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The exponential organization, Jesus David Galindo - Coggle Diagram
The exponential organization
An exponential organization is understood to be an accelerated growth difficult to predict
They are built on information technologies that take what was once physical in nature and dismantle it in the digital world.
Examples
Currently it takes 250 to 300 days for a new product to be on store shelves
Quirky an exponential organization completes the cycle in 29 days to put the product in Walmart stores
A car company spends 3 billion to release a new car model ... Local Motors does it with only 3 million
Reasons
fundamentals that allow Exponential Organizations to obtain this level of scalability.
If you have access to information you can take advantage of the duplication characteristics of the information growth.
Thanks to the fact that the information is
essentially liquid
the main functions of the business can
transfer out of the organization
Common features of exponential organizations
Mass transformation purpose
(PTM)
The PTM is the reason why a company exists
Having at least 4 attributes makes it an ExO
Not all ExOs have all 10 attributes
IDEAS
Used for the 5 internal attributes
I
(Interfaces) Interfaces
D
(Dash Boards) Cuadro de mandos
E
(Experimentation) Experimentación
A
(Autonomy) Autonomía
S
(Social Technologies) Tecnologías Sociales
SCALE
Used for the 5 external attributes
S
(Staff on Demand): Empleados a demanda
C
(Community & Crowd): Comunidad y entorno
A
(Algorithms): Algoritmos
L
(Leveraged Assets): Activos Externos
E
(Engagement): Compromiso
PTMs do not operate in isolation, they create a halo
around them that is reflected in all parts of the organization.
Example
Red Bull: His PTM is "Red Bull gives you wings"
PTM
Mass transformation purpose
Importance
Allows for consistent exponential growth
Unite collective aspirations
Attract top talent from across the ecosystem
Supports a cooperative and non-political culture
Train agility and learning
Dependencies and prerequisites
Must be unique
Leaders must walk the path to employees side
Must respond to the three letters of the
acronym
SCALE
(S)
Staff on Demand (Empleados a Demanda)
Importance
Allows learning (new perspectives)
Allows greater agility
Forms stronger bonds between members
of the base team
Dependencies and Prerequisites
Interfaces capable of managing Segregation of
Tasks (SoD)
Clear specification of tasks
(C)
Community & Crowd (Comunidad y Entorno)
Importance
Increase loyalty to the ExO
Drive exponential growth
Validate new ideas and learnings
Allows agility and speed of implementation
Amplify ideation
Dependencies and Prerequisites
PTM
Commitment
Authentic and transparent leadership
Low threshold to participate
P2P value creation
(A)
Algorithms (Algoirtmos)
Importance
Allows products and services completely
scalable
Take advantage of connected devices and sensors
A lower error rate stabilizes growth
Easily updates
Dependencies and Prerequisites
Learning techniques
Automatic or Deep
Cultural acceptance
(L)
Leveraged Assets (Activos Externos)
Importance
Allows scalable products
Reduces the marginal cost of suppliers
Avoid having to manage assets
Increases agility
Dependencies and Prerequisites
Abundance or active easily
available
Interfaces
(E)
Engagement (Compromiso)
Importance
Increase loyalty
Amplify ideation
Convert the external group into a community
Take advantage of marketing
Allows play and learning
Provides a digital feedback loop with
the users
Dependencies and Prerequisites
PTM
Clear, fair and consistent rules without conflict
of interests
IDEAS
(I)
(Interfaces) Interfaces
Importance
Filter external abundance to internal value
Build bridges between growth drivers
external and internal stabilizing factors
Automation enables scalability
Dependencies and Prerequisites
Standardized processes to enable
automation
Scalable externalities
Algorithms (in most cases)
(D)
(Dash Boards) Cuadro de Mandos
Importance
Track growth engines
critical in real time
OKRs create a control framework to manage the
fast growth
Minimizes exposure to loop errors
short feedback
Dependencies and Prerequisites
Monitoring, collection and analysis of
real-time metricsl
OKR implemented
Cultural acceptance by employees
(E)
(Experimentation) Experimentación
Importance
Keeps processes aligned with externalities
that change quickly
Maximize value capture
Faster to Market (MVP)
Risks Taken Provide Advancement
and quick learning
Dependencies and Prerequisites
Measurement and monitoring of experiments
-Cultural acceptance (failure = experience)
(A)
(Autonomy) Autonomía
Importance
Increased agility
Accountability to the customer
Faster reaction and learning times
Better mood
Dependencies and Prerequisites*
PTM (like gravitation too)
Self-motivated employees
Scorecard
(S
) (Social Technologies) Tecnologías Sociales
Importance
Faster conversations
Faster decision cycles
Faster learning
Stabilize the team during rapid growth
Dependencies and Prerequisites
PTM
Cloud social tools
Cooperative culture
Key ideas
.- Exponential Organizations Have a Purpose of
Massive Transformation (PTM)
Brands will begin to transform into PTM
ExOs scale outside the boundaries of their organization by
take advantage of or access people, assets and platforms for
maximize your flexibility, speed, agility and learning
ExOs use five externalities (SCALE) to
get to improve your performance:
Employees on Demand
-Community and Environment
Algorithms
External Assets
Compromise
Jesus David Galindo