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Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
Leadership in the Social Age - MRA
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Leadership in the Social Age - MRA

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Slides from presentation given by Steve Boese at the MRA Human Resources Event in Milwaukee on May 18, 2011

Slides from presentation given by Steve Boese at the MRA Human Resources Event in Milwaukee on May 18, 2011

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  • Who is onlinehttp://www.internetworldstats.com/stats.htm
  • http://www.internetworldstats.com/stats.htm
  • http://www.comscore.com/Press_Events/Presentations_Whitepapers/2011/2010_US_Digital_Year_in_Review
  • http://www.comscore.com/Press_Events/Presentations_Whitepapers/2011/2010_US_Digital_Year_in_Review
  • http://www.comscore.com/Press_Events/Presentations_Whitepapers/2011/2010_US_Digital_Year_in_Review
  • Feeding the network = value
  • Things are tough out therehttp://www.redbubble.com/people/trudy1/art/6814405-the-fork-in-the-road
  • Transparency and Visibility
  • Expectations of OpennessInstitutionalhttp://ocw.mit.edu/index.htm
  • Expectations of OpennessGovernmenthttp://www.whitehouse.gov/open
  • Expectations of OpennessCorporate
  • It can be scary out there
  • No more secrets – what happens in Vegas goes on YouTube or Twitter
  • But I am not socialYES You AREhttp://store.xkcd.com/
  • Educate yourself (ask your kids)http://www.maximumpc.com/article/news/kids_cell_phones_outnumber_kids_bookshttp://mindshift.kqed.org/2011/02/is-a-kids-ipad-addiction-a-bad-thing/
  • 3. Find your voicehttp://www.nydailynews.com/entertainment/arts/galleries/beverly_sills_19292007/beverly_sills_19292007.htmlBefore you as a leader, or you company as an entity can really engage in the social space, you should take a little time to assess a few thingsWho am I? What am I comfortable sharing? How and in what forums do I think I may prefer to engageWhat is our company like? Are we kind of traditional and proper? If so, do our customers and employees expect and demnd that?
  • 2. Engagehttp://www.smh.com.au/news/entertainment/arts/verbal-grenades-at-speakers-corner/2009/09/22/1253384993034.html
  • Refinehttp://www.lolpig.com/test-tube-trouble/
  • 5
  • Social Media and Leadership – not just a personal thing, but also a way to make your organization come along for the ride, (or allow you to climb back on the bus)http://www.parisdjs.com/index.php/post/Get-On-The-Bus-Samedi-21-Mars-aux-Coulisses
  • Let’s tie this to something real – but what kind of real?
  • Pick one Goal – tied to organizational strategySales, market share, awareness, customers, more candidates – externalIdeas, cost savings, turnover reduction, ee engagement – internalhttp://www.jazz.com/dozens/McLaughlin-Standards
  • Define successhttp://www.thinkgeek.com/homeoffice/posters/65c7/
  • Strategy based on the goal and the selected metric
  • Baseline  Engage  Measure  Refine
  • Shift from the organizational approach to the really personal. Your mileage may vary, but here is what has mostly worked for me.Again, since this is such a personal thing, no promises….
  • Getting Startedhttp://www.collaboration-llc.com/our-blog/bid/20393/Don-t-Start-a-Business-Advice-from-a-fellow-Entrepreneur
  • Blog – it is where I started 4 or 5 years agoNo plans, goals, strategy – anything. Still not really too much of that.
  • LinkedIn - http://www.linkedin.com/in/steveboeseCheck your LinkedIn account for things like Profile completeness, a good picture, etc.
  • LinkedIn Groups centered on Leadership and Leadership DevelopmentReally powerful, but occasionally spammy
  • I jumped on Twitter early – in 2007 as something I wanted to talk about in my class. Today it serves me really well as a networking, information sharing, and discovery engine. HAVE to work it though. Lots of noise out there.Twitter clients and lists are very effective to keep this manageable while still being social.
  • Twitter
  • http://www.blogtalkradio.com/steve-boese
  • http://www.blogtalkradio.com/realworldleadership
  • Educatehttp://www.businessinsider.com/5-reasons-youll-always-be-broke-2011-1?op=1
  • Engagehttp://www.scottmonty.com/2009/04/have-you-got-boss-or-leader.htmlOn YouTube - http://www.youtube.com/watch?v=qaaKNcovfdQ
  • Pick a jumping of pointhttp://www.flickr.com/photos/toprankblog/5158789164/
  • Then jumphttp://www.usmansheikh.com/inspiration/leap-of-faith
  • THANK YOUhttp://www.flickr.com/photos/psd/2086641/
  • Q and A
  • Contact
  • Transcript

    • 1. Hitting the Curve Ball<br />Leadership in the Social Age<br />2011 MRA HR Conference<br />May 18, 2011<br />
    • 2.
    • 3. Steve Boese<br />HR Technology Guy<br />Host of the HR Happy Hour Show<br />Writer on Fistful of Talent<br />Barbecue Enthusiast<br />
    • 4.
    • 5.
    • 6.
    • 7.
    • 8.
    • 9.
    • 10.
    • 11.
    • 12. In some ways, you’ve come to a fork in the road – the direction<br /> you choose says much about your organization, it’s culture,<br /> and your leadership styles<br />
    • 13. I can see you<br />in there<br />
    • 14.
    • 15.
    • 16.
    • 17. It can be scary out there<br />
    • 18. $%&#%<br />
    • 19. Uh-oh…<br />
    • 20.
    • 21. Many leaders and execs won’t see the point. They’ve been trained to focus inward – staff meetings, emails, power lunches with the senior team. <br />But globalization, shifting demographics, the ‘real-time’ nature of news and information are changing how, where, and when organizations and leaders communicate.<br /> <br />
    • 22.
    • 23. STEP 1:<br />Educate<br />Your staff (especially the Gen Y kids)<br />Your kids (you were young and hip once too)<br />Your experts (chances are you have some really smart, savvy folks in-house, just have to look for them)<br />
    • 24. STEP 2:<br />Find your voice<br />Everyone has power (customers, employees, fans)<br />Whatever you do, be real (or as real as you are comfortable with)<br />People like people<br />(your staff, customers, friends – they want to hear from YOU, not some logo that sits on a shelf)<br />
    • 25. STEP 3:<br />Engage<br />Where is the audience? (employees, candidates, customers)<br />What are we comfortable with?<br />(it’s a culture thing)<br />What are we capable of?<br />(don’t ask for feedback if you can’t respond)<br />
    • 26. STEP 4:<br />Refine<br />What’s been happening?<br />(simple metrics first)<br />What are the outcomes? (awareness, fans, mentions, comments, ideas, sales, fails)<br />Lather, Rinse, Repeat <br />(what needs a tweak, what do you need more or less of, share success and failure)<br />
    • 27.
    • 28.
    • 29.
    • 30. PHASE 1:<br />Link to a Goal<br />Can be externally facing<br />Sales, market share, awareness, candidates<br />Can be internally facing<br />Ideas, cost savings, turnover reduction, engagement<br />Choose a goal that you know you need to move the needle on, and might be struggling with<br />
    • 31. PHASE 2:<br />What drives attainment of the Goal?<br />Awareness <br />(especially with target market)<br />Engagement <br />(customer support or service)<br />Activity<br />(hard measurable numbers for revenue, or numbers of candidates)<br />
    • 32. PHASE 3:<br />Assess how social and openness can help<br />Marketing goals<br />(social networks, events, awareness)<br />Sales goals<br />(better relationship-building in target markets)<br />Internal goals<br />(engage staff via internal networks, blogs, chats, video, etc.)<br />
    • 33. PHASE 4:<br />Develop Social Strategy<br />Involve staff, get buy-in <br />(especially the Gen Y kids, and the execs)<br />Don’t worry so much about ‘Getting it Right’ (expert status is still mostly self-described)<br />Be real <br />(as real as you can be, when in doubt, take a breath)<br />
    • 34. PHASE 5:<br />Execute<br />You need to be ready to commit<br />(nothing is more sad than a bunch of unanswered questions in your LinkedIn group)<br />This takes more time that you think<br />(both from a corporate and personal perspective)<br />Patience is a virtue<br />(why is no one reading my blog?)<br />
    • 35. PHASE 6:<br />Evaluate and Refine<br />Compare metrics to baseline<br />(trends more important than absolute numbers initially)<br />Tweak based on metrics and sensibility<br />(don’t drown in data, or overthink it)<br />Learn from failures, build on successes<br />(you will likely have both)<br />
    • 36.
    • 37.
    • 38.
    • 39. http://www.linkedin.com/in/steveboese<br />
    • 40.
    • 41.
    • 42.
    • 43.
    • 44.
    • 45.
    • 46.
    • 47.
    • 48. Let’s Review…<br />
    • 49. STEP 1: Educate<br />STEP 2: Find Your Voice<br />STEP 3: Engage<br />STEP 4: Refine<br />
    • 50. You can do it…<br />
    • 51. Pick a jumping off point…<br />
    • 52. Then jump…<br />
    • 53.
    • 54.
    • 55.
    • 56. Reach out and touch me….<br />Steve Boese - @SteveBoese<br />steveboese@gmail.com<br />www.steveboese.squarespace.com<br />www.hrhappyhour.net<br />www.FistfulofTalent.com<br />

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