Happy Monday!
Welcome to our Social Business Coffee Break on one of my favorites! The importance of key leadership is crucial for great Adoption!
Tell me what you think!!
Tag: BLOGHER (Page 14 of 14)
I love the concept of systems of engagement and systems of record. These systems of engagement have a need for a diverse range of information from traditional systems of record to new sources such as social media, machine data and enterprise content.
How does Big Data enable this shift?
The new era of computing is built on a foundation of big data, where:
- All data is harnessed for its full potential to power new insights, policies and actions across the organization – both internally and externally.
Analytics helps you understand and anticipate, giving you the conviction to act
- Descriptive data describes ‘who” the customer is and typically refers to information such as age, billing address, preferred contact method etc, and often use geo-demographic information as well
- Behavioral data describes what a customer has acquired and refers to the raw transactions that the customer executes including orders, payments, usage etc, and how they use products and services. This also includes Sensor data from instrumented devices and systems, for example, your cellphone.
- Interaction data describes “how” the customer interacts through all the touch points including email, chat and the notes from contact centers – this typically includes a high proportion of unstructured data (enterprise content)
- Attitudinal data describes how customers think and feel – gives insight into the “Why” (i.e. motivation) – social media is a rich source of attitudinal data along with other sources such as surveys
To turn the mass of global conversations in social media into Useable Insights can improve results in marketing, sales, customer care, product development, and more
A smarter workforce looks for Resume 2.0!
A company that demands a smarter workforce uses great techniques to acquire the best skill. Using innovative techniques to find the right people for the right roles, assessing culture fit before investing and offering compensation plans that motivate and build loyalty as well as the overall brand are attributes of this type of company.
Anyone who wants to work for a top company needs to work on their Resume – but Resume 2.0! 64% of employers are logging onto social networks to examine profiles of candidates.
So what does a Resume 2.0 look like? What should you think through?
- Professional-ize your image (your picture and working)
- Secure Yourname.com
- Make your e-mail @yourname.com
- Ensure your paper resume links to web — mixed mode works best!
- Develop your own personal brand document to ensure all you do online fits that brand!
- Add a Twitter widget to bring freshness
- Add a Podcast on your capabitilities
- Video cast as video is the most trusted media
- Slideshow of your character and experience
- One of candidates sent me “The Brand of Jia” as her resume. It was amazing!
What else would you recommend if you are hiring people? What’s your best practice?
One of the emerging trends my clients are telling me about — as they adopt social business and really embed social in their business processes — is the idea of a “Smarter Workforce.”
One attribute of an organization with a Smarter Workforce is the way they build their teams.
The way we recruit people has certainly changed. It wasn’t that long ago that the Sunday newspaper came thick with job want ads, since recruiting in those days meant lots of expensive advertising and endless rounds of interviews. The advent of online job postings streamlined that process for sure, and saved a lot of trees, but there’s an even newer trend we’re seeing, as social business works its way into the business processes of leading organizations.
Especially at one end of the job market — when you’re after recent graduates and people in the earlier stages of their careers — newspaper ads won’t reach them, and even online job postings are just “meh.”
My most successful customers tell us they need to attract talent, not recruit it, and there’s a big difference. I think social is that difference. Do you agree?
Attracting top candidates is more than just awareness — sure they know you’re hiring, but now what?
The trick is to attract the right candidates, who have the strengths, career aspirations and personalities your org needs to succeed — and them match them with the right roles, the right parts of your org, and the right place in your organization’s culture.
What do you do at your company? How do you find the right candidates? How do you use social to match the people you attract with jobs you and they want?
The Marbles have 300% more surface area!! So what does this have to do with Social?
Your voice gets magnified the more people in your network. Your POV and listening impacts the best solution.
Take a look at this picture where you have a tiered Marble impact. The upper tiers have impact and have direct linkage and work with a Social Business Manager. The term “brand ambassador” has been a round for ages, but do we really want to create brand ambassadors? The analogy isn’t quite right. Nor do we want to put pressure on people to mindlessly share content on their personal networks. So you need a bit more of a nuanced approach. An intentional social enablement system!
IBM has been working on a bunch of different enablement tiers that create an ecosystem of social enablement for IBMers. Starting with a foundation of guidelines and policy – see our Social Business Coffee Break from yesterday blog post! – and moving up to general education about social media, cybersecurity and reputation for all IBMers in the Digital IBMer hub. From that tier, IBMers can move into the Forward Thinker Program which enables them to be surfaced on ibm.com and other external experiences – and also to be identified for the IBM Select program, which is a small group of high-tough, bespoke plan enablement for the top tier. All of this is managed by people from many different areas within IBM – the social business managers…we’re not suggesting that we create a whole department of social business managers, but this is definitely an emerging set of skills that people need!
I’d love your thoughts on this approach!!!
I love to multi-task and social really enables me to do more than one thing at a time.
However, the study by (Visual.ly) showed that
- The typical worker is interrupted once every 28 minutes on average.
- 28% of the average work day is spent on interruptions and recovery time.
- 45% of workers believe they are expected to work on too many things at once.
- And tasks done in parallel take on average 30% longer to complete than those performed in a sequence
So what are my secrets to getting more done with social:
- I schedule social time in. 15 minutes at the start of the day, middle and end so that I can focus on listening and learning.
- I plan my social calendar. On the weekend, I plan my blogs my subjects to focus on, and even the tools of the week.
- I focus on what’s important with social analytics tools that help me sort through the rivers of information.
- I focus on the relationships and engagements.
- I love experimenting and look for surprises and learnings in everything (like see my last blog on the Ducks!) If you don’t look, you won’t see it!
What would you add?
We began a journey of the Top 10 best Social Business Adoption Practices!
Here is best practice #2 — Customizing the experiences! The experience is part of helping people to learn to work differently. It appeals to the person to help them be more productive and efficient — in essence , it helps them work the way they want to work!
I’d love to hear your comments on this adoption best practice!
Have you set your New Year’s Resolutions yet? I am still working mine but today as I sat down with one of our clients, and his New Year’s resolution was social leadership.
What does a Social Leader look like? Act like?
Here’s what we agreed were the top 10 attributes (thoughts?)
- Transparent
- Non believer in silos
- Authentic
- Likeable
- Collaborative
- Comfortable with fast decision making
- Explorer of new tools
- Active in both internal and external networking
- Actively looks for new ideas from employees and clients
- Passionate about engagement and dialogure
Would this challenge to be a great social leader in 2013 be a New Year Resolution for you?
How can I help you?!
While at BlogHer, I had the opportunity to meet with Michelle Stern, author of The Whole Family Cookbook. It was great to hear her story of how her small business is leveraging Social to grow into a Social Business on many fronts!
If we look at our Social Business Agenda, she has really focused on doing this right!
So how did she leverage Social? Let me try to frame it as the A-G-E-N-D-A!
She Aligned her corporate goals to the social business vision. The soul of the recipes are from social networking sites!
Her focused on Gaining friends by targeting those who have common interests with her company What’s Cooking for Kids. Her target of course are those who love to cook, and involve their kids.
She engaged her Fans through a number of ways. For example, she involved them in her process of writing her book. Once the book was finished, she put together a pdf sample of the book and put it on facebook – as a bonus for people who join the community. In a matter of days, she grew by several hundred people and has great engagement and excitement of cooking with kids! And now that the book is actually for sale, she has an amazing group of bloggers doing reviews and giveaways — they are her brand advocates! Village Harvest Rice also sponsored an incredible movie trailer for her new book. It helps people to get to know me better and understand where the book is coming from. Check it out here! http://whatscookingwithkids.com/landing/the-whole-family-cookbook/
(Social) Networking her processes, even as a small business, she decided that her “product development” process would be social. What’s her product development? Developing recipes of course! All of the recipes in her book were tested by members of her facebook community (www.facebook.com/whatscookingkids).
Analyze the data! Traffic to her site has gone up by 40% and the Facebook community has grown 50-100 people a day for the past few weeks. All of these in process metrics are helping her grow her book sales, and cooking classes!
I get lots of questions on can this work for a Small Business…..Michelle is a great example of how a small business can leverage the power of Social Business. Michelle certainly has! (Also, check out the new book she has .. I bought it and my daughters have been engaged in learning how to cook! I love the keys to which recipe steps are for which age children!)
Fiskars! 360 year old brad is the second case study at BlogHer. Three talented women spoke: Angela Daniels,
Carrie Woodward, and Suzanne Fanning
How did social media start at Fiskars? They started with what do people think of when they think of the brand Fiskars. They wanted to build an emotional bond with Fiskars.
They decided to go after the passion about scrapebooking and sharing their lives. Fiskars used Brains on Fire to find 5 people that are passionate about scrapebooking. It was kind of like like American Idol!
They found 5 top women and brought them up to Fiskar to teach them about Fiskar’s products. They met with all the key folks there and they were able to “play” with the materials for scraping! We got to see our business through their eyes. These women were so excited to see the building, the development, and it was that moment of seeing their excitement that I knew we had done the right thing!
Now, they paid their advocates because of the amount of time they would spend on this project of blogging about the Fiskars products. They paid them for 20 hours, but they loved it so much they did more than 80 hours. They were clear in their disclosure on the blog itself. They are not paid to positively blog about the company. They are paid to plan contests, crafts, and projects.
Interesting point to this case study. They created Fiskar- Teers! They gave these cool and different scissors — so that even when someone didn’t want to talk about the Social Network and Blogs on Fiskar, people would ask…where did you get those scissors? (Note over 60K comments about the coolness of the scissors!!)
The Fiskateer site launched in 2006! They wanted 200 people to talk about their products. They had 200 within the first 24 hours. 1100 by the end of 2006 and today they have over 6417 active Fiskateers — 70 countries and all 50 States!!!
Gallery of pictures gets 11K comments, and 7K uploads of pictures of the work itself.
Fiskar increased their brand image a lot! 600x mentions in other sites outside their own site!!! WOW!
Fiskar started this as a PR action. However, now they use the information in product development, marketing, and service and support.
Another great case study! Stores that had Fiskar participants had 3x the sales for the company!!
They are using as well in some of their other areas. Examples included teacher community but not a special group.
Their best advice…they did this from the grassroots effort. They did a countdown to the FiskarTeer launch! They had 24K visits in the first day! What did they do to get people there? They did a grass roots effort. They reached out to those who were excited about their program.