Cross-pollination of ideas in a cross-cultural context occurs in open-boundary organizations and is critical to innovation, sustained success and even organizational survival. At the individual level, we are talking about those men and women who are cosmopolitan in their perspectives as compared to those who are parochial in their perspectives on life and the world. The cosmopolitans create and live in a world of open boundaries. These are the early adopters in the diffusion of innovations. (Rogers , 2003)
We see the increasing viability of open boundary systems in the flat world made famous by Thomas Friedman (2007). Clearly with the Internet and globalization of many markets, there is the need for more open boundaries. However, as I mentioned 20 years ago in The Postmodern Organization (Bergquist, 1993), the challenge of open boundaries is the need for some “glue” that holds the organization together. This glue can be found in the clear and compelling mission, vision, values and social purposes of the organization, in the strong and enduring culture of the organization, or (sadly) in the absolute control exerted by a central leader or C-Suite coalition of leaders.
The flat world of Thomas Friedman is filled with many additional challenges–including the emergence of Power Law dynamics in the Internet-based markets of our 21st Century world. In many instances, the market for specific products or services has expanded at an exponential rate (the Power Law in operation)—or collapsed at an exponential rate (also exemplifying the Power Law). As Taleb (2010) has noted in The Black Swan, a few products (books, technologies, etc.) and a few websites tend to account for most of the sales and traffic on the Internet. Furthermore, the tides created by these sales and Internet traffic tend to ebb and flow quickly and in unanticipated ways.
Thus we find that temporary dominance and centralization will distort the open boundaries described by Friedman. The Power Law calls for new perspectives regarding the migration of ideas, people, products and services in our 21st Century world. We find the promise of diffusion and equity via the Flat World tempered by the challenge of temporary (or long-term) dominance and centralization in the global marketplace.
Applications: In order to promote organizational innovation, the coach should encourage her leader client to focus on the creation, identification, clarification and/or institutional-embedding of mission, vision, values and social purposes. A coach should also encourage and guide her client in the appreciation, honoring, strengthening and use of the existing culture within their organization, recognizing its value as a source of stability and coherence in their organization. Furthermore, the coach should encourage her client to gain a cosmopolitan perspective (learning about and visiting other organizations and geographic regions), as well as encouraging her client to find ways for other members of their organization (especially mid-managers) to gain this cosmopolitan perspective. The coach should also help her client recognize the need for contingency planning in their organization in response to the rapid, complex, and unpredictable Power Law changes that can occur in the marketplace and environment in which their organization operates.
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