and respect over authority and seniority

No job descriptions or supervisors are needed in the system which creates a virtuous balance between responsibility and reciprocity