Need to keep up, but if you speak to employers, a lot of them say ...
Social Media and Coaching ICF 2013
Social Media and Coaching:
Exploring the Connections
International Coach Federation
Johannesburg, April 2013
Why social media?
o Allows connection, sharing, learning, creating/collaborating
o Provide powerful tools for the „Age of Customer‟
o Must be aligned to your overall business strategy and goals
o Help you to work smarter not harder
o Explore essential word of mouth referral needed
o Moving from a push towards new technology to a pull – helps
us to what we need to, cleverly, easily
What does social media mean to
Why is it important?
The world of work
global - fewer geographical boundaries – shift of activity
from developed to developing markets – fierce
competition - fast paced – changeable - economically
less predictable - rapid tech advancement - free flow of
information - connected
The world of work
Skills, talent and productivity requirements to remain
competitive in global market
Only ½ Exec’s very confident they have the right talent meet strategic
goals (McKinsey 2010)
Need to manage diversity and transformation in the
workplace (BBBEE, EE)
Engagement and labour relations challenges
Engagement levels have dropped globally over the course of the
economic crisis. Citizenship behaviour dropped by over 50%, 1 in 4 high
potentials planned to leave their employer in 2010 (Corporate Leadership
Council, Engagement monitoring survey)
Our young people „disaffected youth‟
High performing organisations over
Effective leadership and high levels of employee
Employees become skilled at making sense of complexity
and are able to act on insights
Employer commitment to developing employee skills and
to achieving business objectives in innovative ways
Employees have tools at their disposal for
connecting, collaborating and learning
I am not going to predict the future of social networking. But
one thing for sure is that the progression of society and
innovation will be magnified.
What is crucial however is that companies and
organisations utilise these tools here and now, because
with this steady progression ... corporates need to keep up.
Memeburn, Tech Savvy Insight and Analysis
‘Gone are the work practices
that remain the same for long
periods, and going are the
formal learning activities to
support them, involving hours,
if not days, away from the
Change is now happening over months not years and according
to management guru Professor Gary Hamel of London Business
School, businesses must seek to be nimble, quickly learning and
innovating to ensure they are competitive. This means staff
connectivity to current and relevant information is becoming all
the more important. Dr Naomi Norman, EPIC
The world of work
To navigate these challenges, we need to build
organisations that are good at connecting, cocreating, learning, adapting, acting on insights and deep
engagement with customers.
Even still in today‟s typical workplace, 66% of all workplaces are
unoccupied, 85% of all stored paper documents will never be
used again, 50% of employees complain about working within an
uninspiring work environment.
And many still fear that opening access to social media will be
detrimental to productivity.
4,200 companies analysed
Social technologies are not a distraction – but a boon to
Not just about marketing and profiling
Focus on improved communications & collaboration within &
across enterprises, unlocking „dark matter‟ in inboxes, free up
expertise trapped in departmental silos
‘In a few short years, social technologies have given social
interactions the speed and scale of the Internet... people around the
world constantly use social-media platforms to seek and share
information. Companies use them to reach consumers in new ways
too; by tapping into these conversations, organizations can generate
richer insights and create precisely targeted messages and offers.
While 72 percent of companies use social technologies in some
way, very few are anywhere near to achieving the full potential benefit.
In fact, the most powerful applications of social technologies in the
global economy are largely untapped.’
The glass is not half empty, it is
The world of work is changing.
How will social media affect the role of coaches and the
way they carry out their work?
How will it affect the Profession?
Where people add value
Can be automated –
machine can do it
working in routines and
Human – a machine
unlikely to do this
purple cow (Seth Godin)
What role will the coach / mentor play in
MIT Leadership Framework
Four capabilities of leadership
sensemaking, visioning, relating & inventing
making sense of the business environment in
which your company operates; visioning; relating
to others; and inventing new ways to get things
Senge – leaders excel in one or two
Skills of the future
Being “proactive” or “taking charge” of your own learning is
more than learning as we know it.
It is about recognising that it takes place continuously and
Daily interactions with colleagues, customers, clients or
By being active in the fast moving flow of ideas and new
resources being exchanged in your professional networks
By keeping up to date with what‟s happening in your
industry or profession through a tailored stream of industry
How do you assist others with this?
Do you know what tools are out there to help?
How do you show up online?
We can use social platforms to connect, learn and share.
Social media offer more than marketing and profiling.
Build thought leadership brand through running
informed commentary in your niche area, keep
your finger on the pulse
Authentic, real, can be informal
Connect in a way that micro-blogging (Twitter) doesn‟t
Generate insight, co-create
Portal for surveys, polls, discussions
Few more platforms to explore
The Power of Social Learning
Social learning is a game changer for business.
Trends in learning tech to watch in 2013 include
video, mobile, gamification, cloud based systems including
learner management systems and MOOCs (massive open
It is essential to start moving up this learning change curve
by re-evaluating how we enable delivery of learning and
what we put into our programmes.
This has become an inseparable part of delivering on a high
What‟s the call to action for
We have powerful new tools at our
‘We can never know the totality of our
influence in the world, or what
conversations happen in response to our
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What‟s good for the goose, is not necessarily good for the gander.