Organizations evolve when their relational field shifts

It is being reshaped. For a long time, we have thought of attention as an individual capacity: to concentrate, stay focused, avoid distractions. When this capacity falters, the explanation is often the same: lack of discipline, lack of willpower, lack of training. But this view is reductive. And it risks being misleading. This is not a deficit. It is a change in context. The human brain is not designed for multitasking. Neuroscience makes this clear: attention is not parallel

It is evolving. For a long time, work has been framed as a choice between alternative models: in-person or remote, office-based or digital, old or new. The term hybrid work emerged from this logic of compromise. But this interpretation is defensive.It reflects the attempt to hold together what is changing without truly transforming it. It is not a sum. It is a transformation. Digital transformation is not an addition to traditional work, nor an intrusion that needs to be ma

They sponsor the group’s process. For a long time, delegation was understood as a simple distribution of activities: the manager assigns tasks, monitors execution, and evaluates results. A linear model. Effective in relatively stable environments. But digital transformation and networked work have changed the rules. Today it is no longer enough to distribute responsibilities. What is required is the ability to support the group as a collective actor. Delegating is not sponsor