This document discusses how organizations need to change to survive in the 21st century. It notes that business models are shifting from hierarchies and centralization to social networks and distributed models. Leadership must also change from giving answers to building systems and focusing on self-awareness. The document advocates for collaborative leadership and aligning business strategy, organizational structure, and talent management. This includes setting organizational direction, assessing needs, and developing people plans to ensure the right employees can execute the strategy.

1. Organizations operating on 20th century concepts
will not survive the 21st…
2014
Creating
The Collaborative Enterprise
Copyright © Brian J. Powers, 2014. All rights reserved.

2. topics
2
 Theory of the Case (slides 3-5)
 Leadership & Organization Development (slides
7-11)
 Aligning Strategy, Organization and Talent (slides
13-15)
 Shameless Plug (slide 16)

3. The Nature of Business is Change
From: To:
1. Hierarchies & Centralization 1. Social Networks & Distributed
2. Command & Control 2. Matrix
3. Efficiency & Effectiveness 3. Continuous Innovation
6. Local Markets 6. Globalisation
7. Human Capital 7. Employee Engagement
4. Vertical Integration 4. Integrated Ecosystems
5. Leader as Manager 5. Collaborative Leadership
Leaders need to develop the skills required to manage
continuous transformation…3

4. An Analogy
The Cloud
Minicomputer
Mainframe
Mobility/
BYOD
Networked Computing
PC/Desktop
Organization Behavior
is following the same trajectory as the
technology we leverage.
4
Organizational Implcations
• Power is being pushed to the edges of the organization
• Value can originate from anywhere in the ecosystem
• Leadership is about building networks and managing teams
• Agile organization design enables rapid resource allocation
• The ebb and flow of key talent determines success or failure

5. All Hands on Deck
Setting a New Course
“You’re Gonna Need
a Better Boat”*
Copyright © by Brian J. Powers 2014 . All rights reserved
Continuous
Transformation
& Learning
Profitability&Productivity
Time
Four organizational
strategies for
dealing with change
5
All require a
strong
leadership team
to execute

6. Leadership & Organization Development

7. Leadership Must Fundamentally Change
 World is increasing complex so that the leader no
longer can have all the answers
 Instead, excellence is achieved when full use is made
of everybody’s expertise
 Changes the leader’s role from “answer-giver” to
“system-builder” – Leader as Architect
 Starts with the most common attribute of successful
leaders – Self-awareness

8. “We see the world not as it
is, but as we are”
– Stephen Covey
A Thought

9. Which describes your perspective on leadership?
B
E
A
C
D
9
Copyright © by Brian J. Powers 2014 . All rights reserved.

10. THE COLLABORATIVE ORG CHART
10
Manager
Cⁿ
Eⁿ
Pⁿ
Oⁿ
Copyright © by Brian J. Powers 2014 . All rights reserved.
Legend
E = direct employees
O = organizational resources
P = external partners
C = customer relationships

11. The New Leadership Core
11
Driving Transformation & Change
Real Time
Talent Management
Agile
Organization Design
Building Value Creation Teams
You can’t solve new problems with old solutions
Collaborative Leadership Capabilities™
Copyright © by Brian J. Powers 2014 . All rights reserved

12. Aligning Strategy, Organization
and Talent

13. Aligning Strategy, Organization & Talent
Talent Management
Organization Effectiveness
Talent
Discussions
Key Openings
and Proposed
Moves
Talent
Decisions
Assessment
and
Calibration
High
Potential
and
Diversity
Management
Succession
Org Chart
Bench
Strength
Business
Strategy
Organization
Strategy
and Goals
Business Model &
Organization
Structure
• Current
• Required
• Gaps
Organization
Direction
Organizational
Challenges
Roles and
Responsibilities
Organizational
Issues
Priorities
and Actions
Org.Effectiveness
Plan
Given the business strategy, the
leader articulates an organizational
direction and personal focus to
drive success in the coming year:
Based on the Organization Plan, the leader
articulates the actions required to build
his/her talent.
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The goal of this process Is to ensure that there is alignment across the enterprise
around business strategy as well as to set the OE agenda for each organization and to
develop a people plan that enables the execution of the organizational strategy – both short and long term.

14. Talent
Review
Learning &
Development
Selection and
Placement
New
Roles
Integrated Talent Management Strategy
Business Planning
Process
•Strategy
• Business Plan
•Strategic Workforce
Planning
Performance
Management
Internal &
External
Candidates
Exit the
Business
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All of these function working together will collectively enable leaders to get the right people,
in the right place at the right time; while optimizing the company’s investment in its people

15. Our approach
Business
Strategy
Leadership
Capabilities
3. Customize solutions for each client
in terms of projected outcomes,
program design and delivery (live,
modular, virtual, blended, etc.) and
leverage current processes
2. Use strategic business issues to
create learning and OE interventions
that maximize relevance, engagement,
networking, and alignment
Our Solution
… defines
requirements for …
… enables
execution of …
1. Work with our clients to create a
development framework for building
essential leadership and
organization capabilities
15

16. Thanks!!!
Thanks for taking the time to read through my thoughts; I
encourage you to let me know what you think.
brianjpowers@verizon.net
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