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Gary Hamel on Managing Generation Y - the Facebook Generation...

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Saved by 92 people (-11 private), first by anonymouse user on 2009-03-25


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Highlighted by sshephard

Highlighted by jusssty

on 2009-07-11 by jusssty

I think it will wind up being that BOTH credential and what you contribute become equally important. One without the other would make you less marketable.

The experience of growing up online will profoundly shape the workplace expectations of “Generation F” – the Facebook Generation. At a minimum, they’ll expect the social environment of work to reflect the social context of the Web, rather than as is currently the case, a mid-20th-century Weberian bureaucracy.

Highlighted by hrheingold

The experience of growing up online will profoundly shape the workplace expectations of “Generation F” – the Facebook Generation. At a minimum, they’ll expect the social environment of work to reflect the social context of the Web, rather than as is currently the case, a mid-20th-century Weberian bureaucracy.

If your company hopes to attract the most creative and energetic members of Gen F, it will need to understand these Internet-derived expectations, and then reinvent its management practices accordingly. Sure, it’s a buyer’s market for talent right now, but that won’t always be the case—and in the future, any company that lacks a vital core of Gen F employees will soon find itself stuck in the mud.

Highlighted by rainerhelmes

With that in mind, I compiled a list of 12 work-relevant characteristics of online life.

Highlighted by hrheingold

1. All ideas compete on an equal footing.

Highlighted by hrheingold

2. Contribution counts for more than credentials.
When you post a video to YouTube, no one asks you if you went to film school. When you write a blog, no one cares whether you have a journalism degree. Position, title, and academic degrees—none of the usual status differentiators carry much weight online. On the Web, what counts is not your resume, but what you can contribute.

Highlighted by willrich

on 2009-04-06 by willrich

If this is true, we're in for a whole 'nother universe.

on 2009-05-10 by erudite

I hope this isn't true, since I'm just resting on my Ivy League credentials...

on 2009-07-11 by jusssty

I think it will wind up being that BOTH credentials and what you contribute become equally important. Web 2.0 is all about collaboration after all... But one without the other, will make you less marketable.

2. Contribution counts for more than credentials.

Highlighted by hrheingold

3. Hierarchies are natural, not prescribed.

Highlighted by hrheingold

On the Web, authority trickles up, not down.

Highlighted by willrich

4. Leaders serve rather than preside.

Highlighted by hrheingold

5. Tasks are chosen, not assigned.

Highlighted by hrheingold

Everyone is an independent contractor, and everyone scratches their own itch.

Highlighted by willrich

6. Groups are self-defining and -organizing.

Highlighted by hrheingold

7. Resources get attracted, not allocated.

Highlighted by hrheingold

Power comes from sharing information, not hoarding it.
The Web is also a gift economy. To gain influence and status, you have to give away your expertise and content. And you must do it quickly; if you don’t, someone else will beat you to the punch—and garner the credit that might have been yours. Online, there are a lot of incentives to share, and few incentives to hoard.

Highlighted by willrich

8. Power comes from sharing information, not hoarding it.

Highlighted by hrheingold

Online, there are a lot of incentives to share, and few incentives to hoard

Highlighted by mrwhisen

Online, there are a lot of incentives to share, and few incentives to hoard.

Highlighted by mrwhisen

9. Opinions compound and decisions are peer-reviewed.

Highlighted by hrheingold

10. Users can veto most policy decisions.

Highlighted by hrheingold

11. Intrinsic rewards matter most.

Highlighted by hrheingold

12. Hackers are heroes.

Highlighted by hrheingold