Dr. Charles (“Kalev”) Ehin is a recognized management and innovation dynamics authority.
An Emeritus Professor of Management at Westminster College in Salt Lake City, USA, Dr. Ehin has authored several groundbreaking management books, including Unleashing Intellectual Capital (Butterworth-Heinemann, 2000), which details how human nature supports or undermines workplace collaboration and innovation, and Hidden Assets: Harnessing the Power of Informal Networks (Springer, 2004), which explains why people can be physically controlled but not managed.
His newest book, The Organizational Sweet Spot: Engaging the Innovative Dynamics of Your Social Networks (Springer, 2009), pinpoints where the formal and informal elements of an organization overlap, and how that “sweet spot,” which he believes is where most of the productive work in an enterprise takes place, can be expanded.
He is also the author of Chapter 11, “Co-Evolving Relationships and Innovation Dynamics” in Intellectual Capital and Technological Innovation: Knowledge-Based Theory and Practice (IGI Global, 2010).
Dr. Ehin was born in Tallinn, Estonia but fled his native country during World War II when it was torn apart by Nazi Germany and the Soviet Union. His book, Coming Home (Lakeshore Press, 2011), is a graphic personal account of his experiences during and after the war in Europe.
In 1950, he immigrated to the United States, where he obtained a BA from Colgate University, an MBA from Syracuse University, and a PhD in Business Administration from the University of Oklahoma.
He joined the U.S. Air Force in 1960 and held several leadership positions including teaching at the Air Command and Staff College until 1980. Subsequently, he worked as an internal organization development consultant for E-Systems, Montek Division in Salt Lake City. He began his teaching career at Westminster College in Utah in 1983 where he also served as the first Dean of the Gore School of Business until 1990.
Dr. Ehin coined the term “UnManagement” in 1995 at a management conference in San Jose, California, in reference to the informal (as opposed to formal) management that occurs within all organizations through emergent social networks that develop organically among workers based on their unique predispositons, backgrounds and goals.