Session as delivered by Sasja Beerendonk & Femke Goedhart at ICONUK in London on September 12th 2014
Abstract: There is lots of theory about how to become a social business but what really does or doesn't work? We wanted to know and interviewed 32 companies in various stages of their journey to becoming a social business. Not just highlighting the big wins but also talking about the struggles and small successes that really made the difference.
Taking the experiences of 32 companies, we've created a Social Business journey scenario that can help you identify the successes and avoid the pitfalls in becoming a social business.
Every success Story is about Change happens within. It is first and foremost thing in success.
Those who can change themselves and drive the the change through compassion.
These points will drive you build a success story.
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Culture First 2019: Day 2, Making remote work work Culture Amp
More and more companies are setting themselves up for remote work, distributed teams, and satellite offices. As a People Ops Person, what do you need to know to stay ahead of the curve? In this workshop by LifeLabs Learning you will explore hands-on, practical ways to help your company revolutionize how distributed teams interact, self-regulate, and add to your company's culture. You will leave with a set of tools that you can bring home and immediately use.
Creativity and innovation are important factors for any company. They help companies stay relevant and bypass their competitors, while keeping employees thinking critically and performing exceptionally.
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths – instead of concentrating on fixing weaknesses – you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
Good work is hard, and sometimes other people make it harder. Tough project conversations that hinder our ability to move forward together. Difficult feedback that rattles our self-confidence. Disagreements that damage our job satisfaction. Women as leaders need the skills to keep challenging work relationships from getting the best of them.
This interactive talk presents tools to strengthen your ability to deepen the relationships that test you. Learn how to recognize the need for more resiliency, what support to look for, and a journal format to prepare for that next conversation.
Every success Story is about Change happens within. It is first and foremost thing in success.
Those who can change themselves and drive the the change through compassion.
These points will drive you build a success story.
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Culture First 2019: Day 2, Making remote work work Culture Amp
More and more companies are setting themselves up for remote work, distributed teams, and satellite offices. As a People Ops Person, what do you need to know to stay ahead of the curve? In this workshop by LifeLabs Learning you will explore hands-on, practical ways to help your company revolutionize how distributed teams interact, self-regulate, and add to your company's culture. You will leave with a set of tools that you can bring home and immediately use.
Creativity and innovation are important factors for any company. They help companies stay relevant and bypass their competitors, while keeping employees thinking critically and performing exceptionally.
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths – instead of concentrating on fixing weaknesses – you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
Good work is hard, and sometimes other people make it harder. Tough project conversations that hinder our ability to move forward together. Difficult feedback that rattles our self-confidence. Disagreements that damage our job satisfaction. Women as leaders need the skills to keep challenging work relationships from getting the best of them.
This interactive talk presents tools to strengthen your ability to deepen the relationships that test you. Learn how to recognize the need for more resiliency, what support to look for, and a journal format to prepare for that next conversation.
Find your strengths. If we invest the same effort in the exploration of our strengths that we spend in minimizing our weaknesses that will start to be great!
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Surrounded By Genius: Practical Advice On Creative LeadershipKelsey Ruger
We live in a world of constant change. That change is shifting the way businesses compete, reshaping our careers and forcing us to rethink the terms "talent" and "leadership". Many people in creative fields struggle to manage their careers or effectively help their team members grow theirs because some common "best practices" just don't fit in our changing world. How do great creative leaders cut through the change and chaos to find opportunities to help their team and company succeed? By finding ways to uncap creativity and execute on opportunities that cultivate their creative leadership. This isn’t easy: Creative people don’t want to be led in the same way as other employees. Find out how to deal with the growing need for creative leadership and how you can create the right environment for those skill sets to thrive.
[Workshop] Organization Experience - A framework for Adaptive CareersMarco Calzolari
BetterSoftware Conference, Florence (Italy) 2016
Our career as manager and kwoledge workers should be considered an evolutionary process, that requires constant feedback in order to develop talent and skills, while fits in a increasingly liquid company culture. We all need to reshape conversations and visualization about work, job roles, purposes and performance. Companies should consider and co-design the Employee Experience as well as they work on Customer and User Experience. Great UX design arises only by a great experience of work and collaboration.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
RESEARCH ANALYZING 1.7 MILLION CASES OF AWARD-WINNING WORK ACROSS ALL INDUSTRIES, POSITIONS, AND PAY-GRADES, PROVES GREAT WORK IS A PRODUCT OF 5 ACTIVITIES PEOPLE DO, AND 1 COMMON INTENTION.
How to incorporate psychology into your comms strategy | Psychology of commu...CharityComms
Kate Brennan-Rhodes, senior planner, 23red
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Fundamentals of Entrepreneurial Leadership: Essential FeaturesDavid Kiger
There several features and qualities in common for those entrepreneurial leaders, especially for those who have been through hell and back, and have yet managed to thrive.
Beyond theory: Trials & tribulations in becoming a successful social business
There is lots of theory about how to become a social business but what really does or doesn't work? Silverside wanted to know and interviewed 32 companies in various stages of their journey to becoming a social business. Not just highlighting the big wins but also talking about the struggles and small successes that really made the difference.
Taking the experiences of these 32 companies, the likes of Dutch Railways, DAF, Saxion, Forbo Eurocol and Bavaria, we've created a Social Business journey scenario that can help you identify the successes and avoid the pitfalls in becoming a social business.
Find your strengths. If we invest the same effort in the exploration of our strengths that we spend in minimizing our weaknesses that will start to be great!
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Surrounded By Genius: Practical Advice On Creative LeadershipKelsey Ruger
We live in a world of constant change. That change is shifting the way businesses compete, reshaping our careers and forcing us to rethink the terms "talent" and "leadership". Many people in creative fields struggle to manage their careers or effectively help their team members grow theirs because some common "best practices" just don't fit in our changing world. How do great creative leaders cut through the change and chaos to find opportunities to help their team and company succeed? By finding ways to uncap creativity and execute on opportunities that cultivate their creative leadership. This isn’t easy: Creative people don’t want to be led in the same way as other employees. Find out how to deal with the growing need for creative leadership and how you can create the right environment for those skill sets to thrive.
[Workshop] Organization Experience - A framework for Adaptive CareersMarco Calzolari
BetterSoftware Conference, Florence (Italy) 2016
Our career as manager and kwoledge workers should be considered an evolutionary process, that requires constant feedback in order to develop talent and skills, while fits in a increasingly liquid company culture. We all need to reshape conversations and visualization about work, job roles, purposes and performance. Companies should consider and co-design the Employee Experience as well as they work on Customer and User Experience. Great UX design arises only by a great experience of work and collaboration.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
RESEARCH ANALYZING 1.7 MILLION CASES OF AWARD-WINNING WORK ACROSS ALL INDUSTRIES, POSITIONS, AND PAY-GRADES, PROVES GREAT WORK IS A PRODUCT OF 5 ACTIVITIES PEOPLE DO, AND 1 COMMON INTENTION.
How to incorporate psychology into your comms strategy | Psychology of commu...CharityComms
Kate Brennan-Rhodes, senior planner, 23red
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Fundamentals of Entrepreneurial Leadership: Essential FeaturesDavid Kiger
There several features and qualities in common for those entrepreneurial leaders, especially for those who have been through hell and back, and have yet managed to thrive.
Beyond theory: Trials & tribulations in becoming a successful social business
There is lots of theory about how to become a social business but what really does or doesn't work? Silverside wanted to know and interviewed 32 companies in various stages of their journey to becoming a social business. Not just highlighting the big wins but also talking about the struggles and small successes that really made the difference.
Taking the experiences of these 32 companies, the likes of Dutch Railways, DAF, Saxion, Forbo Eurocol and Bavaria, we've created a Social Business journey scenario that can help you identify the successes and avoid the pitfalls in becoming a social business.
SDEC 2014 Keynote - Among the traits that distinguish a good team from a great team is their ability to innovate. And despite the rhetoric in favor of innovation, most organizations are stuck in an implementation mindset, stifling creativity, excellence, and the resultant innovation. The experimentation mindset frees us from self-imposed constraints, allowing us to continually learn and improve.
Madinah institute Webinar 'The Wisdom Chronicles - Competing to Win' A book...Dr. Ted Marra
Here is a Webinar which provides further insight into my book, 'The Wisdom Chronicles: Competing to Win'. If you look at the slides in 'notes' format, you will see some of the comments I made as well. Enjoy.
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
Building High Performance Sales Teams - University of Georgia Sales AcademyDave Brookmire
The author outlines how to create high performing sales teams and how sales leaders can coach and develop their talent. The multi-generational issues are discussed along with implications for development of talent.
The Angels 8Q: Eight Questions Investors & Startups Should Ask to SucceedJoseph de Leon
This started as a personal guide so I could be a better Angel Investor.
It developed into a Playshop that was first conducted at the Global Seedstars Summit [Lausanne, Switzerland 2019].
Rather than answers, I hope this helps you find your own questions.
How having guide program makes HCL Connections successful at a medium sized c...Femke Goedhart
A successful HCL Connections platform requires engaged users. How can Guides support this in a medium-sized company with highly-qualified and motivated employees and lean structures? When you have multiple divisions, product groups and locations spanning three continents and multiple languages and cultures, it's a challenge. HCL Connections was introduced into the Heitkamp & Thumann Group to support and improve collaboration. Guides (local super-users) are the main success factor that makes this possible and continuously improves it. Meet with the program managers and learn how they maintain, nurture, train and encourage this group of guides and what the challenges and successes are. Hear what lessons they have learned and what their vision is. Hopefully this will inspire you and maybe you can even become a part of it!
Shining a light on the dark side of community managementFemke Goedhart
Going cloud, migration, GDPR, compliance…. All topics which touch on the same question: How do you do community management for HCL Connections? From getting insight into what’s there, to how it’s being managed as well as to how to take measures to get things to change. What does Connections offer you for this and what other options are out there? This interactive session goes into what things customers are working on to tackle these topics. We will discuss existing use cases at various customers, what the options are and what your organization is doing about it. So this won’t be just a session to listen but also a session to actively participate in discussing the problems you face and the solutions you’ve found to tackle them. Sharing and learning from others who face the same challenges you do at a daily basis.
Session delivered on September 16th for Social Connections in Munich (https://letsconnect.world)
How My Drive and File Sync work in ConnectionsFemke Goedhart
Local syncing and editing are features supported in (IBM/HCL) Connections that often cause questions. This presentation tries to explain how it works and what happens to the versioning when used.
Social Enterprise: The hype may be over but the potential value is greater th...Femke Goedhart
Session as given at #EngageUG user group event in Brussels on May 15th 2019 by Stuart McIntyre & Femke Goedhart
Original abstract:
Join Femke & Stuart in a lively discussion, based on years of practical experience, on why the vision and technologies of the Social Enterprise are more important than ever.
The Social hype may have died down, but the impact of organisations being transformed via online communities and collaboration platforms is real! Attend this session and hear how Connections and similar technologies can help make the difference for your organisation, Take part in the discussion and ask your questions of the speakers.
Themes will include:
- The role of communicaties versus team/group chat
- Persistent versus ephemeral collaboration
- Top-down versus bottom-up approaches
- Is the intranet dead, or does it live on in online community platforms?
Think2018 Community Day session: How to Survive the Dragon: A Talk about Help...Femke Goedhart
Hear tips and tricks on getting end-users to be receptive to new ideas and methods based on years of trial and error working with, instructing, and inspiring even the most difficult end-users. This session is based on real-life experiences and includes anecdotes from the trenches.
Session 9215A as given on sunday March 18th in MGM Grand Las Vegas for Think
Session delivered with Franz Walder at Engage Usergroup in antwerp on May 9th.
(content was the same as delivered at Connect 2017, see https://www.slideshare.net/femware/socialytics-accelerating-ibm-connections-adoption-with-watson-analytics)
Socialytics: Accelerating IBM Connections Adoption with Watson AnalyticsFemke Goedhart
Session delivered at IBM Connect 2017 on Feb 21st 2017 by Femke Goedhart & Franz Walder - panagenda
Abstract: Social adoption is a challenge for many companies. What is the most effective utilization of the environment? Who is using which resources, what in the environment is dormant or orphaned? Where should efforts focus in order to improve adoption? All of these questions can be difficult to answer and there is no "one size fits all" solution as each organization has their own unique needs. Join Femke Goedhart and Franz Walder and learn how to tackle this topic using IBM Connections and Watson. Starting out with IBM Bluemix Data Connect to collect and combine data from relevant sources, they use the cognitive power of IBM Watson Analytics to answer those tricky questions and provide solutions to real-world adoption challenges.
Iconuk 2016 - IBM Connections adoption Worst practices!Femke Goedhart
Regardless if you've implemented IBM Connections, are considering it or in the middle of the planning stages - there are wrong (and right) turns to take at every step. Join Femke to learn about misconceptions and tribulations others have faced while striving to become a socially enabled company. Hear about real World examples and often funny anecdotes from the trenches of adoption to show you how NOT to do it and giving you tips on how to do it better along the way.
Walk away with a grasp on what to focus on to make a success out of your IBM Connections environment.
Soccnx10 Man versus Machine – A Story About Embracing Innovation Femke Goedhart
Presentation as given on June 7th in Toronto by Francie Tanner & Femke Goedhart:
Technology and innovation impacts every industry, line of business and profession in ways we could not imagine even 50 years ago. While IT is meant to make things more efficient, the pace of IT evolution makes it hard to think of the future as being “easier”. History shows that companies which are unable to innovate are driven out of the market, which leaves adoption as a central key to dealing with that new social platform, CRM and other innovation. But how do you get people to embrace change? Some people claim that adoption is a purely human affair where it’s all about people, while others believe that adoption should be technology driven and enforced in an automated way. Join Femke Goedhart and Francie Tanner and learn all about adoption tools, methods and strategies that will help you make any new deployment a measurable success.
Integrating and positioning IBM Connections in an existing information manage...Femke Goedhart
There are a lot of benefits to your organization using IBM Connections, but equally important is knowing how to integrate your social software platform into your existing information management ecosystem and empowering your employees for successful adoption. Join Femke Goedhart for a real-world look at managing the entire integration cycle from evaluating your current environment to creating a migration strategy and handling adoption challenges. Get an understanding of why information management in a Social Enterprise is so critical and how IBM Connections fits into that framework.
Join this webinar for an in-depth look to learn how to:
- Accurately review and categorize your current information management ecosystem
- Understand IBM Connections in relation to your company’s current use of Legacy systems
- Recognize common technical migration challenges
- Identify what functionality your users may require to use IBM Connections
- Create an implementation/migration strategy that will assist user adoption
Community files, personal files, folders and CCM libraries… Can you explain t...Femke Goedhart
Short session (15 min) as given on November 5th 2015 for Social Connections 9 in Stuttgart, Germany
Abstract: "IBM Connections has several options to store and share files which often confuses users and administrators alike. Knowing the differences between community files & folders, personal files & folders and CCM libraries and being able to explain them can make your life a lot easier. But is this something that can be explained in 15min?!?
Probably not but in this session Femke will nonetheless take a stab at it and give you an overview of the most important differences and functionalities in handling files & folders within IBM Connections and give you some handles on how to answer those pesky questions your users might have."
Social Document management with IBM Connections - Do I use CCM, community fil...Femke Goedhart
Session slides for my session delivered at SNOUG in Zurich on October 28 2015.
Abstract: Documents are still a backbone of our organisations. Sure, the ERP is often leading but look at how the majority of information is stored and you will find it is in the form of files & documents. Getting people to collaborate on information is crucial for the success and combined knowledge of any organisation and many are investing in platforms like IBM Connections to get this done.
But still, getting people to relinquish their personal file drives, can be daunting. So how do you get people to use the tools and options IBM Connections offers to collaborate on files & documents, what are the problems you can run in and how do you keep control over what's going on? In this session Femke will take you through the basics of Social document management, showing you how to use the different possibilities in IBM Connections to leverage social document/file management and take you through the questions and decisions any organisation using a social networking tool like IBM Connections should ask themselves about managing documents.
Because there is no one-size-fits-all solution and being able to explain the importance and difference between things like folders and tags, when to use CCM or community files and how to safely share files with people outside of your company can make all the difference!
ICONUK 2015: Files, files everywhere! Do you know where your organisations do...Femke Goedhart
As delivered on Sept 21st in London at ICONUK
session abstract: The good old 'document' might not be sexy anymore, it is still often the work horse of the organization. Containing most of our business information and knowledge and often being the preferred way of distribution by users, customers and partners alike. Traditionally we used formal document management tools and the 'good old' file share for storing documents but with collaboration tools like teamrooms, discussion databases and Quickr, the rise of Enterprise social Networking tools like IBM Connections and the ease with which users can get external tools like OneDrive, Dropbox and many others, a lot of that has become muddled. I will take you through some of the scenario's of modern document management, talk about the struggles of migration and give you tools and insights that can help you device a strategy to keep both your users as well as auditors happy.
ICONUK 2015: Zen and the art of requirements gathering, why getting to "In ti...Femke Goedhart
As delivered by Tim Clark & Femke Goedhart on September 21st in London at ICONUK.
session abstract: Often forgotten or trivialized, good requirements gathering can make or brake your project. This session will give you techniques and tips on how to effectively get to the core of the requirements, identify ways of prioritizing them and explains some core concepts of Functional and Technical design elements. Based on years of experience gathering requirements (and working with them!) Femke & Tim will take you through some of the real life examples they've come across and a lot of do's & don'ts they have run into. Tying them into practice and theory that can help you get your projects off to a better start.
Zen and the art of requirements gathering, why getting to "In time, On budget...Femke Goedhart
Often forgotten or trivialized, good requirements gathering can make or brake your project. This session will give you techniques and tips on how to effectively get to the core of the requirements, identify ways of prioritizing them and explains some core concepts of Functional and Technical design elements. Based on years of experience gathering requirements (and working with them!) Femke & Tim will take you through some of the real life examples they've come across and a lot of do's & don'ts they have run into. Tying them into practice and theory that can help you get your projects off to a better start.
This session was presented on March 30th 2015 in Gent Belgium during the http://Engage.ug usergroup event by Tim Clark & Femke Goedhart
BP202: Beyond Theory: Trials and Tribulations in Becoming a Successful Social...Femke Goedhart
There are many theories and ideas around "how to become a social business" but what really does or doesn't work? We wanted to know, and instead of just going blindly with the theory, we did the opposite and interviewed 32 companies in various stages of their journey to becoming a social business. Not just asking them about the big wins, but also talking about the struggles and small successes that really made the difference for them. Taking these experiences and real life examples of companies the likes of Dutch Railways, DAF, Saxion, Forbo Eurocol and Bavaria, and aligning them to the various theoretically relevant concepts, we were able to come up with some interesting concepts. In this session, we will take you through these concepts and theories and, using the examples provided by the companies, show you how these can help you identify the successes and avoid the pitfalls in becoming a social business.
This session was presented by Femke Goedhart & Sasja Beerendonk at IBM ConnectED in Orlando, FL on Tuesday Jan 27th 2015
SharePoint functionality: To Build or to Buy? Let's ask Pareto!Femke Goedhart
SharePoint is the complete solution for collaboration, document management and sharing knowledge across our organisation, and even beyond. It will drive our business!" For the last ten years it was this that message IT-departments used to get budget-approval to implement the platform we all know and love (and yes, sometimes hate). The reality is though that lots of companies struggle to get beyond using it as an intranet or document file storage. What happened to our promise to cover not just the 'sharing' and 'storage' part but really enhance our business processes with specific functionality tailored to the collaborative working? Like HR who needs functionality to support annual reviews, quality control who wants to monitor key performance indicators or the support departments who want to gauge customer satisfaction? "No problem!", most IT departments standard Pavlov reaction to these request was: "we'll build it ...!" But that takes lots of time, money and can cause massive delays which often also begs the question: isn't there another way? Aren't we inventing the wheel when others surely have already done so?
In this session Femke Goedhart and André Krijnen will discuss the intricacies and challenges of deciding when to make a standard solution fit (non-standard) business requirements and when to build your own. Taking you from how to handle the familiar "but that won't fit OUR organization!" arguments to figuring out the pragmatic factors that are really important in taking such a decision. To show you how, we will take several real-life customer scenarios through a decision matrix based on the 80/20 principle of Vilfredo Pareto that can help you determine whether to go 'Build' or 'Buy and Extend'. It will give you handles and tips on how to guide a decision process that is often difficult and can touch nerves but that, in the long run, can help you really fulfill that initial goal: creating a true collaboration platform.
Getting to the core, requirements gathering in the wildFemke Goedhart
Session slides as delivered on March 18th 2014 at Engage in Breda, The Netherlands by Sophie Lavignac-Le Madec & Femke Goedhart
Abstract: The basis of any good project is good requirements. Knowing what it is you are going to build / get determines whether your project will be a success or a flat out failure. In reality though the requirements phase is often trivialized or even forgotten. This session will give you tips & tricks as well as explain to you the basic techniques on how to effectively get to the core of the requirements, identify ways of prioritizing them and explain some core concepts of Functional and Technical design elements. Coming from a requirement gathering as well as development & customer point of view Femke & Sophie will take you through some of the real life examples they have come across and a lot of do's & don'ts they have seen (and despaired over)
Social sharing vs. organised structure. Must you select only one?Femke Goedhart
Session slides as delivered on March 18th 2014 at Engage in Breda, The Netherlands by Stuart McIntyre & Femke Goedhart
Abstract: So you have connections (or you are thinking about it) and you want to know what it can do for you in the sense of *socialy* managing files but you don't really know how that concept works or if it would work for your organization.
Tags or folders, share or private, community files or personal files, meta-data and document types? What does it mean and where do you start?
Stuart McIntyre and Femke Goedhart will take you through the ups and downs of social file management. When to use it, when not and what you need to know about file and document management to have the discussion if this should replace the department file share.
Coming from two different backgrounds - and often butting heads about this topic - Stuart & Femke will pitch the points and concepts that you need to think about with managing your documents in a social environment and show you examples on how and where to use IBM Connections to do so.
ICONUK - Requirements Gathering "...or the secret art of mind reading"Femke Goedhart
Session slides for our session on Requirements Gathering as given by Femke Goedhart & Tim Clark on September 2nd at ICON UK in Brighton.
Session abstract:
Often forgotten or trivialized, good requirements gathering can make or brake your project. This session will give you techniques and tips on how to effectively get to the core of the requirements, identify ways of prioritizing them and explains some core concepts of Functional and Technical design elements. Based on years of experience gathering requirements (and working with them!) Femke & Tim will take you through some of the real life examples they've come across and a lot of do's & dont's they've seen (and despaired over)!
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
Beyond theory: Trials & tribulations in becoming a successful social business
1. Beyond theory: Trials & tribulations in
becoming a successful social business
Lessons learned from real organisations
about becoming a social business
27. Adoption curve
Rogers innovation theory (Diffusion of Innovations) Gabriel Tarde, Everett Rogers.
28. Scenario building blocks
Need for change
Why are we doing this
scenario? What problem will
it solve?
Knowledge /
behavior
Agreements?
Skills
How can I use
the tools?
Knowledge
Where can I
find more
information?
Behavior
How will it help
me in my daily
work?
who will help me with my questions?
38. 7 Habits for Social Business
Habit
1. Be pro-active By listening being able to participate and intervene
2. Begin with the end in mind Work step by step towards a result
3. Make priorities Enhance productivity by not doing some things
4. Respect interests of others Collaborate for positive result
5. Think win-win Get to know colleagues’ true opinion
6. Gain from differences Search for synergy in opposite types
7. Take sufficient care and rest Work hard, play hard
39. The 8th Habit: finding your own voice
Your TALENT
Your CAREER
Your INCOME Your PASSION
46. Targeted training
Completeness, quality
Harmony & collaboration
Innovation and a podium
Action and progress
Targeted training
Creative workshops
Co-creation
Testing playground
Thorough paper
CBT
Extensive manual
Best Practices
Thorough paper
Over the shoulder
support
Open minded sessions
Forum
CBT
Innovators
Early adopters
Early majority
Late majority
Early majority
Late majority
So what do you get when traditional requirement gathering is done for social tools….
People only looking at global elements and functionalities
The trick is however to look at the underlying elements of how people wil use it to obtain those higher levels of the maslow pyramid. Catching that in SMART is not as easy ….
Comparison sites of social tools are a good example of this. As they all more or less want to claim they can do it all they will all tick most of the boxes. But what does “mobile” mean for SP where file sharing is about as far as the mobile interface goes compared to IBM Connections that allows 85% of all functions offerend on the webinterface in a mobile interface too….
The basics of requirement gathering are the same:
Identify sore points where Agility/Collaboration/Etc can play a role
Work out what you would like people to do
Analyze if the tools can do it
Choose your solution
Example:
We’re missing sales
We want an order registration system
It has to allow for x orders, access from mobile devices for our sales reps and each order needs to have a workflow
New ERP with a BPM module that allows for the number of orders, has a mobile interface so reps can view and enter orders while at customers and a workflow machine
With social though the sore points are not as clearcut
We want our users to share more knowledge
A system that users will happily use to share information, even when not asked to
It has to have an easy interface? It has to have a mobile interface?.....
A social platform….
The difference is in the “We WANT…” as you want to encourage behaviour that is considered to be outside of the normal day to day activities (“I’m a sales, I have no time for this, my bonus is linked to my sales revenues, not to how many status updates I place”) you will have to find out where you can create the added value for the users. To do that you need to address: FEELINGS, BEHAVIOURS AND WISHES
But to ensure this won’t derail into a free for all you can address these specifically through scenarios
Link to behaviour & Sentiments
But you have to add the ‘other’ side to it…..
By addressing the fears and resistence
And looking at the work habits
You can tap into the Desires and Wishes
Users open up to seeing what the would need
Why resentments and resistence first? Because users hate change, even if it is in their best interest. By acknowledging those first it will be easier to get users to start thinking about new things
Use brainstorming and other techniques to get input
Femke
So what do you do when you are implementing a new social platform? Do you close all other options off or try to entice people?
There is something to say for both. Having too many options means users get confused and especially when another option was available it will be hard to entice them to leave that platfrom for something new if it remains available (most ppl hate change)
Even if everyone wants to move forward that still applies:
Example3 platforms – one in each BU – all three wanted to collaborate more – all three wanted the others to relinquish their platform for theirs….. Who’s budging
organized resistance as a result of giving the choice between several platforms (mine is best)- rogers curve -> laggerds versus early adopters
Users hate to be forced, they will resist it and find ways around it. Sometimes to keep things as they are, sometimes out of spite
Weerstand versus lokken
Verhaaltje : Om IT heenwerken, (GGZ voorbeeld)
GGZ works with privacy sensitive data. Therefore security was tight (everything locked down).
But new (mobile) developments were not taken into account, and employees started looking elsewehere.
So there is a need to find the balance. To do so one should think about strategies to mitigate the risks of too many options versus not enough options. Things that can help here are:
Phase your implementation so users have time to adjust and get used to the new situation
Recognize it is a change. Nobody likes change. Allow for grumbling up to a point but always counter by pointing out the benefits and reward those that make the change
Train & communicate. No change is obvious
Migrate what is already there. This helps users feel at home as they recognise whats there/gives them a flying start
One way to entice poeple onto a new platform is to offer them very direct examples of how the new tooling can help them do their work differently.
This also directly appeals to two of the major groups in the Rogerscurve:
The Early majority likes to be involved in creating new ways of working and making them into best practices
The Late majority that will only come along when the new practices have been estheblished and have been christalized into practice
Gevoel en gedrag ook meenemen!!!!
Geen knoppentrainingen want de roadmap is niet duidelijk
By identifying a scenario where you want to change the way people work, identifying the tasks, tools and personas one can then begin to come up with new ways of working
Gevoel en gedrag ook meenemen!!!!
Geen knoppentrainingen want de roadmap is net duidelijk
Vergelijkssites geven aan dat ze het toch allemaal
Early majority makes the scenarios
Late majority uses it
waarom hanteren we dit scenario (noodzaak tot veranderen)
welke werkafspraken horen hierbij (kennis, gedrag)
hoe maak ik gebruik van de technische tools (vaardigheden)
hoe gaat het mij helpen in de dagelijkse praktijk (houding/gedrag)
waar vind ik meer informatie (kennis)
wie helpt mij bij vragen over deze verandering (kennis, gedrag)
Outcome is much broader then just your requirements als changes for culture and behaviour also are taken into account
Fenmke:
3yr/3mnths
Sasja:
Tiny habits***
Femke
Expecting users to jump right in and fully utilize a new system right away is an illusion, certainly with a social platform. So some sort of phasing can certainly help drive adoption. Be careful though not to hold back users either by not giving them a chance to jump ahead. Not all users move at the same pace and not all social features are relevant to all.
A common mistake is to broadcast the coming of a new platform with all these great features and then roll them out feature by feature…..
3 yrs / 3 mnths
Too much, too long, not fast enough, not deep enough
Femke
Rolling out a system in manageable steps is in fact not a bad idea. This keeps it alive and keeps users active as they see regular steps and deliverables but…
Niet ongetraind aan de start verschijnen, een gespreide gedisciplineerde inzet, de piek niet net voor de live gang plannen en genieten van een rustige aanloop naar de grote dag.
Met kleinere stappen in beweging komen richting het doel.
Duidelijke roadmap met de richting, en waar je over 3 jaar wilt staan.
Terugrekenen en concreet maken in projecten van 3 maanden. Maar ook ruimte houden om aan te passen en bij te stellen. Je hoeft nog niet elke stap vooruit te plannen zolang maar wel duidelijk is waar je naartoe werkt
Op hoofdlijnen beschrijf je de route voor de komende 12 kwartalen, en maak je een detailbeschrijving van het komende kwartaal.
Met deze aanpak haal je er uit wat er in zit.
Don’t make those steps about features. IN fact, giving them access to the basic features right from the start is not a bad idea but then group the deliverables by focusing on scenarios where you provide users with additional training, communication and guidence on how to use specific features to address a certain topic like “how are we going to….”. Then ty this in with additional features and add-ins that you deliver with those deliverables. This gives those that leapfrog over to the functions they need a chance to do so and at the same time offers a steady pace of manageable steps and changes to the ones that need to be taken by the hand.
Themes versus groups versus time
Sasja
Changing behavior is hard. Taking small steps to practice new behavior until it becomes automatic.
Training is most often something procedural and tactical. Its foundation lies in the industrial era of ensuring that your employees knew how to accomplish their basic tasks before throwing them into the day to day business operations. This training was focused on how to *do* the required work successfully.
This works well enough if we are only talking about the kinds of jobs where repetitive tasks make up the bulk of their work. As we’ve moved further into the knowledge based economy however those jobs become fewer and fewer. They are replaced by jobs in which subtleties are involved, judgment is required, communications and human interaction skills are increased.
Training should be an element of an adoption program.
Why? Culture and behaviour. Culture is necessarily front and center. Behaviour is hard to change and certainly doesn’t happen in one training moment.
The thing about culture and behaviour is that it’s experiential in practice. I can tell you what my corporate values are and try and describe my corporate culture to you, but unless you experience it being applied to real situations you won’t truly comprehend it. It’s contextual.
This is why scenarios are a big part of a good adoption program. Tiny Habits is another good example.
In elke populatie is er een grote diversiteit aan persoonlijkheidsvoorkeuren en de algemene verdeling van de adoptiecurve gaat altijd wel op.
Train on the tactical
Educate on the fundamental
Immerse in the experiential
Together
Don’t see it as a project, its a process
Ofcourse not. A Social Business Journey is a never ending story.
But don’t be scared. It’s a fun story!None of the interviewees said they were finished / done.