Monday, July 22, 2013

A Paradigm Shift: From Public School to Virtual Campus Dormitory



By Pierre Coupet

Imagine this:

A Virtual Campus Dormitory

One large campus on beautiful, well-manicured, spacious grounds as far as the eye can see.  

All students and faculty members live in modern, state-of-the-art residential buildings, homes and townhomes with spacious rooms on campus.   The entire campus is based on futuristic residential architecture design.    Each room is fully furnished with the latest flashable audio and videoconferencing gadgets and entertainment center, and wired to the internet at minimum speeds of 1Gb-10GB per second.    The entire campus has access to free wi-fi.    The entire campus is within a gated community with heavy security.  This is what I call a Virtual Campus Dormitory.


Stand by for a Quick Intermission 
But before I continue, please indulge me as I digress a bit.   I can just imagine three things running through everybody's mind right now, this very second, as we speak  (well, more like, as you are reading this) and which are: 

1.    This is beginning to sound like some fancy university, prep school, or college prep boarding school for highly privileged students from wealthy families.    Well, guess what!   You are dead wrong!  This is just a regular school campus for regular public school students (Grade 1-12) from very poor to average and upper middle-class families.   By the way, I can see you from my crystal ball - so stop scratching your head and bear with me a while.  

2.    This sounds like a very, very  expensive project, and where in hell is the money going to come from?  Well, guess what!    Once again, you are dead wrong!  In fact, it is much cheaper than what it is now costing taxpayers, state and local governments, the overall economy, and the global economy in both the short- and long-run.   

3.    The teachers' unions, educational associations, and all the other special interest groups out there with their powerful lobbying groups in place - and politicians - would shoot down this crazy idea faster than you could blink your eye.    And again, you are triple dead wrong!  And why is that, you might say?  Well, it depends on how you approach them and what's in it for them and everybody else.  But most importantly, it's because that once they hear the details and find out what's in it for them, we - meaning you and I and everyone else out there who hop on board to get this train moving - are going to be overwhelmed by the amount of enthusiasm and support for this project,  to a point where we may have to ask our friends, supporters and collaborators alike to calm down a bit and give us a little bit of room to breathe.  

Alright, so now that I've really gotten your attention, let us continue where I left off. 
 

Back to Life on a Virtual Campus Dormitory 
On this Virtual Campus Dormitory, there is no need for classrooms, libraries, study halls, and lecture halls that are only used part of the day and sit empty for two thirds (2/3) of a day.  In other words, no more wasted and unproductive real estate.   Teachers teach online directly from their on-campus residence.   Students attend classes online directly from their private dormitory rooms.   Each teacher and student's living area contains a sound-proof room for complete peace and quiet when teaching and learning or studying, respectively.  

The only common areas are the dining hall, a health center, a 24-hour lounging area with a state-of-the-art security monitoring system
that is open to all, a 24-hour martial arts temple when outdoor training and meditation is not possible;   and a large innovation and research lab center for developing and conducting prototypes and physical experiments, respectively, that can only be conducted in a physical setting -  which also has a dual function as an entertainment center for large social events.    Otherwise, all innovation and research lab activities are conducted in a 100% virtual organization environment.
 

About Faculty, Students and Curriculum
All teachers are certified to practice and teach the basics of virtual organization management.   After 5 years of teaching, all teachers are given a 2-year sabbatical in order to obtain a Master Virtual Organization Management Trainer (MVOMT) designation so they can teach the advanced level of the virtual organization management discipline.     

All students are issued a tablet and a laptop, and taught to practice the basics of the virtual organization management discipline from day one to graduation.   As well, all students are taught the martial arts from grade 1-12.

The curriculum is based on intense specialization in one field at a time for a full year period during the first 5 years.  Students are first shown how to accomplish certain tasks.    Once they have become proficient at accomplishing a particular task, they are then given the principles and theory behind the method used; and then these students are required to teach other students how to do such tasks and to then provide these other students with the theories or principles behind such tasks.   In other words, they learn how to mimic their teachers.  For each succeeding year, each new field of specialization must employ all or most of the knowledge gained from the previous year. 


To Illustrate:  

Overview of Curriculum:   Elementary School || Grade 1-5 
Grade 1.   During the very first year, each student is only taught how to Read and Write in their own language using a variety of experiential tools and methods.  Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;   no other subject is taught during that first year.   

Grade 2.   During the second year, each student is taught Oral Communication skills and nothing else.   During that time, each student will be required to draw upon all that  they learned during their very first year so that the knowledge is reinforced. 
Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that year.
   
Grade 3.   During the third year, each student is taught Basic Math (including Vortex Math) and
the principles behind the math, using a variety of experiential tools and methods;  and nothing else.   During that year,  each student will be required to teach others basic math along with the related principles.   This will allow each student to put into practice their reading and writing skills, their oral communications skills acquired during the second grade, and their newly found basic math knowledge.    Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that  year.   

Grade 4.   During the fourth year, each student is taught intense Basic Computer Programming and nothing else.  During that year,  each student will be required to teach others basic programming  along with the related principles. This will allow the student to put into application their reading and writing skills acquired during the first grade; their oral communication skills acquired during the second grade;  and the intense basic math knowledge acquired during the third grade. 
Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that  year.   

Grade 5.   During the fifth year, each student is taught an intense course in Biology,  specifically, the Human Anatomy
and nothing else.  It's that time of life when their body begins to develop in ways that demand an answer.   During that year,  each student will be required to teach others the basic human anatomy.   This will allow the student to put into application their reading and writing skills acquired during their first year; their oral communication skills acquired during their second year; their basic math knowledge acquired during their third year; and their intense basic programming knowledge acquired during their fourth year. 

Life for Students and Parents During Grade 1-5
Grade 1.    Parents are encouraged,  however, are not required,  to pick up their children in the evening on a daily basis or as much as possible during school week;  and on Friday for the weekends and to return the children back to school on either Sunday evening or Monday morning for school; although we realize
there is a multitude number of reasons why, for some parents,  this may not be possible.  Nonetheless, each child will have their permanent private room available for them just in case a parent is unable to pick up their child for one reason or another.   Very caring, sensitive and nurturing staff will be assigned to act as surrogate guardians or parents for the children staying overnight.  Extreme security monitoring systems will be in place on a 24/7 basis in order to make sure that all children are well-cared for, protected and not mistreated while living on campus.      

Grade 2.    Ditto.

Grade 3.
    Ditto.

Grade 4.
    Students are not allowed to leave campus during the school week.   Parents are encouraged to come by and visit their children on a daily basis after school for dinner, if possible and feasible.   As well,  they are encouraged, however, are not required,  to pick up their children on Friday for the weekends and to return the children back to school on either Sunday evening or Monday morning for school.

Grade 5.    Ditto.


Overview of Curriculum:   Junior High School  || Grade 6-8
Grade 6.   

  • First Semester.  During the sixth year, each student is taught intense English (or official language)  during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.     
  • Second Semester.   During the second semester, intense Computer Programming training is provided.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.   
Grade 7.
  • First Semester.  During the seventh year, each student is taught intense Math during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.    
  • Second Semester.   During the second semester, intense Computer Programming training is provided.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.
Grade 8.
  • First Semester.  During the eighth year, each student is taught intense Science during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.    
  • Second Semester.   During the second semester, intense Computer Programming training is provided.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.
Life for Students and Parents During Grade 6-8
Grade 6.    Students are not allowed to leave campus during the school week.   Parents are encouraged to come by and visit their children on a daily basis after school for dinner, if possible and feasible.  They are also encouraged to contact their children daily via videoconference if a visit is not possible.   As well, they are encouraged, however, are not required, to pick up their children on Friday for the weekends and to return the children back to school on either Sunday evening or Monday morning for school.
 

Grade 7.    Students are not allowed to leave campus during the school week.   Parents are encouraged to contact their children daily via videoconference.   Parents are also encouraged, however, are not required, to pick up their children on Friday for the weekends and to return the children back to school on either Sunday evening or Monday morning for school.
 

Grade 8.    Ditto.

Overview of Curriculum:  High School || Grade 9-12
 Grade 9.   
  • First Semester.  During the ninth year, each student is taught  Entrepreneurship during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.     
  • Second Semester.   During the second semester,  advanced Virtual Organization Management training is provided.   Outside of  learning martial arts, which is taught after class,  no other subject is taught during that semester.   
Grade 10.
  • First Semester.  During the tenth year, each student is taught Entrepreneurship during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.    
  • Second Semester.   During the second semester, advanced Virtual Organization Management training is provided.   Outside of learning martial arts, which is taught after class,  no other subject is taught during that semester.
Grade 11.
  • First Semester.  During the eleventh year, each student is allowed to select an Elective during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.    
  • Second Semester.   During the second semester, advanced Virtual Organization Management training is provided.   Outside of learning martial arts, which is taught after class,  no other subject is taught during that semester.
Grade 12.
  • First Semester.  During the twelfth and final year, each student is allowed to select another Elective during their first semester.   Outside of  applying the basics of virtual organization management; and learning martial arts, which is taught after class;  no other subject is taught during that semester.    
  • Second Semester.   During the second semester, advanced Virtual Organization Management training is provided.   Outside of  learning martial arts, which is taught after class,  no other subject is taught during that semester.
Life for Students and Parents During Grade 9-12
Grade 9.    Students are not allowed to leave campus during the school week.   Parents are encouraged to come by and visit their children on a daily basis after school for dinner, if possible and feasible.   They are also encouraged to contact their children daily via videoconference if a visit is not possible.  As well,  they are encouraged, however, are not required,  to pick up their children on Friday for the weekends and to return the children back to school on either Sunday evening or Monday morning for school.

Grade 10.  
Students are not allowed to leave campus during the entire week.  Parents should pretend that their children are away in college, out of town and living on campus.   Parents are encouraged to contact their children daily via videoconference;  and to  pick up their children during holidays, Christmas vacation, spring break, and during the summer.  

Grade 11.   Ditto.
 

Grade 12.   Ditto.

High School Graduation Awards
Upon graduation, each student is awarded a High School Diploma and either a Master Virtual Organization Management Trainer ("MVOMT"), Master Virtual Organization Recruitment Trainer ("MVORT") or Chief Virtual Organization Architect ("CVOA") designation.

Life and Education Options for Students After Graduation

  • Go to a 4-Year College for an undergraduate degree. 
  • Join the Military or Department of Defense working in a Cyber Command division.
  • Take a 6-figure position as a Virtual Organization Consultant at any major corporation anywhere in the world
  • Take a 6-figure training position as Virtual Organization Management Trainer with any leading corporation anywhere in the world. 
  • Take a 6-figure virtual organization leadership position as Chief Virtual Organization Architect with any leading corporation anywhere in the world. 
  • Take a 6-figure Faculty Member position at Virtual Organization Management Institute.
  • Take a 6-figure Mentor-Partner position at VOMI Virtual Organization Academy. 
  • Take a 6-figure Virtual Organization Recruiter position at Virtual Organization Recruiter. 
  • Take a 6-figure Virtual Organization Recruiter position at any other major company in the world
  • Take a 6-figure Virtual Organization Executive Consultant position at any executive search firm anywhere in the world.
  • Become an Entrepreneur and start their own business.

Basic Blueprint Summary
In summary, this is just a basic blueprint of what we seek to, and can and will, accomplish in some form and to some degree or another.  


However, that being said, we all know that the devil is in the details and that nothing happens in a vacuum or overnight, which is where all of you come into play.   From World Leaders; State Governors; Public Education Officials at the federal, state, city and local levels;  and Military-Intelligence-Defense Executives  to  Educational Association Executives,  Teachers' Union Executives, Rank and File Teachers, College Administrators,  Career Education Counselors, Educational Researchers from all leading educational institutions as well as from the not so prominent ones, Accreditation Association Executives,  College Dormitory Architects, School Building Contractors,  Futuristic Residential Architects, Green Technology Executives, Solar Technology Executives, Renewable Energy Technology Executives,  Cold Fusion Scientists,  Security Professionals, Legal Scholars and Executives, Law Enforcement Executives, Correctional Community Executives, Judicial Executives, Legislators, NASA Executives, National Science Foundation Executives, Scientists and Engineers and Programmers from leading corporations,  Accounting & Finance Executives, Financial Analysts,  Investment Bankers, Silicon Valley Executives,  Angel Investors and Venture Capital Executives, Entrepreneurs and Innovators Worldwide  from every single field and industry,  and most importantly,  THE PARENTS.  

In other words, we need everyone on board because I know that the answer and the implementation is in your hands and not solely in the hands of one individual.  There is no one single individual who can claim credit for this effort because I know that this is something that We All Have a Stake In - something which requires All Hands On Deck.   It's a heroic effort that shuns, and has no room for, individual heroes because to do otherwise would greatly diminish the importance of this project and the efforts of those who would embrace and contribute to it in whatever measure, small or large.  


This is a defining moment in history and an opportunity for all of us to get a once-in-a-lifetime opportunity to redefine and transform public education in the 21st century and beyond - across the globe.   

What's Next? 

Click here  to join the Virtual Campus Dormitory Consortium.  If you are a current or former head of state of any country in the world or Chairman or CEO of a Forbes Global 2000 organization and would like an opportunity to engage with me in a more personal and interactive discussion on other matters of global virtual organization world significance,  then I invite you to join me on the exclusive League of Extraordinary Virtual Organization Executives.   






About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Thursday, July 18, 2013

Bridging the Government Digital Divide in Africa: Time for Virtual Organization Leadership Assessment



by Pierre Coupet

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies. As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

African Governments Are Lagging Way Behind
As predictable as it may seem, African governments are lagging way behind all Western countries and other emerging nations in the world - although it does not have to be that way for most of these governments.

 Why is that, you might say?  It's because the Internet already gives them access to all the tools needed in order to be on par with some of the most advanced countries in the world.

What is lacking are the soft components needed in order to break away from this digital malaise, and which are: (1) a level of awareness of what's at stake; (2) the mental sophistication of African government leaders to look beyond today's realities and put forward a virtual organization leadership agenda; (3) putting in place a process to examine and re-prioritize the national agenda; and (4) the will to execute.

On a side note, at the risk of drawing the ire of whomever came up with the word "telework," this is just too antiquated a word for me to use in my own writings; except when used in reference to when or how the term is actually used by others - as is the case in this article. So, let us move on.

Working in a Virtual Environment is Not for Everyone
However, that being said, working in a virtual (telework) environment or virtual organization environment is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan (COOP) event or Judgment Day, having a virtual workspace or virtual collaboration capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a 'virtual organization' environment - not just 'virtual or telework' environment - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?
Knowing who will be able to LEAD in a 'virtual organization' environment when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice; or taken with a grain of salt or "we'll cross that bridge when we get there" mentality. This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby, ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar, social media or social networking executive with superb leadership skills, and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment; does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment. 

As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to and assist, I will even venture to say, based on empirical evidence acquired over the past 16+ years since I have founded the virtual organization management discipline, that, in the absence of having obtained formal training in the virtual organization management discipline, regardless as to whether or not you live in the richest and most technologically advanced nation on the face of the earth or one of the poorest, you are most likely ill-suited to LEAD in a virtual organization environment.

How to Select These Virtual Organization Leaders
The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?" Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or remote workforce 'fly by the seat of their pants.' Why is that, you might say? That's because there is a huge difference between social networking, 'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment - something which obviously falls outside the scope of this discussion. Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances." That will not be good enough.  It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.

Therefore, here is the answer - a 2-step process:

1. Assess. All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,

2. Train, Assess and Certify. Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have during a COOP event or on Judgment Day is "Virtual Chaos." Social networking and social media will only exacerbate the problem and make it go viral.

In an Ideal World
Ideally speaking, all essential employees and military personnel, not just Managers and Executives and Senior Military Officers, should undergo, at the very least, a Virtual Organization Aptitude Assessment  so that you can readily identify and maintain a database of all government employees and military personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. Once you have gathered that information, you can then decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary
In conclusion, African governments and leaders do not have to take a back seat when it comes to traveling on the digital highway. As well, it's not enough to have a remote workforce, globally distributed teams, flexible workforce strategy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes. We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation. Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.

About VOR: Virtual Organization Recruiter is the world's leading and only virtual organization aptitude assessment firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment.






About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Saturday, June 29, 2013

Is Your Organization Ready for a COOP Event? Time for Virtual Organization Aptitude Assessment



by Pierre Coupet 

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies.   As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

Businesses Are Lagging Behind
But as strange as it may seem because most of us would probably think it would be the other way around,  businesses as well as state, county, city and local governments are lacking way behind the federal government when it comes to implementing a robust mobile and virtual workforce, let alone a virtual organization workforce.   On a side note, at the risk of drawing the ire of whomever came up with the word "telework,"  this is just too antiquated a word for me to use in my own writings; except when used in reference to when or how the term is actually used by others - as is the case in this article.  So, let us move on.

Working in a Virtual Environment  is Not for Everyone 
However, that being said, working in a virtual (telework) environment  or virtual organization environment is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan (COOP) event or Judgment Day, having a virtual workspace or virtual collaboration capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a  'virtual organization' environment - not just 'virtual or telework' environment  - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?
Knowing who will be able to LEAD in a 'virtual organization' environment  when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice;  or taken with a grain of salt or  "we'll cross that bridge when we get there" mentality.   This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby,  ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar,  social media or social networking executive with superb leadership skills,  and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment;   does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment.    As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to and assist, I will even venture to say, based on empirical evidence acquired over the past 16 years since I have founded the virtual organization management discipline,  that, in the absence of having obtained formal training in the virtual organization management discipline,  you are most likely ill-suited to LEAD in a virtual organization environment.
        
How to Select These Virtual Organization Leaders
The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?"  Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or remote workforce 'fly by the seat of their pants.'    Why is that,  you might say?   That's because there is a huge difference between social networking,  'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment -  something which obviously falls outside the scope of this discussion.    Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances."   That will not be good enough. 

It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.

Therefore, here is the answer - a 2-step process:

1.   Assess.    All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,
2.   Train, Assess and Certify.     Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have during a COOP event or on Judgment Day is "Virtual Chaos."  Social networking and social media will only exacerbate the problem and make it go viral.     

In an Ideal World
Ideally speaking, all essential employees, not just Managers and Executives,  should undergo, at the very least, a Virtual Organization Aptitude Assessment so that you can readily identify and maintain a database of all employees and personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. Once you have gathered that information,  you can then decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary 
In conclusion, it's not enough to have a remote workforce, globally distributed teams, flexible workforce strategy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes.    We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation.    Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.

About VOR:     Virtual Organization Recruiter is the world's leading and only virtual organization aptitude assessment firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense  personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment. 







About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Friday, June 28, 2013

Is Your Government Ready for Judgment Day? Time for Virtual Organization Leadership Assessment




by Pierre Coupet 

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies.   As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

Telework is Not for Everyone 
However, that being said, telework is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan  (COOP) event, having telework capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a  'virtual organization' environment - not just 'virtual or telework' environment  - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?
Knowing who will be able to LEAD in a 'virtual organization' environment  when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice;  or taken with a grain of salt or  "we'll cross that bridge when we get there" mentality.   This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby,  ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar,  social media or social networking executive with superb leadership skills,  and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment;   does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment.    As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to and assist, I will even venture to say, based on empirical evidence acquired over the past 16 years since I have founded the virtual organization management discipline,  that, in the absence of having obtained formal training in the virtual organization management discipline,  you are most likely ill-suited to LEAD in a virtual organization environment.

How to Select These Virtual Organization Leaders
The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?" Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or telework people 'fly by the seat of their pants.'    Why is that,  you might say?   That's because there is a huge difference between social networking, 'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment -  something which obviously falls outside the scope of this discussion.    Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances."   That will not be good enough.   

It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.        

Therefore, here is the answer - a 2-step process: 

1.   Assess.    All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,

2.   Train, Assess and Certify.     Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have on Judgment Day is "Virtual Chaos." Social networking and social media will only exacerbate the problem and make it go viral.

In an Ideal World
Ideally speaking, all essential government employees, not just Managers and Executives,  should undergo, at the very least, a Virtual Organization Aptitude Assessment so that you can readily identify and maintain a database of all employees and personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. Once you have gathered that information, then you can decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary 
In conclusion, it's not enough to have a mobility and telework policy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes.    We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation.   Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.
 
About VOR:     Virtual Organization Recruiter is the world's leading and only virtual organization aptitude assessment firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense  personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment.







About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Friday, March 1, 2013

Yesterday is Jealous of Today and Tomorrow




Yesterday is Jealous of Today and Tomorrow
           by Pierre Coupet


I know you are probably wondering what the hell this headline could possibly have anything to do with virtual organization management, however,  sit back and relax because in a few minutes it's going to make a great deal of sense.

Resistance to Change

I know that the phrase "resistance to change" is something that we're not only all familiar with but something that is embedded in just about every single living creature's DNA, including us human beings.    As well, any historian or anthropologist can find a link between the downfall of any great civilization and the level of that civilization's resistance to change.    The level of that civilization's resistance to change can be measured in terms of its culture;  its political, military, economic, educational, and religious institutions and leaders; and the abilities of these institutions and leaders to adapt to change.  

The more an individual,  organization, or society is willing to adapt to change - instead of relentless praising itself and its spectacular achievements, continuing to bask in its glory and good fortune,  and either ignoring or taking a very timid approach to examining these winds of change - then the more likely it becomes possible for it to survive and continue to prosper.   And since nothing lasts forever, the longer it will take for them to eventually crumble and give way to the new guard.   As well, the reverse is true.

If that's the case, then one might ask why we are so reluctant to adapt to change when the overwhelming body of evidence accumulated throughout the entire history of mankind and since the beginning of time seems to clearly indicate that this mindset works to our own detriment and will eventually cause our own downfall.  

We Are All Thoughts and Ideas

The answer lies in each and everyone of us.  Whether we want to admit it or not - confining my observations to living human beings - we are all a collection of thoughts and ideas that we call the self.    Thoughts and ideas that are generated every second of our lifetime.  One thought or idea builds upon the other,  from one second at a time | to one minute at a time | to one hour at a time | to one day at a time | to one week at a time | to one month at a time | to one year at a time | all the way through the last day of our lives.  

The very First Thought and Idea generated during the first second of our life, Today, wants to stay alive and remain relevant and doesn't want things to change.  It understands that when the next second arrives, the First Thought and Idea is now going to become Yesterday and will then become irrelevant, antiquated, or obsolete,  and that the Second Thought and Idea  about to be generated will now take its former place and become the new Today and Tomorrow.   So, Today, soon to become Yesterday and jealous of the upcoming Today and Tomorrow -  immediately concocts a plan to manipulate the next thought and idea about to be generated the next second,  so that the Second Thought and Idea essentially becomes a clone of  The First Thought and Idea, except for some minor variations or cosmetic changes.    To prevent the manipulation from being unraveled, a strong dose of fear and anxiety is injected into the Second Thought and Idea so that any attempt at veering in a different direction will be met with a great deal of resistance.   And that process repeats itself over and over, ad infinitum, until the end of our lives.

So, if we are to accept this theory, then the logical conclusion is that the self,  which we call the individual, is at a minimum a collection of 86,400 Thoughts and Ideas per day (86,400 seconds per day) times the number of days we have lived.  Therefore,  since I am 57 years old, I am,  at a minimum,  a collection of 86,400 thoughts and ideas x 57 years x 365 days, which comes to 1,797,552,000 Thoughts and Ideas.   We are talking about almost 2 billion Thoughts and Ideas for one person.    

Which explains the reason why the friend, brother, sister, father, mother, uncle, cousin, teacher, and neighbor that you knew when you were 2 years old  is essentially the same person that you now know at the age of 20, 30, 40, 50, 60, or 100.  That is, of course, assuming that both you and them are still alive.  The age, the time, the year, the circumstances, their education, their economic situation, their political leanings, and their social status may have changed - these things which I call minor variations and cosmetic changes - but nonetheless the essence of that person has remained the same.

Why We Are Resistant to Change

And since these very same people are an integral part of these cultures,  and political, military, economic, educational and religious institutions -- some of whom eventually become our leaders -- then it becomes very easy to understand why these cultures and institutions themselves are so resistant to change.

A Golden Age of Uneven Progress

To illustrate, WE now live in a Golden Age, an era of unlimited opportunities.  We live on a planet that is abundant in natural resources.   We,  the human race,  have been blessed with such a vast amount of knowledge, resources and  advanced technologies that, if we could quickly transport ourselves to a time as recent as only 2000 years ago - or even 200 years ago - in order to give our ancestors a glimpse of their future in terms of technologies and resources,  our ancestors would surely think that we were a race of gods or have been blessed by gods.

Yet, on the other hand, if we were to give them a glimpse of life as it really is in the 21st century, our politics,  our political and economic systems, the multitude of religions we have and the rituals we still engage in, the way that most people live in most parts of the world,  the way we think and act and treat our fellow human beings, the way we rule ourselves, the way we teach and rear our children, the asinine wars we fight over resources that are artificially scarce but really aplenty, the ever more destructive weapons we are able to unleash on our brothers and sisters,  the world wars that are supposed to end all wars and bring peace to mankind,  the endless and perennial wars and revolutions in the name of ideology, religion, freedom, justice and democracy,  the genocides occurring in all parts of the world, the children of Abraham still wreaking havoc and destruction on each other as well as threatening each other with weapons able to annihilate them all  and how they rationalize their behavior - then,  they, meaning our ancestors, would say, wow,  we're not so bad and they really haven't made that much progress after all.    As the French novelist Alphonse Karr stated, the more things change, the more they stay the same.  

We possess every bit of knowledge  and piece of technology and resource known to mankind that is needed  in order to turn deserts into lush green landscapes,  to bring electricity and renewable energy to every corner of the globe,  to make the most advanced education available to every single man, woman and child,  to bring prosperity to every single human being on the planet,  to make the most advanced healthcare available and affordable to every single human being and creature that roams the earth,  to clean up the environment and our lakes and rivers,  to protect us all against natural catastrophes and man-made disasters, to make war such a primitive and beastly idea and notion that just the thought or mention of it would cause one to recoil in horror, and to explore and populate other planets.

And yet, we are as dogmatic and asinine and cruel as ever.   Poverty and ignorance still is rampant in most parts of the world.  War is still fought in the name of God, religion, peace, freedom of the seas, access to economic and natural resources, and regurgitated  ideology as old as time itself .   The more we learn and the more technology and resources we gain access to, the more arrogant, repressive and dictatorial we become, the more ignorance and stupidity and rituals we cling to,  the more destruction we are inclined to level on each other, and the better we become at rationalizing our behavior.   In fact, we are the planet's indisputable champion when it comes to rationalizing our behavior, which now gives me an excellent opportunity to segue into the reason for this article in the first place and what this has to do with virtual organization management.

A Case for Adoption of Virtual Organization Management

Think for one minute.   Today, this very minute, our freeways are choked up with deadly air pollution every morning as people engage in a daily ritual of getting up and getting dressed for work, and all of them getting on the road at nearly the same time in order to get to a central workplace where they are provided access to the tools they need to do their work.   This deadly air pollution not only pollutes our environment and our ozone layer but also goes into our lungs and causes all sorts of cancers and diseases.   After an 8-10 hour day, the same ritual is repeated and the air and our lungs get a second dose of that deadly poison.

But, for most workers,  it does not have to be this way since we are now living in this new and golden era that I call the New Virtual Organization World.    Why, you might ask?   That's because we now have:  (i) the virtual technology which makes possible a virtual workspace;  (ii) a virtual workforce that is capable of using the virtual technology,  but also (iii) the  virtual organization management discipline - the final component of what is needed in order to create virtual organizations that make this daily and deadly ritual a thing of the past.

The same can also be said for educating our children.    In spite of all the talk about innovating in the classroom,  we're still educating our children and future workforce, and "future teachers," pretty much the same way that we have been doing it over the past thousands of years.   With all the advances we've made in science and technology -  and particularly in virtual technology and virtual organization management - I could write a 13-volume encyclopedia on how to make world-class, 21st century education available and affordable to every single human being on the face of the earth,  and at one tenth the cost of what we now incur to educate those who are privileged enough to have access to an education.    The technology and economic resources are plenty - in fact, I dare say that we are awash in both resources - and yet I still hear on a daily basis how our entire educational infrastructure here in the U.S.  is crumbling and how we need to infuse more money into it in order to make a good education affordable to all.   The saddest part of it all is that I am absolutely positive that I am not the only one who sees it that way and that, perhaps,  there are hundreds, if not thousands of others,  who either have a partial solution or the solution to this endemic problem.   

The need for all of our institutions to adopt the virtual organization management discipline - whether they are  businesses, governments, educational institutions, public policy sectors etc. -  in order to create virtual organizations is paramount.    Its adoption will not only make this archaic practice and deadly daily ritual of getting on the freeway to go to work totally unnecessary but it will also transform our entire business, political and economic system and the way we think and act and relate with each other.     It will force us to look at things in ways that were previously unimaginable and spur the sort of "real innovation" that we are capable of and which is within our reach.

Dealing with Yesterday's Jealousy of Today and Tomorrow

So now that we know how Yesterday acts and also understand Yesterday's motives,  how do we break out of that cycle that allows us to gain access to the tools and resources of gods but yet leaves us with our Stone Age mentality?    If only it were an us vs. them battle, then the answer would be very easy.  However, as you all now know, it's really a battle that needs to be fought within ourselves.   The demons are within us, and therefore, we must be careful how we respond to ourselves.   Although our natural tendency is to wage war against an enemy in order to win, that is not something that we can afford to do and that's where innovation needs to kick in.  

Instead of thinking about fighting, we need to embrace all of our Yesterdays and make peace with them by thanking them for the positive contribution they have made to mankind, for all the knowledge and resources that they have bestowed upon us.   We need to let them know that we will always carry them in our hearts and souls and that they will never be forgotten or become obsolete, antiquated and irrelevant.   We need to let them know -  in my case,  almost 2 billion of them - that our pursuit of progress is not a rejection of what they have already given to us or bestowed upon us and that,  instead,  it's an expression of thanks, gratitude and acknowledgement of what they have done for us as well as the lessons, positive or negative,  they have taught us.

Once we, Today and Tomorrow,  approach each Yesterday in this regard, then it will no longer feel the need to continue to clone itself and prevent us from making the strides that we ought to have made,  in light of  all the advances in knowledge and technology we have made since the beginning of mankind.   Yesterday will no longer feel jealous of Today and Tomorrow because it feels very secure in knowing that the upcoming Today and Tomorrow is only possible because of Yesterday and Yesterday will never be forgotten or become antiquated and irrelevant.  It will allow each Today and Tomorrow to chart its own course for the betterment of not only mankind but also the entire planet.   And  every Yesterday will  be delighted to echo what my late father Joseph A. Coupet used to tell me all the time when I was a little kid growing up,  in order to spur me to excel and make headway, "la ou l'eleve ne depasse pas le maitre, il n'y a pas de progres."  Translated, it means "where the student does not pass the master, there is no progress." 

And this, my friends, is a formula and recipe which can be applied in every facet of our lives in our search for innovation, enlightenment and the pursuit of happiness.   







About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter:: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Architect of THE NEW VIRTUAL ORGANIZATION WORLD Collection. Contact directly at chairman@virtualorganizationinstitute.com; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2007-2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy.  Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.