Start Here. A Quick Guide for your Exploration
My name is Sergio Caredda, and this is my blog. If you have landed here, you most probably work in Human Resources or have a passion for Organisation Design, Employee Experience or topics related to the Future of Work.
I keep this blog alive because writing helps me focus and learn. It’s the way I order my thought and give a meaning to what I read and experiment through my daily work. I try to focus this blog on what matters for me: the contribution that people give when they join together and form an organisation. In this quest, I keep looking at the individual talent as well as the overall culture and the identity that you form in an organisation. Belonging to something bigger sits at the core of performance.
Where to Start
If you have landed on this page, this is probably the first time you visit this site. I will use these few paragraphs to guide you through the structure of this blog, and what I really care for. If you want to learn more about myself, there is an “About Sergio Caredda” page where you can also access my resumé.
I guess however you are more interested in the content I provide, so here a few ways to learn how to explore what I write upon, with a few itineraries you can use to explore this site.
Some Basic Definitions
As mentioned, there are a few basic topics that are recurrent on this blog, and that I wanted to define here, also by providing a link to the cornerstone posts that cover each of the topics.
Work is the foundation for human beings to achieve a meaningful life. And work provides the lifeblood and sense to most forms of organisation. But how is work changing? This is the question I try to address across my posts on The Future of Work.
Organisation Design is a set of tools and methods aimed at creating the most effective architecture for an Organisation to reach its strategic purpose. I try to understand how these tools work, and how we can help organisations evolve.
Experience is the collection of positive and negative interactions that human beings have with an entity. I focus on two types here: experience as customers and as employee. Thinking in terms of Experience is the basis of Design Thinking approaches.
I look at Leadership as the driving force behind organisational evolution. A narrow definition, but that allows me to focus on the components that really matter.
Change is the process by which organisation evolve and adapt to the environment. I dedicate a lot of time in exploring methods and tool that can support all.
A Rebel is a person that goes against predefined sets of rules and challenges the Status Quo, while pursuing improvement. An approach that has marked my way of addressing work and that I try to explore as well through this blog.
These are just some of the key concepts that I use and am looking forward to establishing a more complete glossary over time. As my “mindset” calls for organisation and relationship-seeking, I have also focused my work on creating a few frameworks to speed up the understanding of organisations.
Organisation Evolution Framework
Through this Framework I try to enable an holistic understanding of the organisation, its evolution and performance.
Please feel free to add feedback to any of the posts. A comment section is always available below the content itself.
My Most Important Posts
Guiding you through my Foundational Ideas
This is another way to explore: looking at the posts that I consider more important and foundational, split by category that create the structure of this blog.
My Sources of Inspiration
Seeking out constant inspirations and opportunities to Learn.
My eclectic personality brings me to explore a lot of content, particularly on the web. I often share this, either in the form of Book Reviews, Blog Listing, Videos, Quotes or Snippets of Inspiration,.
A Note about the Book Reviews
I tend to read a lot, and when I read a good management book, I tend to share a review on my blog. You can find them all published in my Book section. As with all reviews, these are pretty personal. I tend to write about management, leadership and organisation design books, but you’ll occasionally also find something that is loosely connected to this world.
I use a 5 star rating system that is totally personal, here the reasoning behind each of the ratings:
- 5 Stars (5 / 5): A Must Read. It is both great in content and provides and illustrates practical applications.
- 4 Stars (4 / 5): A Great Read. It provides great content but lacks an immediate practical application. Or it focuses on applications (for example case studies) that are not easily scalable.
- 3 Stars (3 / 5): A Good Read. The book contains some new good ideas but is either too narrow or too thin in terms of content research.
- 2 Stars (2 / 5): An OK Read. The book probably contains some good ideas, but either these are too generic or expressed inconsistently. There might be some incoherence and no trace of practical applications.
- 1 Star (1 / 5): Definitely a Bad Book. But you won’t see this happening often.
A word about Affiliates Links
My Book Reviews and occasionally some of my other posts, contain affiliate links to Amazon so that it may be easier for you to access the book more easily. If you click through and purchase the item, I will get a small commission. I don’t plan on making a living out of this at all, but it has the advantage of being able to route you to the nearest Amazon store and give you immediate access to the book, in case you’d wish to buy it.
Every Connection is a Gift.
Subscribe to my Newsletter
If you are interested in keeping in touch with this blog, don’t hesitate to subscribe to my Newsletter. Every Friday you will receive a digest with the article posted, and occasionally a dedicated content, reserved to subscribers only. You can subscribe at any moment.
I always hope this visit can be the start of dialogue as well. So please don’t hesitate to start a conversation by contacting me directly, or reaching out via Linkedin or Twitter.
You can find me on most Social Media. Feel free to reach out and join me there.
Every Feedback Counts.
Thank you for passing by.
Images used in this post (in order of appearance from the top), by Dayne Topkin, Franck V. , Jon Tyson , Kira auf der Heide and Wilhelm Gunkel. All from Unsplash.
I am more of those who design organizations. I am also a passionate supporter of business models and looking at organizations: here and now. It was with great pleasure that I met your blog (or rather a thematic portal). It’s nice that you emphasize the role of books in personal development and organization as a whole. The library (where we are supported by theory and case studies) and the ‘kitchen’ (where we talk about it) should be the most important places in the company. What do you think about it?
Thank you for the feedback! Books are for me something more than a personal development tool: they are the way to constantly challenge ourselves and stimulate curiosity. Which is also why I often review also books that in theory are not linked to Org Design. Or similarly, I’ve started adding a few poems on the blog.
I love you metaphor of “library” and “kitchen”. Or maybe, we can just have a kitchen, with the right amount of kitchen books and ingredients. With one important caveat: org design is not about applying the same recipe over and over, but rather getting the best possible plate with the available ingredients:-)