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Open: How Leaders Win By Letting Go

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Presentation by Charlene Li on her new book, to be published in May 2010 by Jossey-Bass. Presented at a Harvard Business School Alumni Northern California Club event, September 14, 2009.

Presentation by Charlene Li on her new book, to be published in May 2010 by Jossey-Bass. Presented at a Harvard Business School Alumni Northern California Club event, September 14, 2009.

Published in: Business, Technology
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  • Excellent work. Keep it up.
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  • love the slideshare. Definitely required reading for the C-Suite. i look forward to reading your book!
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  • When leaders grasp this, the lines of business communications, marketing, collaboration begin to blur. Every employee now officially works in every department. I can't wait for 'Open Leadership' to be published. I think it has the potential to spur E2.0 into the mainstream for Enterprise and SMB.
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  • Love it!
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  • 'Letting go of the control you never had,' says it all. How easy to deceive ourselves as executives that we are in charge. How much easier to engage those who really are.
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  • Engaging a community has typically meant creating and polishing a message that will result in an action. And you push, nay, SHOUT it out. And if they didn’t hear it and act on it the first time, you shout it again, with greater frequency and greater reach. Worst of all, you can’t see the people behind these messages. It’s been so crafted and controlled, that the people are beaten out of them. Worse, when they are shouting they can’t listen. Here’s an example.
  • He’s a musician, Canadian from Halifax, and generally, a pretty reasonable and nice guy. After a year, he was fed up. So what does a rational musician do? Write a song about it. And make a video of it.
  • http://www.youtube.com/watch?v=5YGc4zOqozoMusician Dave Carroll from Halifax had his guitars damaged on a flight from Halifax to Chicago.United lost control of this situation.
  • The key is to focus on the relationships and connections that are enabled, not the technologies. Think about the kind of relationship that you want. Do you want it to be short term and transaction, or long-term and intimate?To help you think about this, I have a simple idea.
  • http://flickr.com/photos/kantor/2279534438/
  • Transcript

    • 1. Open: How Leaders Win By Letting Go
      Charlene Li
      Altimeter Group
      September 14, 2009
      For a copy of slides, send an email to info@altimetergroup.com
    • 2. My visit on the USS Nimitz
      2
    • 3. 3
      Captain Michael Manazir
      USS Nimitz
      “I encourage you to talk to people, ask them anything you want. Because after all, this is your Navy.”
    • 4. 4
    • 5. 5
      “Flying off a carrier at night into a pitch blackness scares me so much that I scream into my mask. I feel like a die a little death every day. I love my work, but suffer from insomnia – but then, we all do. The Navy cannot really train us pilots to deal with the fear -- they can only hope that we learn the skills to get the job done.”
      Lieutenant Luis Delgardo
      USS Nimitz
    • 6. What engagement often looks like today
      6
    • 7. Meet Dave Carroll
      Source: davecarrollmusic.com
      7
    • 8. 8
    • 9. Leaders must prepare for organizational change
      Social technologies will disrupt traditional organization structures
    • 10. It’s about the relationship
      10
    • 11. Focus on relationships, not technologies
      What kind of relationship do you want?
      Transactional
      Occasional
      Impersonal
      Short-term
      Passionate
      Constant
      Intimate
      Loyal
      11
    • 12. Give up the need to be in control
      Photo: Kantor, http://www.flickr.com/photos/kantor
      12
    • 13. How open or closed will you be?
      13
    • 14. The Open Process
      14
    • 15. Deciding how open to be
      15
    • 16. Honda’s Crosstour trashed on Facebook – What should Honda do?
      16
    • 17. Let Go, but Retain Command
      The Sandbox Covenant
      17
    • 18. Examples of Sandbox Covenants
      Plans and rules for engagement
      Have plans on how to engage
      Social media policies
      Develop contingency plans
      What to do about negative feedback/comments
      Line up advocates who can counter detractors
      18
    • 19. Social media policy template
      19
      • Encouragement and support
      • 20. Why policy is needed
      • 21. Cases when it will be used, distributed
      • 22. Oversight, notifications, and legal implications
      • 23. Guidelines
      • 24. Identity and transparency
      • 25. Responsibility
      • 26. Confidentiality
      • 27. Judgment and common sense
      • 28. Best practices
      • 29. Tone
      • 30. Expertise
      • 31. Respect
      • 32. Quality
      • 33. Additional resources
      • 34. Training
      • 35. Press referrals
      • 36. Escalation
      • 37. Policy examples available at wiki.altimetergroup.com
    • The Red Cross handbook/policies help keep order
      http://sites.google.com/site/wharman/social-media-strategy-handbook
      20
    • 38. Have a plan to deal with different social media mindsets
      Collaborative
      Independent
      Optimist
      Pessimist
    • 39. Traditional vs. Open Leadership
      22
    • 40. Find your open leaders
      Lionel MenchacaDell
      Paula DrumH&R Block
      Ed TerpeningWells Fargo
      Revolutions create the “moments of faith” and support in “moments of crisis”
    • 41. The “Flaming Notebook” post set the tone for future engagement
      24
    • 42. Dealing with risk and failure
      Identify the top 5-10 worst case scenarios.
      Develop mitigation and contingency plans.
      Prepare everyone for the inevitable failures.
      25
    • 43. Wal-mart failed many, many times
    • 44. Buyer blog hit the right note
    • 45. Discussion
      What are the biggest barriers you see to letting go?
      Who have been the open leaders in your career? What characteristics made them successful?
      What practices, procedures, and policies do you find helpful in encouraging openness?
      28
    • 46. Summary
      Prepare to let go of the control you never had.
      Determine how open you will be.
      Find and nurture your open leaders.
      Build practices into your organizations to sustain openness.
      29
    • 47. Thank You
      Charlene LiAltimeter Group
      charlene@altimetergroup.com
      blog.altimetergroup.com
      Twitter: @charleneli
      For slides, send an email to
      info@altimetergroup.com
      30
      Copyright © 2009 Altimeter Group

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