En un mundo de incesantes cambios y desafios sin precedentes, necesitamos organizaciones que sean resistentes y que capaciten a todos sus miembros para que se desarrollen almaximo y den lo mejor de si mismos.

Desafortunadamente, la mayoria de las organizaciones, sobrecargadas por la burocracia, sonlentas y desconfadas. En una epoca de grandes turbulencias, las estructuras de poder verticales y los sistemas de gestion con regulaciones sofocantes son una desventaja. Impidenla creatividad y limitan
la iniciativa. Como lideres, empleados, inversores y ciudadanos, nosmerecemos algo mejor. Necesitamos organizaciones que sean audaces, emprendedoras y tanagiles como el cambio mismo. De ahi este libro.
* En Humanocracy, Gary Hamel y Michele Zanini presentan un argumento apasionado yapoyado en investigaciones para suprimir la burocracia y reemplazarla por una nueva flosofia de gestion.
* Basandose en mas de una decada de investigacion y acompanado de ejemplos practicos,

Humanocracy ofrece un detallado plan para crear organizaciones tan inspiradoras e ingeniosas como los seres humanos que las componen.

In a world of unrelenting change and unprecedented challenges, we need organizations that are resilient and daring.

Unfortunately, most organizations, overburdened by bureaucracy, are sluggish and timid. In the age of upheaval, top-down power structures and rule-choked management systems are a liability. They crush creativity and stifle initiative. As leaders, employees, investors, and citizens, we deserve better. We need organizations that are bold, entrepreneurial, and as nimble as change itself. Hence this book.

In Humanocracy, Gary Hamel and Michele Zanini make a passionate, data-driven argument for excising bureaucracy and replacing it with something better. Drawing on more than a decade of research and packed with practical examples, Humanocracy lays out a detailed blueprint for creating organizations that are as inspired and ingenious as the human beings inside them.

Critical building blocks include:
Motivation: Rallying colleagues to the challenge of busting bureaucracy
Models: Leveraging the experience of organizations that have profitably challenged the bureaucratic status quo
Mindsets: Escaping the industrial age thinking that frustrates progress
Mobilization: Activating a pro-change coalition to hack outmoded management systems and processes
Migration: Embedding the principles of humanocracy–ownership, markets, meritocracy, community, openness, experimentation, and paradox–in your organization’s DNA
If you’ve finally run out of patience with bureaucratic bullshit . . .
If you want to build an organization that can outrun change . . .
If you’re committed to giving every team member the chance to learn, grow, and contribute . . .
. . . then this book’s for you.

Whatever your role or title, Humanocracy will show you how to launch an unstoppable movement to equip and empower everyone in your organization to be their best and to do their best. The ultimate prize: an organization that’s fit for the future and fit for human beings.

In today’s world, it’s incumbents against insurgents, the old guard versus the vanguard. Companies must reinvent themselves and their industries-not just in times of crisis, but continually.Drawing on the experiences of Charles Schwab, Cisco, Virgin Atlantic, Disney, and other world-class companies, Gary Hamel explains the underlying principles of radical innovation, explores where revolutionary new business concepts come from, and identifies the key design criteria for building companies that are activist-friendly. He shows how to avoid becoming a quot;one-vision wonderquot; and instead harness the imagination of every employee, develop new financial measures that focus on creating new wealth, and generate vibrant internal markets for ideas, capital, and talent.

What really fuels long-term business success?
Not operational excellence or new business models, but management innovation: new ways of mobilizing talent, allocating resources, and building strategies. Over the past century, breakthroughs in the “technology of management” have enabled a few companies, including General Electric, Procter Gamble, Toyota, and Visa, to cross new performance thresholds and build long-term advantages. Yet most companies lack a disciplined process for radical management innovation.
World renowned business sage Gary Hamel argues that organizations need bold management innovation now more than ever. The current management model, centered on control and efficiency, no longer suffices in a world where adaptability and creativity drive business success. In his most provocative book to date, Hamel takes aim at the legacy beliefs preventing 21st-century companies from surmounting new challenges. With incisive analysis and vivid illustrations, he explains how to turn your company into a serial management innovator, and reveals:
The make-or-break challenges that will determine competitive success in an age of head-snapping change
The toxic effects of our legacy-management beliefs
The unconventional management practices generating breakthrough results in a handful of pioneering organizations
The new principles every company must weave into its management DNA
The Web’s potential to obliterate smokestack management practices
The actions your company can take now to build its own management advantage
Get ready to throw off the shackles of yesterday’s management dogma. Tomorrow’s winners will be those companies that start inventing the future of management today.

“This is not a book about one thing. It’s not a 300-page dissertation on leadership, teams, or motivation.Instead, it’s a multi-faceted agendafor building organizations that can win in world of relentless change, ferocious competition, and unstoppable innovation.”
-From the Preface
What Matters Now is Gary Hamel’s impassioned plea to rethink the fundamental assumptions we have about management, the meaning of work, and organizational life. He asks, “What are the fundamental, make-or-break issues that will determine whether your organization thrives or dives in the years ahead?” The answer is found in five paramount issues: values, innovation, adaptability, passion, and ideology.
Values: With trust in large organizations at an all time low, there is an urgent need to rebuild the ethical foundations of capitalism. What’s required is nothing less than a moral renaissance in business.
Innovation: Innovation is the only defense against margin-crushing competition, and the only way to outgrow a dismal economy. In too many companies, innovation is still a buzzword, rather than the responsibility of every single individual. This must change.
Adaptability: In a world of accelerating change, every company must build an evolutionary advantage. The forces of inertia must be vanquished. The ultimate prize: an organization that is as nimble as change itself.
Passion: In business as in life, the difference between “insipid” and “inspired” is passion. With mediocrity fast becoming a competitive liability, success depends on finding new ways to rouse the human spirit at work.
Ideology: Today, businesses need more than better practices; they need better principles. Bureaucracy and control have had their day. It’s time for a new ideology based on freedom and self-determination.