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...he is pointing to the weaknesses of all static (taxonomical?) organizational systems which try to fully aniticipate our future purposes during design time. But human intentions and purposes evolve and change ... thus rendering our organizational schemes useless (or at least less useful...) over time.
In this context I have found a heuristic model quite useful that is proposed by the "Center for LifeLong Learning & Design" at the University of Colorado. The "seeding, evolutionary growth, and reseeding (SER) model", holds that we should start with the creation of a seed which is not a fully realized system, then move into an evolotionary growth phase during which we simply try to carry out specific projects. It is very likely that during our project work new requirements and demands will surface which leads to further additions to our system. Afer a period of time we need to initiate a reseeding effort, which is a "deliberate effort of revision and coordination of information and functionality" (Fischer & Scharff, 1998). [Seblogging News]
This points out that there is an evolution to design of organizations, websites, etc., that starts with a seed, evolves and grows, and reaches a point where reseeding is appropriate. This is a natural process, and one I feel we should embrace as we move forward. Company names, missions, boards, volunteers, and even names can and will change. It is great when there can be a golden thread of consistency as it goes forward; yet, every company I have been involved in morphed and changed--often considerably--over the years. That is GOOD from my perspective.
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