Creating a Vibrant Social Network Employees will Love
Creating a Vibrant
Employees Will Love
Socialcast and Change Agents
Worldwide present a Webinar
MAY 2014 Twitter hashtag: #SCNow
Joachim Stroh has been on
the traditional information and
knowledge management track
for more than 15 years before
shifting gears and moving on
to the people side of things,
always bridging the gap
between business and
technology (he is an architect
at heart). A master with
visualizations, he finds the
best metaphors to seek a
better understanding and to
get more people involved.
Bound to change the world by
changing the way we work. As
a father of eight fabulous kids
and husband to one
beautifully amazing wife,
Kevin Jones only has time for
the best things in life - no time
for the mediocre. His focus in
life is to lead others discover
their "WHY" and to help them
create the environment to
make it all possible. He
consults, speaks, makes
videos and challenges people
to make their work life
Joachim Stroh, Speaker
Kevin Jones, Speaker, Co-
Simon Terry is a consultant,
speaker and board advisor
who helps organisations adapt
to face the changing future of
work through adaptive
leadership, design thinking,
learning, innovation and
leadership for the network era
is essential to make work
more human and to realise
the potential in people.
Simon Terry, Speaker
Our conversation today
● Introduction: The Journey
Through Adoption to Value
● Policies: From Managing
Risks to Enabling Leadership
● Launching an ESN: Hard
vs. Soft vs. Targeted
● Building Adoption:
Towards Higher Rates of
Adoption Through Exaptation
Not the Risks You are Looking For
Posting wrong things
Way to Work
● Use the same policies and
rules as apply in the
workplace or other
● Leverage your normal
● Use performance
Add What is
● Confidentiality and Privacy
● Industry requirements
● Geographic requirements
● The community knows what
● What to do & What not to do
● Community champions can
lead, educate and guide the
Towards Higher Rates of Adoption
Through Exaptation and Adaptation
The Fallacy of
● We are masters of crafting elaborate
communications and technology roll-
out plans that carefully align with
normal employee distributions:
○ The Technology
○ The Generation Curve
● YET, despite all the planning efforts
and line-up of resources, adoption is a
hard problem to solve.
● How can we increase adoption rates
and remove the dependence on time?
The Technology Adoption Curve
typically invested in the
early stages to ensure
sufficient momentum is
gathered. Time and
resources are of
The Generation Curve
typically targeted to
satisfy the different
with different kind of
messages. Time and
resources are of
● Adaptation is not about the
survival of the strongest or the
most intelligent; it is about who is
most adaptable to change.
● Example: a peppered moth
survived and thrived in an
industrialized Britain due to
adaptation of its appearance.
● In our context, organizations can
adapt if the internal or external
threat is clearly recognized, fully
understood and communicated.
● Exaptation refers to shifts in the
function of a trait during evolution
(nature overturning a feature
● Example: bird feathers may have
evolved for temperature
regulation, but later were found to
be a lot more useful for flight.
● In our context, employees can
find new and unexpected uses of
new technology, exapt a new
feature and cause a spike in
A New Kind of Adoption Curve
commonplace is a
well defined and
understood is it?
● If the technology has the capability to bring people
closer together, then make use of it.
● Don’t shy away from creating a social movement within
the enterprise with self-selected champions and self-
● This obviously works well for early adopters and groups
that are already very familiar with social media on a day-
This is nothing new.
● If the technology has the capacity to find new uses
beyond the originally anticipated one, make use of it.
● Sometimes the new use is inherent in the software
(similar feature, done more effectively), sometimes the
new use needs to be carved out (exapted).
● This obviously works well if the software allows for a
certain degree of freedom and the users are allowed
for a certain degree of experimentation.
This is a new opportunity.
● If you have the means of carrying out structural changes
(example: change a policy to support cross-departmental
work or change a procedure to openly communicate
performance goals), make use of it.
● Make it clear that the organization needs to take concrete
measures to adapt at this point, or the survival of the
organization or unit is at stake.
● This obviously works well in the context of dramatic
changes inside or outside the organization in which you
can open a window to gain the trust and respect for each
This is a new opportunity.
Have a Problem”
● This is the filter device that the
crew on board of the Apollo 13
spacecraft assembled on the fly. It
saved their lives.
● Adaptation: a serious threat is
communicated and understood.
The crew has to adapt.
● Exaptation: a box of spare parts
forms the basis to create
something new, something that
goes beyond its intended use.
● Adoption: the device kicks in, the
levels in the capsule drop
and the crew returns safely back
to earth on April 17, 1970.
First Speaker Simon Terry
Second Speaker Kevin Jones
Third Speaker Joachim Stroh
VP Marketing, Socialcast Joan Bodensteiner
Visual Lametta, CAWW Joachim Stroh
● Cover slide
Yarn Bombing / Guerrilla Croche
● Q&A white frame by Kenny Random Street Art
● Apollo 13 cabin shot by NASA
● Peppered Moth shot
● Infinite time
● Macaw feathers by Michael Fitzsimmons
● Rainforest tribe
● Icons for change
All CAWW slides are licensed under share-friendly
Creative Commons BY 4.0 (i.e., "use at will").
Image Credits (continued)
● People “Across a Crowd” by Thomas Hawk at http://www.flickr.
● Server by Robert at http://www.flickr.com/photos/12967790@N00/66531124
● "Self Portrait” by Billy Wilson at http://www.flickr.
● “John” by Jeremy Brooks at http://www.flickr.
● “Eva #1” by naezmi at http://www.flickr.
● “Snowflake macro: relief” by Alexey Kljatov at http://www.flickr.
● “Niagara Falls Peaceful Solitude” by Bud at https://www.flickr.
● “If you Only Knew… The Flower Of The Dark Side” by JD Hancock at http:
About Change Agents Worldwide
We are a network of progressive and
passionate professionals, specializing in future
work technologies and practices. We designed
Change Agents Worldwide to function as a
cooperative, where value is realized by every
node in the network. As the network grows, the
benefits compound exponentially. We believe
change is coming fast to the enterprise. We
believe in the principles that drive the evolving
web: chief among those are transparency,
sharing/collaboration, authenticity and trust. We
are excited about new behaviors, structures and
technologies that will fuel healthy, productive
disruption to industrial-age beliefs, taxonomies
and processes. We share a passion for
introducing change to large institutions that
results in a step change in productivity, higher
engagement and richer experiences.
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