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Plugged-In Management @ SCU
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Plugged-In Management @ SCU


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2 hour session with leadership of SCU. Outline of Plugged-In Management using the Google Apps for Education transition as one example.

2 hour session with leadership of SCU. Outline of Plugged-In Management using the Google Apps for Education transition as one example.

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  • If you just look at this slide you might be thinking that Plugged-In means use every source of media available… and I should have added Pinterest.But that’s not what Plugged-In means. Plugged-In means connected to your people, your technology, & your organization, all at once and in some appropriate mix. Not all at once. Not all equal. Appropriately mixed for your situation.
  • Plugged-In is about how we mix together people, technology, and organizational process 3 Dimensions – PTO – some of you may know this as sociotechnical systems design3 Practices3 Levels
  • But let’s get warmed up.
  • TSA
  • The joy of something like an iPhoneMany people say that the great success of Apple is do to the tight integration of their hardware and services and how they work with, rather than against us."iPhone 4 32GB Black" by Yutaka Tsutano ( CC by 2.0, Derivative (?) left and right sides, blank space
  • Your assessment is likely to be based on how well the situation managed the three dimensions, through three practices. I’ll come back to them as examples.People – faculty, students, staff… think about the knowledge, skill, ability and preferences and how they vary across your group.Technology – An email, a shared documentOrganizational ProcessThink about the first project you start after Dec 17.
  • You’re already doing the first one – you’ve stopped and shown up here.
  • You’re already doing the first one – you’ve stopped and shown up here. Stop-look-listen = recognitionLooking and Listening – think After Action Review – plan to stop and consider your options across each of the three dimensions. Make it a standard practice rather than a “post mortem”
  • I suspect that most of the people in this room understand that no single technology tool can be a success, no single organizational practice change can be a success. We need to design our work as a system.We’ve known this since the 1950s if not before. That said, the term sociotechnical systems -- that’s what we call this mixing in academic jargon -- is not itself very plugged in. My colleagues and I are trying to provide an accessible way for all of us, individuals, teams, organizations, To mix human, technical, and organizational dimensions naturally
  • During the communication & collaboration task force work, we kept going back to the community to ask about needs, concerns, and ideas in general. I think we have 5 different town halls. In every instance we learned something. The side benefit was that the community was learning too.
  • Example in the book looks at a wiki implementation. Who can describe a wiki? In the googleverse, what looks like a wiki?
  • Think of mixing as negotiating and you’ll get most of the idea. You have stakeholders, you have issues, and you have outcomes – if you put a product or service together in a way that would get agreement in a negotiation I expect you’ll have success.… or think about it like a chocolate chip cookie
  • Just like these ingredients on their own don’t make a chocolate chip cookie
  • What’s missing here?
  • Sharing is basically about getting other people on board, playing by the same rules, helping
  • How about the experience you have with Zappos, the #1 rated on-line retailerMoved away from drop shipping as they realized that their entire strategy should be built around Wow! Customer service.Eventually this led to them running their own fulfillment center right next to UPS in Kentucky – It’s all about reliability and speed.Random storage of items on human-sized racks – random so people can quickly differentiate the product they are looking for as they reach the location.Each item is individually marked with a license plate number so it can be tracked as it goes and and if it comes back.Employee excursions from HQ to the Fulfillment center are vice versa
  • We’re sharing here.
  • ..we’ll all be sharing as we Go Google.
  • More traction from the resources you have, better change design & management, more success overall
  • Call to action: I'd love you to read the book, I'd love you to review the book, I'd love you to subscribe to the blog, but more importantly I hope you will use and share these ideas to leverage what we do here.
  • Transcript

    • 1. The Plugged-In Manager: Choices, Not Absolutes #PIMSCU
    • 2. #PIMSCU TerriGriffith The Plugged-In #PIMSCU
    • 3. Dimensions Practices Levels #PIMSCU
    • 4. #PIMSCU
    • 5. Your Ideas WillGet More Traction #PIMSCU
    • 6. Your Change Efforts Will Succeed More Often #PIMSCU
    • 7. Santa Clara Will Do More For Students With The Resources We Have #PIMSCU
    • 8. Plugged-In orDisconnected #PIMSCU
    • 9. #PIMSCUAP Photo/Charles Rex Arbogast
    • 10. Zappos Warehouse #PIMSCU
    • 11. Video Round #PIMSCU
    • 12. #PIMSCU
    • 13. #PIMSCU
    • 14. #PIMSCU
    • 15. Dimensions Practices Levels #PIMSCU
    • 16. For Each New Project Faculty, Students, &/or People Staff Email, Shared Doc, Technology Group, Site Different Roles in theOrganizational Process Project, Level of Control/Sharing #PIMSCU
    • 17. Dimensions Practices Levels #PIMSCU
    • 18. Stop LookListen #PIMSCU
    • 19. #PIMSCU
    • 20. #PIMSCUAP Photo/Charles Rex Arbogast
    • 21. #PIMSCU
    • 22. #PIMSCU
    • 23. “The fabled secret formula for Coca-Cola waschanged, adopting a formula preferred in tastetests of nearly 200,000 consumers. What thesetests didnt show, of course, was the bondconsumers felt with their Coca-Cola --something they didnt want anyone, includingThe Coca-Cola Company, tampering with.” #PIMSCU
    • 24. #PIMSCU
    • 25. #PIMSCU
    • 26. Stop & Think About Your Resources Look At The Results Listen To Your Results B.U.I.L.D.E.R. p. 79 #PIMSCU
    • 27. Mixing #PIMSCU
    • 28. #PIMSCUSome rights reserved by advencap
    • 29. #PIMSCU
    • 30. #PIMSCU
    • 31. EmailCalendaring Groups Sites… #PIMSCU
    • 32. …People, &Organization ProcessHow We Do Our Work #PIMSCU
    • 33. Mixing is a Kind of Negotiation #PIMSCU
    • 34. Just for a Students Faculty StaffStartVisibilityLow ?? ?? ??HiSharingLowHi #PIMSCU
    • 35. Sharing #PIMSCU
    • 36. #PIMSCU
    • 37. #PIMSCU
    • 38. #PIMSCU
    • 39. #PIMSCU
    • 40. Dimensions Practices Levels #PIMSCU
    • 41. TractionChangeDo More #PIMSCU
    • 42. TerriGriffith #PIMSCU
    • 43. #PIMSCU