We would like to thank David Frost, Organisational Development Director, Total Produce; Sue Evans, Former Head of HR and Organisational Development, Warwickshire County Council and President 2016-2017, Public Sector People Managers Association (PPMA); Andrew Campbell, Ashridge Executive Education and author of Designing Effective Organisations and Operating Model Canvas; Gene Carr, Global Workplace Strategy Lead, The Kellogg Company and Geoff Lloyd, Group Human Resource Director, Serco for their endorsements of The Social Organization.
This is a fantastic book for all strategic organisation development practitioners. It provides best practice guidance supported by robust underlying principles and excellent case studies. The reader will be challenged to reconsider their own assumptions and attitudes towards organisation development and this makes the book particularly valuable.
David Frost, Organisational Development Director, Total Produce
I have been following Jon on Social Media for some time. I like what he says mainly because it is straightforward and sensible. Tweeting and blogging require you to be succinct and to hit the mark in a few words. He does this with skill and good humour. So in this book you are getting an extended version of his useful contributions and very accessible set of ideas, tools, frameworks and thoughts, presented carefully to help HR get better. Above all, we all want HR to be the very best it can be because we know the good HR helps develop and sustain organisations and the people in them. In the public sector, HR, and increasingly OD, has had to step up quickly to changing demands and, whilst working in a tight financial spot, make a difference to our workforce and to improve our own approach and practices. This book is a must for public sector HR professionals. It captures the essence of good practice, is full of creative but sensible thinking and opens up the mind to what is possible. It is a compendium of good ideas. Our people are not just assets, they are a precious resource and implementing even a fraction of what is in here will make a difference to them and to your business.
Sue Evans, Former Head of HR and Organisational Development, Warwickshire County Council and President 2016-2017, Public Sector People Managers Association (PPMA)
I define good organisation as 'capable people working well together'. I point out that the informal – the relationships – is half of the challenge. We design the formal in the hope that it will affect the informal. We have no impact, if we do not influence the working relationships. Jon Ingham takes the idea of relationships much further. Social capital, he argues, is enhanced by good organisation design and by other design choices, such as the use of technology. While Jon likes to position people management as the most important activity of all (his organization value chain), he takes a businessman's rather than an HR view. You will get a wealth of insights and helpful ways of thinking from The Social Organisation.
Andrew Campbell, Ashridge Executive Education and author of Designing Effective Organisations and Operating Model Canvas
Organization Design, as a discipline, is frequently dominated by strategy, structure, and fitting people into roles. In this book, Jon takes the discipline beyond that to recognize designers should think more completely about how processes and technology tools enable an organization to leverage employee knowledge through collaboration. In my experience employees crave the opportunity to collaborate, and if the organization doesn't enable that, they are missing out.
Tim Gardner, Director, Organizational Effectiveness, Kimberly-Clark
Jon Ingham's book 'The Social Organization' is a well supported study of examining human capital and the activities necessary to increase business performance. His Chapter on 'Designing the Workplace' is spot on as an enabler for increasing employee satisfaction and productivity.
Gene Carr, Global Workplace Strategy Lead, The Kellogg Company
I found the concepts Jon outlines extremely helpful in bridging the gap between traditional HR models and new ways of thinking about how sustainable value can be created through organisation. The ideas he takes the reader through are both stimulating and challenging, which in turn makes them invaluable to anyone grappling with some of the most pressing issues that confront organisations today.
Geoff Lloyd, Group Human Resource Director, Serco
What Our Clients Are Saying
Jon Ingham is a British HR consultant and author who rose to global visibility through his blog. His influence stems from his audience, a relentless travel schedule and the depth and clarity of his thought. Ingham travels the entire HCM waterfront and is willing to take us along on the ride with him. Ingham is still early in his career. It’s not outrageous to imagine him as the next Ulrich. We’re going to keep following him", John Sumser, HR Examiner.
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