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Growing future leaders with social technologies
The document discusses the role of social technologies in identifying and developing future leaders within organizations. It highlights the importance of executive commitment and mentoring, and outlines attitudes towards social media that range from skepticism to recognizing its potential for enhancing collaboration and productivity. Furthermore, it emphasizes the need for a shift in organizational culture to effectively leverage social tools for leadership development.
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Growing future leaders with social technologies
- 1. Growing Future Leaders with SocialTechnologies Presented by: Todd Nilson 7Summits
- 2. Who is 7Summits? Strategy Experience Technology + + + SocialBusiness Agency 2009 70+ FOUNDED TEAM “We create online community experiences that transform businesses and enhance people’s lives” KEY PARTNERS
- 3. Agenda • Social business • Identifying leaders • Mentoring challenge • Self-transformation #hrcon2014 $ % &
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- 5. Mckinsey “A new classof company is emerging - one that uses collaborative technologies intensively to connect the internal efforts of employees and to extend the organization’s reach to partners, customers and suppliers...”
- 6. Mckinsey 4,200 companies surveyed 70%using social technology in some way 90% seeing some degree of business benefit 3% fully networked
- 7. Untapped potential... $900 Billion- $1.3 Trillion 2x potential value of communication & collaboration 20-25% improved knowledge worker productivity
- 8. Self-Assess Where does yourorganization stand on the question of social media for the enterprise? Summarize the attitudes you have overheard ( or overheard yourself saying over the past few years ).
- 9. Social media 1. ...is a source of entertainment with little or no business value 2. ... is a threat to productivity, a threat to intellectual capital, privacy, management authority, and compliance 3. ... is not likely to hurt us but has a chance of helping the business 4. ... has potential value but we must be more organized and strategic in its use 5. ... represents an opportunity to re-forge the entire organization 6. ... has the potential to change the way that work gets done, enhancing collaboration and innovation I
- 10. 6 Attitudes Folly FearfulFlippant Formulating Forging Fusing Source: Anthony J. Bradley and Mark P. McDonald
- 11. 6 Attitudes Folly FearfulFlippant Formulating Forging Fusing Source: Anthony J. Bradley and Mark P. McDonald Emphasize direct business value, avoid flabby statements Focus on low-risk initiatives even if high value goals exist Convince leaders that purpose matters, focus on hot buttons Succinctly express ways to demonstrate cross-dept. impact Capitalize on momentum and promote further collaboration Include community collaboration where appropriate
- 12. Business Impact • Howwe create & produce value has changed – scale globally-connected collective intelligence – work more visibly within the enterprise – work outside of organizational boundaries r S +
- 13. How can socialmedia help me to identify leaders in my organization?
- 14. 1990s New Mexico Factory le9 with few leaders Sought early assurances of exec support Analyzed past failures Intranet-‐based quesEonnaire to match mentor-‐ mentee Added group mentoring Source: hGp://www.fastcompany.com/44814/inside-‐intels-‐mentoring-‐movement "With a small group mentoring each other, you get the kind of deep feedback that won't happen in a roomful of people." "I wanted someone outside my department to bounce ideas off of. Not to criticize my group, but we often think alike. I needed outside perspective."
- 15. Baseline Maturity 45% 4% 51% Uses capabilitiesto identify internal talent or key contributors Advanced social companies Less social companies Other companies that make little effort
- 16. Identifying potential leaders • FutureWork Skills 2020 o Social intelligence o Situational adaptability o Cross-cultural competency o Data-based reasoning o New media literacy o Design mindset o Cognitive load management o Virtual collaboration Institute for the Future for the University of Phoenix Research Institute
- 17. Readers to Leaders AllUsers Reader Contributor Collaborator Leader The Reader-to-Leader Framework. Preece & Shneiderman. 2009
- 18. Business Impact Identifying futureleaders is about... Establish baseline of social maturity Recognize 2020 competencies Understand how leaders emerge via social
- 19. Social Mentoring Growing talentis the creation and cultivation of a climate that provides opportunities to try out skills, exposed to progressive challenges, given training and study opportunities, management and leadership tasks - Hesselbein and Beckhard, The Leader of the Future, 1996
- 20. Mentoring has changed Traditionalmentor as a formal 1-on-1 relationship between senior leader and protege
- 21. Mentoring has changed Socialtechnologies enable greater breadth of secondary mentors drawn from manager, peers, competitors, friends and even family And it is no longer one-way!
- 22. Mentoring has changed Mentoringnot limited to the organization but often comes from outside and is informal (e.g. Coursera, LinkedIn groups, Twitter ... even HR conferences)
- 23. 360 Degree Leader • Walk slowly through the halls intranet • See everyone as a 10 • Develop each team member as a person • Place people in their strength zones • Transfer the vision • Reward for results • Model the behavior you desire John C. Maxwell © 2005
- 24. Walk Slowly • Slowdown to connect • Express that you care • Create a healthy balance of personal and professional interest • Pay attention when people start avoiding you
- 25. Everyone is a10 • See them as who they can become • Let them borrow your belief in them • Catch them doing something right • Realize that 10 has many definitions
- 26. Develop them • Seedevelopment as a long-term process • Discover the dreams and desires of each person • Use organizational goals for individual development • Help them know themselves • Celebrate the right wins • Teach them how to do it then make them do it
- 27. Strength Zones • Discovertheir true strengths • Give them the right job
- 28. Model the behaviors • Your behavior determines the culture • Your attitude determines the atmosphere • Your investment determines the return • Your character determines the trust • Your work ethic determines the productivity • Your growth determines the potential
- 29. How do Istart modeling the behaviors? How do I put my organization on a path to enabling social tools for the enterprise?
- 30. Why Take Action? Executive commitment helpssocial initiatives thrive Executive mentoring accelerates innovation Grow the next generation of company leaders
- 31. Breakout (10 min.) • 5 minutes, 2 note cards • Relate your two biggest challenges when it comes to changing your attitudes and behaviors when it comes to using social media • 2 votes • 5 minutes to discuss the top issues and formulate an approach
- 32. The most effectiveleaders throughout history have been great communicators, yet the vast majority of modern day CEOs and C-Suite executives are conspicuously absent from social media channels. - 2012 CEO, social media & leadership survey, BRANDfog
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- 34. Online vs. Traditional TraditionalLeadership • Establish a vision • Share a vision • Provide knowledge • Balance interests • Step up in times of crisis • Formal mentoring model Translated to Online • Talk about your POV with others • Connect with stakeholders, influencers, like-minded • Produce your own content, share that of others related to your POV • Transparency, generosity, trustworthiness, share vision • Build an engaged following who will listen and share when needed • Informal mentoring model
- 35. Remaking Yourself Becoming aneffective social mentor requires changing your own attitudes and habits toward social tools – Drop the stigma – Recognize the value – Translate your strengths into the online medium – Emerge from so-called dark social media to open – Make time to model the behaviors of sharing and transparency (Working Out Loud)
- 36. The 3 Networks • Personal Network (I) • Organizational Network (We) • External Network (World) r S +
- 37. Thank you. Tweet tocontinue the conversation @toddnilson Thinking of a new social initiative? todd.nilson@7summitsagency.com