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HBR/McKinsey M-Prize: Beyond Bureaucracy Challenge

Creating Inspired, Open & Free Organizations
Start
Finish
12/1/2011
Challenge Begins
12/23/2011
First Round Deadline
1/9/2012
Finalists Announced
2/29/2012
Final Round Deadline

Winners announced!

We’re thrilled to introduce you to the winners of the Beyond Bureaucracy Challenge—the second phase of the HBR/McKinsey M-Prize for Management Innovation.

 


 

All the finalists

Here are the 14 finalists:

 

The Beyond Bureaucracy Challenge seeks to advance progress on making organizations genuinely fit for human beings—more inspiring, open, and free. We invite management innovators from around the world in every realm of endeavor to share the most progressive practices and disruptive ideas around: 

  • Making organizations more inspiring and engaging: What does it mean to build an organization in which everyone is aligned by a deeply-felt sense of purpose—and in which management assumptions and practices inspire and unleash imagination, initiative, and energy from every quarter?
  • Developing an outside-in orientation: What does it take to eliminate the gaps between “sense” and “respond,” to inject the voice of the customer and other relevant stakeholders into every decision, and to make the insights and observations of every individual—from edge to edge—matter?
  • Managing without managers: How do we reduce the performance drag of top-heavy management structures, replace “manager-management” with a more agile self- or peer-management, and replace rigid hierarchy with a vibrant social system?

Read more about the Beyond Bureaucracy Challenge in Gary Hamel and Colin Price’s post.

Submissions may draw on secondary source materials but should be based primarily on first-hand experience or an original idea. In every case, be sure to credit all those who contributed to your story or hack and provide citations to external reference material. 

The Beyond Bureaucracy Challenge will unfold in two stages: a preliminary submission phase (Deadline: December 23, 2011) and a final round for several finalists or finalist teams (Deadline: February 1, 2012). 

All entries will be judged by our panel of leading management thinkers and progressive practitioners, including: 

  • Colin Price, director of McKinsey & Company
  • Gary Hamel, cofounder, the MIX, author of The Future of Management
  • Tom Malone, professor, MIT Sloan School of Management, founding director of the MIT Center for Collective Intelligence
  • Eric Hellweg, Editor, Harvard Business Review Online
  • Polly LaBarre, editorial director, the MIX, author of Mavericks at Work
  • Jim Whitehurst, CEO of Red Hat
vivek-pai-kochikar's picture
Employees’ hidden talent can give wings to an organization. Too often, management itself is the obstacle.
By Vivek Pai Kochikar on December 19, 2011
dan-oestreich's picture
No organizational design is perfect.  Whether hierarchy, meritocracy or some other form, there will always be a part of human genius and experience that escapes these idealized human creations.
By Dan Oestreich on June 13, 2011
karl-kammerer's picture
What if you could have strong ties of trust within your organization?  What if you didn’t miss opportunities to add value because you are always in the know?   Let’s put down our copies
By Karl Kammerer on June 7, 2011
rahul-kumar's picture
Bureaucracy today has become a disreputable word for us, but bureaucracy was born out of a need to manage resources as organizations progressively became larger in scope.
By rahul kumar on December 1, 2011
stephen-remedios's picture
As the proportion of Millennials in the workforce increase, management is going to have to adapt to the demands of this unique cohort.
By Stephen Remedios on November 2, 2011
john-roth's picture
Stop and imagine for a moment that there may possibly be a naturally unfolding, emerging awareness, which is currently influencing commercial, business interactions, but also influencing more general
By John Roth on December 11, 2011
keshal-sookha's picture
“Leadership days”? These would involve rearranging the organisation for a day so that managers can relinquish control to an employee one level down in the hierarchical structure.
By Keshal Sookha on October 18, 2011
phil-eastman's picture
It troubles me that it will only take a few hundred words to share the profound reality that leadership is inextricably tied to individual character.  Such an important subject should take volume
By Phil Eastman on November 13, 2011
abhijeet-sharma's picture
Entropy: a hypothetical tendency for the universe to attain a state of maximum homogenity in which all matter is uniform..Among all matter, gases have the highest entropy, they don't have a p
By Abhijeet Sharma on October 14, 2011
cesar-malacon's picture
As management have remained unchanging for the last 60 years, companies continue struggling to fully “use” the best capabilities –and intentions - of their employees by eternally trusting in an organi
By Cesar Malacon on October 21, 2011
stephen-remedios's picture
If I asked you a make a list of high performing teams - the kind that deliver world class results under tremendous pressure every day, chances are, a management committee wouldn't feature.
By Stephen Remedios on November 1, 2011
peggy-liu's picture
Blueprint for Impact is an open innovation platform that provides a systematic way to break down society's challenges into a set of measurable goals and actionable steps - an “agenda for action”.
By Peggy Liu on December 15, 2011

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