Onboarding - Revision history

TiberiusB at 21:42, 27 August 2025

2025-08-27T21:42:51Z

TiberiusB at 16:46, 9 February 2024

2024-02-09T16:46:31Z

TiberiusB: /* Dealing with unknowns */

2023-09-06T18:37:20Z

Dealing with unknowns

TiberiusB at 16:30, 7 April 2022

2022-04-07T16:30:12Z

TiberiusB at 15:28, 7 April 2022

2022-04-07T15:28:49Z

TiberiusB at 14:49, 7 April 2022

2022-04-07T14:49:49Z

TiberiusB at 20:25, 24 March 2022

2022-03-24T20:25:55Z

TiberiusB: Created page with "Integrating new agents into an organization, OVN or other. Part of a larger capacity building process composed of Outreach --> Onboarding --> Orientation --> S..."

2022-03-24T20:25:30Z

Created page with "Integrating new agents into an organization, OVN or other. Part of a larger capacity building process composed of Outreach --> Onboarding --> Orientation --> S..."

New page

Integrating new agents into an organization, OVN or other.

Part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]

← Older revision		Revision as of 21:42, 27 August 2025
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−	The process of integrating new [[agents]] into an organization, ~~OVN or other~~, so that they can take productive action.	+	The process of integrating new [[agents]] into an organization, to shorten their adaptation time, so that they can take productive action.

@@ Line 4: / Line 4: @@
 Onboarding is part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]
-Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a participant or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).
+Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a [[participant]] or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).
 Onboarding is part of a larger [[capacity building]] process that includes [[Outreach]] --> ''Onboarding'' --> [[Orientation]] --> [[Support]] --> [[Animation]]
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 Traditional spaces welcome new agents at the bottom of a scale, presenting them with a process to move up. As such, the first feeling is being worthless. In other words, these environments put forward "zeros and minuses" and provide processes to move the agent into the pluses, i.e. need to learn, to prove, gain reputation, acquire rights, generate wealth, etc.
-We advocate environments of pluses (not minuses), that allows people to recognize or discover qualities and strengths. An environment that encourages participation.
+We advocate environments of pluses (not minuses), that allows people to recognize or discover qualities and strengths. An environment that encourages [[participation]].
 We also advocate for environments that express (make explicit) a multidimensional wealth (new forms of wealth) and that are flexible enough to establish new flows using signals from the edges. Spaces where you don’t start at zero and need to rise up to a given level to be enabled as a productive agent, an environment where you already are enabled by recognizing that you have potential based on what you carry with you.
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 =Dealing with unknowns=
-Most traditional onboarding process out there are built on a pattern of ''matchmaking the [[agent]]'s offers with the organizational needs''. Open organizations are also sensitive to fact that voluntary participation is only possible if the organization caters to [[agents]]' needs. Therefore open organizations (communities and networks) improve the previously mentioned pattern by reversing the relationship: ''matchmaking the [[agent]]'s offers with the organizational needs, and viceversa''.
+Most traditional onboarding process out there are built on a pattern of ''matchmaking the [[agent]]'s offers with the organizational needs''. Open organizations are also sensitive to fact that voluntary [[participation]] is only possible if the organization caters to [[agents]]' needs. Therefore open organizations (communities and networks) improve the previously mentioned pattern by reversing the relationship: ''matchmaking the [[agent]]'s offers with the organizational needs, and viceversa''.
 Platform type organizations use a market pattern, where agents with needs and wants are put into contact and transactions among them are facilitated. Some open organizations can also implement such market patterns.

← Older revision		Revision as of 18:37, 6 September 2023
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	We advocate for a ''wayfinding'' approach (closer to p2p) rather than a ''waylaying'' (quest, you are a zero, ambushed) approach.		We advocate for a ''wayfinding'' approach (closer to p2p) rather than a ''waylaying'' (quest, you are a zero, ambushed) approach.
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		+	=Hierarchy of awarness=
		+
		+	New comers have immediate access to the first bottom layers, but limited access to to top layers. the on-boarding process must provide access to the higher layers, so that there can be better coordination between actors.
		+	[[File:Screenshot from 2023-09-06 14-24-43.png\|thumb\|Hierarchy of awarness]]

@@ Line 5: / Line 5: @@
 Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a participant or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).
 =Design=
 Designing the onboarding of an organization is about designing an experience, a jurymen, a path.
 It is important to use a language that fits the context. In time of transition confusing language is used, as new languages are in formation and terms can acquire different meanings. This can create cognitive dissonance / interference and hinder understanding. For example, in the context of open networks people use terms like ''user'', ''client'', ''service'' in ways that refer to or to proprietary platforms or to traditional organizations and economic models, corporations.

← Older revision		Revision as of 15:28, 7 April 2022
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	Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a participant or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).		Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a participant or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).
		+
		+
		+	=Design=
		+	Designing the onboarding of an organization is about designing an experience, a jurymen, a path.
		+
		+
		+	It is important to use a language that fits the context. In time of transition confusing language is used, as new languages are in formation and terms can acquire different meanings. This can create cognitive dissonance / interference and hinder understanding. For example, in the context of open networks people use terms like ''user'', ''client'', ''service'' in ways that refer to or to proprietary platforms or to traditional organizations and economic models, corporations.

@@ Line 1: / Line 1: @@
-Integrating new agents into an organization, OVN or other.
+The process of integrating new [[agents]] into an organization, OVN or other, so that they can take productive action.
-Part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]
+Onboarding is part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]
+Onboarding relates to the experience of an [[agent]] when it first comes in contact with the organization and the journey of this agent from being an outsider to being a participant or [[contributor]]. First, onboarding is sensitive to the type of [[agent]] and its potential role in the organization. Secondly, onboarding depends on the [[organizational structure]] and its environment ([[physical environment]] and [[digital environment]]).

← Older revision		Revision as of 20:25, 24 March 2022
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	Integrating new agents into an organization, OVN or other.		Integrating new agents into an organization, OVN or other.
		+

	Part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]		Part of a larger [[capacity]] building process composed of [[Outreach]] --> Onboarding --> [[Orientation]] --> [[Support]] --> [[Animation]]
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		+
		+	To be developed further...