nyord

You’ve been using ChatGPT all wrong. Why settle for an assistant when you could have a team? You know ChatGPT.? You use it.? Every day (like me).? Or maybe you use Claude, Perplexity, or Co-Pilot. And you probably use it like everyone else:? You ask. AI answers.? Summarize this. Find that. Inspire me today. It works. No doubt. But honestly? That’s last year’s news. Time for an upgrade. I recently listened to Brice Challamel from Moderna talk about how they rolled out LLMs across the company (Link in the comments). He shared the following insight: Every individual is actually a team of five. Who’s on your team? ? You, the human. ? Your assistant. ? Your coach. ? Your expert. ? Your creative partner. You and your four AI-avatars, which bring specific talents to the table.? Together, you should form a powerful team to tackle challenges. Sounds amazing, right? One big problem: Your AI isn’t actually a team. Your expert doesn’t talk to your coach. Your assistant ignores your creative partner. Each AI only talks to ?????? — one-on-one, in isolation. That’s not collaboration.? That’s just five separate conversations. Imagine this instead… You’re in a room with your AI colleagues, brainstorming: ? How to set better personal priorities. ? How to sharpen your professional skills. ? How to negotiate your next raise. A real back-and-forth discussion.? Ideas stacking. Perspectives clashing.? Like a real team. A real team?? Make it bigger. Picture 10 humans + their AI-powered teammates tackling big, gnarly problems: ? How do we allocate resources next quarter? ? How do we work twice as efficiently? ? How do we innovate faster than ever? This isn’t science fiction.? It’s 2025. And this is what we’re building with nyord. We call this "Synthetic Co-Creation". A kind of seamless collaboration between humans and AI-generated avatars. And an opportunity for real co-intelligence. But before I get too carried away — what do you think? ?? or ?? — and why? #cocreation #futureofwork #humancentric

Evolution of working together goes like this: ??? Communication ?? Coordination ?? Collaboration ? Co-Creation (> Nyord today) ?? Co-Intelligence (> Nyord soon) #futureproof #learningorganization

What’s really going on in your organization? With Nyord, groups can capture tensions anonymously and in real time – so emerging issues surface before they escalate. No need to wait for a meeting to find out what’s brewing. A built-in sensor for your organization.

Centralize. Decentralize. Repeat. (Or... Maybe Don’t?) If you’ve ever worked in a large organization, you know the pendulum swing. I’ve felt it too. Take service sales — a space I know well. When we decentralized, things moved fast. Teams worked closer to customers, deals closed quickly. But cracks showed. Two teams pitching to the same client on the same day? Not cool, but it happened. Sales materials multiplied, and no one knew what anyone else was using. Chaos. So we centralized. One global function. Clean and orderly. No duplication. No overlap. But speed? Gone. Flexibility? None. Local flavor? Get in line. Customers lost patience. Innovation dried up. And back we swung. Decentralize again. It feels like a never-ending cycle, doesn’t it? But the struggle is over. Decentralization has won. Permanently. ?????? ???????? ?????? ?????? ???????? ?? ???????????????????? ???? ??????????????????: Centralized systems can’t handle the pace of today’s fast-changing environments. By the time a decision gets through the chain of command, it’s obsolete. ?? ?????? ???????????????? ?????????????? ?????? ??????????????: People now value ????????????????, ??????????????, ?????? ?????????????? over titles and perks. Give them ownership, or watch them leave. ?? ?????????? ???????? ?????????????? ?????? ????????: Collaboration and coordination no longer require hierarchy. Apps, platforms, and instant communication allow seamless teamwork without needing everyone in the same reporting line. ???????? ?????????? ?????? ???????? ?????????????? ? ???????????? ???? ??????????????: Teams at the edge have real-time insights. ? ???????????? ??????????????????: Decisions happen where the action is. ? ?????????????? ??????????????????: Experts closest to the problem solve it best. ???????? ?????? ???????? ?? ??????????????: Focus on long-term strategy instead of daily operations. ?? ??????????????????????: Empowerment leads to engagement, ownership,? adaptability ????????????????????????????: Evolve and adapt continuously. Keep what works, skip the rest. ?????? ???? ???????????????? ?????????????? ???? … ?? ??????????????????, ??????????, ?????? ??????????????: Let go of the urge to approve every decision. Hand it to the teams who actually know what’s going on. ?? ?????? ???????????????? ???? ??????????????????????????: The world is too complex for centralized management to keep up. Trust your people to make the right calls. ?? ???????? ???? ??????????????????????????: Yes, decentralization brings variation. But with transparency and shared principles, the system will self-correct — and the best ideas will rise to the top. Breaking the pendulum isn’t easy. But when we trust the edge, we create something far better: an org. that’s adaptive, resilient, and endlessly innovative. So, are you ready to let go? _________ Christian is the co-founder of nyord, a space that scales meaningful conversations from the edge to create solutions for everyone.

?????????????? ???????? ?? ??????… ?????? ?????????????? ?? ???????????? It’s survey season. Your HR team is buried in preparations: drafting questions, setting up systems, chasing approvals, and planning campaigns. Exhausted, you and the team head out for an after-work drink. At the bar, the waiter asks what everyone wants. The first person orders a beer. The next follows suit, and soon, most of the group has ordered beer. One person chooses wine. Then the last person speaks up: “A friend told me you make the best margaritas in town. Since it’s the first day after Dry January, I’ll take one of those.” This changes everything. The first person reconsiders: “If it’s not too much trouble, I’d like to change my order to a margarita.” Others follow: “Me too.” “Make it a pitcher so we can all share!” Only the wine drinker holds firm. ?????? ?????????? ???????????? ???????? ???? ?????????? ???????? This moment captures the essence of human communication. In small groups, we share ideas, listen, and shift our perspectives in an instant. One suggestion can suddenly become the group’s favorite as we explore consensus and challenge each other’s views. It’s fluid, collaborative, and effective.? And very natural. ???????? ?????? ???????????? ???????? ?????? ???????? But scale this dynamic to a large group, and everything changes. The most frequent thoughts are mistaken as the most important ones. In the margarita example, the waiter would never uncover the margarita idea in a group of hundreds. Surveys, word clouds, and algorithms would all point to “beer” as the overwhelming favorite, simply because it’s the most common response. Without conversation, mutual feedback, and recalibration, what’s popular overshadows what’s powerful. ?????? ???????????? ???????????????? ???????????? ?????? ???????? Mistaking frequent thoughts for important thoughts is how most organizations inform decisions impacting many people. Annual surveys, weekly pulses, and feedback systems amplify what’s common, not what matters most. In a room of real people, you’d instinctively focus on what resonated with the group. You’d notice how people’s thinking evolved as they engaged with each other’s ideas. You’d see which thoughts gained agreement, which sparked debate, and what ultimately stood out as most important. ???????? ???????????????? ?????????????????? ???? ?????????????? ?????????????????????????? If your organization still counts responses, analyzes trends, or mistakes frequency for meaning, it’s time to rethink. Real insights emerge when you scale the essence of small conversations — dynamic, collaborative, and resonant — across your organization. The lonely margarita reminds us that connection, not counting, is where true value lies. _____________ As we all stand at the shoulders of giants: “Margarita Thoughts” is from Dave MacLeod's book ?????????????? ??????????????????????????. It's a key inspiration for us at nyord. If your surveys feel flawed, read it.

We’re usually more comfortable talking about what we do, not about ourselves. But today, we’re starting from the beginning – with a glimpse into our origin story.

We've introduced a number of feature updates to make co-creation more engaging. From allowing participants to track their progress via the new "Activity Counter" to giving facilitators the ability to set contribution goals, these features are designed to help the group stay engaged and make effective use of their collective intelligence. Curious to learn more? Read the full article here.

Ouch. Why the heck did this happen? Again! Failure feels bad. ????????????, ???????????? ??????. It feels even worse when others can see it happen. Because ?????????? is one of the most powerful negative emotions. This is why ?????? ???????????????? ???????????????? ???????? ???????? than successes. Actually, that's ???????? ????????. It means ???????????????? — through negative experiences, yes, but with a ???????????? ???????????? ??????????. So how can failure become ?? ?????????? ?????? ???????? in an organizational context? 3 ?????????? ???? ?????????????? ?????????????? ?? ?????????????????? ???????????????? ?????? ???????????? ?????????????? ???? ????????. - Frame failure as feedback, not a setback. - Shift focus from avoiding mistakes to making work better. - Celebrate lessons learned, not just outcomes. ?? ?????????? ???????????????????? ?????????????? ????????-????????????. - Create a safe space for calculated risks. - Reward creative problem-solving efforts. - Normalize sharing ideas before they’re perfect. ?? ?????????? ???????????????????? ?????? ????????????????????????. - Encourage reflection after setbacks. - Allow teams to pivot from challenges. - Highlight success stories born from past failures. 3 ???????? ???? ???????? ???????????? ???????????? ? ?????????????? ???????? "????????????????????????" ?????????? ??????????. - Set clear boundaries and what's safe to try. - Be transparent about risks but encourage experimentation. ? ?????????? ???? ????????????????, ?????? ????????????????????. - Treat mistakes as valuable information. - Use failures to reflect, learn, and grow. ? ?????????????????? ???????????? ????????????????. - Make it safe for your team to speak up. - Create spaces for open conversations and retrospectives. ?????????????? ???????????? ???????????? — ???????? ?????????????? ?????? ?????????? ??????.? The more failures you get your hands on, the faster you evolve.? Promised ??. _________ Christian is the co-founder of nyord, a digital space designed to scale meaningful conversations and co-create solutions that help organizations work better together — like growing from failure.

Is Your Organization Keeping Pace? Or Just Keeping Busy? The world keeps ????????????????. Through booms and busts, but steadily. Hey there, VUCA. ???We’ve missed you. Is your organization keep up to the game?? ? Complexity isn’t the problem.? ? Outdated mindsets are. No, not just by using the latest tech. That’s too easy. By evolving the ways of how your people ???????? ????????????????.? The real challenge? Evolving ?????? ???????? ???????????? ??????????????????????, ????????????, ?????? ?????????? ????????????????. Curious? Let’s break down where we’ve been — and where we ?????????? go next.

Does your digital workspace feel like a ghost town? It doesn’t have to. Here’s how to fill it with life. Many collaboration tools struggle to motivate participation – people often hold back, feeling their ideas might be overlooked, judged, or simply lost in a flood of existing inputs. That’s where our “Give to get” feature steps in to change the game. From the very beginning, “Give to Get” was designed to do things differently. We made it a default setting to restrict the visibility of inputs, ensuring participants could only see others' contributions after they had shared their own. It felt unusual to many of our customers, but it quickly became one of the most interesting and most liked aspects of our tool. Now, we’ve expanded this feature to give facilitators new options to suit different situations and group dynamics: ?? Unlock after any post: Inputs become visible once a participant makes their first contribution. ?? Unlock after posting in all categories: Participants must contribute across all categories, like ‘Challenges,’ ‘Effective Practices,’ or ‘Room for Improvement,’ before they can view others' inputs. ?? Unlock after [X] participants contribute: Set a number, and inputs remain hidden until that many people have participated. Why does this matter? When participants know they need to engage to access others' thoughts, it transforms the dynamic. Everyone feels encouraged to share, not just to observe. It makes digital spaces feel alive and engaging, bringing out richer, more diverse insights. That’s the power of “Give to get” — and why our customers love it. ?? Curious to see how this can boost engagement in your team? Get in touch to learn more about joining our closed beta! ?? Connect with us to learn more! #nyordupdate #organizationaldevelopment #agiletransformation #futureofwork