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Archive for August, 2009

NPR – At a Tipping Point?

by Rob Paterson

With the launch this weekend of the new NPR Mobile App, I can look back over the last 4 years and see a pattern emerge that tells me that NPR is poised to be the first major new organization to break through into the new Media Reality.

That’s a bold statement so let me try and back it up.

First of all, NPR and the public radio system have got something that no other media has in America – Growth in audience.

Nprrelativeaudiencesize

Why? I suspect that a large part of the answer is to be found in one word – “Trust”. As our world becomes more uncertain, it is also clear that much of the media was either complicit in hiding the truth about what was going on or that they just missed it. The non profit aspect of NPR and its system, I suspect helps keep it more trusted. The second point is just good journalism. As all other sources of media have retrenched on their staff, NPR and its stations have continued to invest in great staff.

But there is more going on here than the core journalism – NPR – like no other organizations except the BBC – is there a pattern here too? – Has made a decisive push to make the web work for it, for the stations and for the audience.

Here is the “Story” as revealed in a “Power Curve”.

NPR Growth story.002

This suggests that NPR is at the Tipping Point. Why? Because we can see both the acceleration and also the growth of the supporting system that will facilitate the growth.

We see a long gestation period from 2005 – 2007. Podcasting began then – greatly facilitated by iTunes.

It is in 2008 that we see progress begin to accelerate. In 2009, NPR is positively rocking.

How did this happen when so many other media organizations are merely hiding behind the castle walls?

I think the answer is in the New Realities Process that NPR undertook at the end of 2005 – May 2006. Over 800 people were involved in “Exploring” what the web might mean to NPR and the system of stations.

This was the basic problem presented to all.

NPR Growth storyquestion.003

Please let me explain. Remember this was done in early 2006. The core assumption was that by 2009, the web would be ubiquitous. NPR’s relative position versus the web at the time was that tiny black line.

The question was this – How did we get to scale on the web in time AND still not piss off the audience AND the Stations?

Looking back, the time line we posed was correct and it seems that we have solved the key question.

So how did this process of mutual exploration help NPR and the stations do this? My answer is this – It gave everyone a real voice. ALL the issues were on the table. A real common view emerged.

NPR Growth story.003

In every meeting, groups came up with the same big idea. That we had to be able to offer the audience what we did “Their Way”. This appears to have been an underlying idea that has been realized by the Mobile App – many groups even envisaged a device like the iPhone that would enable this.

Surely this is no small thing? Most media organizations still insist controlling everything.

NPR Growth story.005

The underlying constraint was what would be the role of NPR and of each station? At the time, many believed that NPR had a “secret plan” to go it alone. In truth many at NPR also did not know what to do. They talked about working with the stations but were uncertain.

A major result of the process is that the senior NPR folks realized that they HAD to work with the stations. It has taken years for much of the fear that NPR would go it alone to dissipate but it is. NPR have proved by their actions that they are in this together.

NPR Growth story.004

For another common theme that kept coming up again and again was this. That the end game would look like this – a REAL NETWORK based on Natural Systems. This was the systems’ great hidden strength.

This idea of a large natural system is now even bigger than anyone envisaged in 2006. For the CPB has been making major investments in creating a Public Radio AND TV system. The Facing the Mortgage Crisis project is one of these investments where radio and Tv stations in 32 markets are working together. NPR and the NewsHour are working together to offer the best news service in the nation. Key local stations are creating local news hubs.

All this is going to come together in late 2009 early 2010.

2010 will be I think THE year. The product will be unparalleled. The Web approach will be ideal. The resources will be all that such a network can supply.

With the audience, with the engagement and with the web fully supporting the air all that is left is this..

NPR Growth story.006

I think that with the underlying audience, engagement and a network – it should be possible to make the money and the system work – don’t you?

So in closing I return to the question of our time. How do large organizations make the changes that they have to? How do they do this when the New is often the opposite of what they are and what they do today?

I think that the answer for NPR and Public radio is that they overcame the huge natural resistance by investing in a shared and deep exploration of what confronted them. What they have done since has come from the genuine emergence of ideas and of a language that they created for themselves.

It has not been easy. I admit to being in despair in 2007 when I could see no visible progress. But in retrospect I was naive. The laws of nature demand a period of gestation. 2007 was that time.

What is remarkable now is that NPR and the system has fully met the challenge set out in the starting question of the process. They have kept their audience, kept the system together AND become a leader in the web.

Now they have to turn this into revenue. I think that they are up to this.

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NPR – Going for Mobile

by Rob Paterson

NPR have no doubt about the future of media – It’s Mobile! On Saturday they launched an Apple App that I suspect will be the equivalent of the Model T Ford – the harbinger of how things will be done. For Real – “Anytime – Anywhere” – Text and Audio – National/Local. Above all EASY!!!!

It also works on Blackberry – Here is the NPR Download page.

Staci Kramer’s article is very comprehensive and will show you the direction of the strategy in detail.

National Public Radio is already a leader in podcasting. But a free NPR News iPhone app that launched Saturday night opens up a new dimension for the network and its member stations with live and on-demand mobile streaming. It’s also the first app to make reading the news and listening to it equally important, providing full-text coverage along with audio. In addition to NPR’s own programs and those it distributes, the app includes direct access to local shows from more than 600 member stations live and on demand.

Here is Scott Simon with a tour

Here is more on this by Ben Parr for Atlanta Internet Marketing

NPR News [iTunes link], which just became available for download, offers the same core features of other news apps like AP Mobile [iTunes link], primarily that you can browse the day’s big stories and read news articles in multiple categories. However, no other news app is linked to 1000+ NPR radio stations, news programs, and live streams, meaning you can listen to your news anywhere, anytime.

The App adds a strong audio layer to the news reading experience. While it’s simple enough to read the day’s top stories, you can also listen to most of the day’s top stories as well. A speaker icon next to most articles allows you to listen in on stories, and the playlist feature lets you queue up the stories you want to listen to if you’re busy, on-the-go, or just need to keep occupied.

The other key aspect of NPR News is that you can listen to any NPR program and any NPR station, including both live radio and past shows and podcasts. There has to be thousands upon thousands of hours of archived content available, not including the live radio. You can even pick out your station with GPS.

While many news organizations are floundering in the era of social media and even struggling to survive, NPR has thrived. Its innovative social strategies have served it well, and the NPR News iPhone app is just the latest solid innovation from the non-profit news organization.

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Eight Issues to Consider in Your Enterprise’s Internal Social Software Policy

by Bill Ives

Tech Republic recently posted on 10 things you should cover in your social networking policy. There has been a lot of discussion on this topic, including my prior post, Social Media Policy Guidelines Can Encourage Use Outside Enterprise and Adoption Within. Like most policy discussions I have seen, this one focuses on social software use on the Web. However, it remains no less importance for effective enterprise 2.0 adoption to have guidelines that also cover usage inside the enterprise. I think the ten points are very useful and eight apply to internal use, some more than others.

I am listing the points but reflecting instead on internal issues, rather than the external issues that Tech Republic focused on. I think that 8 of the 10 points are still relevant inside the enterprise.

1: A clear company philosophy - This is one of the most relevant so I am quoting part of the Tech Republic post. Before you can develop a policy, you need to define the companys overall attitude toward social networking. Is it something that you consider to be a strictly personal activity, which should be generally restricted - like personal phone calls and visits from family members - to the employees break and lunch times? Or is the company interested in encouraging employees to use social networking for business purposes and incorporate it into their working time? The company should encourage the use of social media for business within the enterprise but it needs to convey that in the policy. It still needs to define how it is best used and why it should be used, as well as the benefits.

2: The definition of social networking” - I would make this one number one and the current top one number two but expand t to social media. Tech Republic writes, It may seem obvious, but it is important that your policy define what is meant by social networking or social media, since the term means different things to different people. You may want to name specific sites and technologies, but because new sites are always popping up, you should make it clear that the policies are not limited to the named sites. The same applies to tools. Who knew about micro-messaging a few years ago when blogs and wikis were dominate.

3: Identifying oneself as an employee of the company. This one should not be an issue but people should be identified through the companys Active Directory or other similar means. This automated identification is one of the benefits of moving inside the enterprise.

4: Recommending others. Employees should use common sense here but it does not have to be an explicit part of the internal policies.

5: Referring to clients, customers, or partners. - While this is very important on the Web because of client confidentiality issues, it remains an issue inside as many contractual arrangements call for only discussing the client and its issues on a need to know basis. I remember that some clients of my former employer required all presentations and discussions to use a pseudonym for the client, even when the project team was the only audience for them.

6: Proprietary or confidential information - Like item five above this remains an issue inside the organization. The power of social media can take information way beyond those who need to know it.

7: Terms of Service - While those who purchase and bring software inside the enterprise should be responsible for this, employees should be aware of it. Even inside the organization, your policy should hold employees responsible for reading, knowing, and complying with the ToS of the tools they use.

8: Copyright and other legal issues - Again, this applies to internal use for several reasons. Social media activities can be discoverable if the company is being contested for violation of legal issues. So I am quoting Tech Republic here. Be aware of the laws. Policies should require that employees at all times comply with the law in regard to copyright/plagiarism. Other relevant laws include those related to libel and defamation of character. A good rule of thumb is the one our mothers taught us long ago: If you dont have something good to say, dont say anything at all. Defamatory statements can lead to lawsuits against the author of the statement and if that is one of your employees, at the very least it can bring bad publicity for the company.

9: Productivity impact - This remains an issue inside the enterprise. These policies should not be oppressive and should not discourage use. They should assume that social media is a positive business activity, not a waste of time. However, like anything there can be too much of a good thing. Addressing this issue can reduce the fears of those who are concerned about social media use, as well as provide some clear guidelines for users.

10: Disciplinary action - Tech Republic writes that the policy should spell out that violation of the policy can result in disciplinary action, up to and including termination, and reference other company policies that lay out the appeals process and other relevant information. I think this applies to any policy guidelines.

I think there are other issues beyond these but this is a start.

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Crowdsourcing for Employee, Customer and Stakeholder Engagement

by Jon Husband
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About three months ago Beth Kanter wrote about the Crowdsourcing of Vision at the Smithsonian Museum. In a comment I suggested that crowdsourcing for visioning purposes was reminiscent of the use of OD (organizational development) principles and methods often found in large-scale organizational or system change initiatives.

Beth asked me to elaborate. This blog post is my response.

Let’s look at why and where crowdsourcing can be useful when organizations (private, public or not-for-profit) are facing important new or emerging issues.

Crowdsourcing – Collective Wisdom and Collective Intelligence

When considering crowdsourcing in the above context as a method for obtaining pertinent information and perspective from relatively large numbers of people, it is useful to differentiate between it and collective intelligence, a related concept.

Collective intelligence refers to the outcomes generated by pooling knowledge from diverse groups, using it to research and debate and then refining the resulting understanding into useful and actionable information.

Crowdsourcing collective wisdom refers to the aggregation of anonymously produced data from groups of independent, diverse and decentralized people (crowds). The information gathered is typically summarized into a collective judgment or perspective – the “wisdom” expressed by the crowd.

Crowdsourcing as a technique for gathering useful information stems from the concepts outlined in The Wisdom of Crowds, by James Surowiecki.  With a nod to the definitions above, the practice of crowdsourcing can be useful for tapping into the attitudes, opinions and beliefs of the “crowd” represented by an organization’s employees, customers and other stakeholders.

Many nuances and constraints have been applied to Surowiecki’s original ideas, and examples advanced wherein the ideas work more or less effectively. Whether you agree or disagree with the concept, there’s a fundamental attraction, and empirical evidence, to its utility.  A crowd made up of diverse people with as many perspectives as there are people can, when faced with a question, problem or idea, generate a coalescing of sense and thence a consensus.

Indeed, a number of processes for working with small or large groups stem from the same basic premise – organizational development, whole systems and socio-technical systems theory rest on significant input from a wide range of different actors. A crowd’s aggregated collective response to a question or challenge creates a perspective or a position. In Surowiecki’s terms this represents its collective wisdom.

Can Today’s Organizations Access The Collective Wisdom of Crowds?

The workforce and other stakeholders of any given organization is a form of crowd. An organization’s crowd is likely to be more homogenous than a general crowd, to be sure. In the context of crowdsourcing, this relative homogeneity becomes important. It provides boundaries or constraints that complexity theory tells us are useful for bringing focus to the reasons for and expected results from the crowdsourcing.

For quite a few years now there have been sustained clarion calls for the development of learning organizations, more responsive and flexible cultures and for changes to fundamental assumptions and models of effective leadership and management. Hundreds of thousands, if not millions, of dollars have been spent on visioning, strategic planning, culture change initiatives, coaching and more effective internal communications.

There are competency models galore, climate and culture surveys, and a wide range of other assessment, diagnostic and developmental tools and processes aimed at “harnessing the employees’ and the organization’s potential“.

However, the structure of most organizations is still clearly hierarchical and relies on learned command-and-control leadership and management techniques. Most leaders, executives and senior managers have been steeped in industrial-era management science assumptions. Their mental models began with these fundamental assumptions during their education and their first jobs. They have reached senior decision-making and leadership levels with the help of models that preceded today’s digital hyper-linked and networked environment with its wide, deep and rapid access to large numbers of people and vast amounts of information.

It is the rare “authentic” or natural leader that possesses or grows in him-or-herself the wisdom to bring humility, purpose, values, clarity and inclusive decision-making to creating  and leading a responsive, adaptable and effective organization.  Jim Collins codified these rare qualities in “Level Five Leadership“, a featured article in the Harvard Business Review’s Breakthrough Leadership issue.  If you want to harness collective intelligence of the organizational crowd, you must have humility and good listening skills.

From Today to Tomorrow

Enter social software .. blogs, Twitter, wikis and various widgets (like IM interfaces that help people connect, converse, swap ways of doing things and gather feedback from colleagues and customers). Using social software for purposeful activities tends to create gigantic, wide, always-coursing feedback loops that will not be stopped.

So .. in this new electronic networked environment, how can today’s leaders go about developing vision, values, and a range of other elements of strategy and tactics.

We know from pre-Web experience that there is indeed something tangible, observable and useful in the knowledge and intelligence contained in and offered up by crowds when faced with an issue. Four or five decades of organizational development and organization change theory, practice and results have shown us that.

Many of us have been paying attention to the evolution of the Web’s impact on our lives and work for some time now. We tend to believe that the adroit, open and sincere use of social software to tap into and listen to a given organization’s crowd can materially help leaders and managers evolve into people who do not rely on charisma, positional power, coercion or dishonest political manipulation. Acknowledging and seeking ways to use the crowdsourced wisdom typically requires humility, listening and servant leadership to face and embrace the responsibilty to lead and manage effectively.

An important caveat … in spite of much work by many organizations towards inclusive engagement, it only takes a little bit of perceived ambiguity, loss of perceived control, shifts in markets or constituents for control-oriented hierarchy to reassert itself very quickly.

Notwithstanding the apprehension of many of today’s more traditional or conservative leaders and managers, the possibilities of crowdsourcing useful vision and wisdom from employees, constituents and markets has been made much easier with the capabilities of today’s interconnected and interlinked Web. And, just as importantly, increasingly people want AND expect that their voices will be heard.

The job of a leader in today’s hyperlinked and transparent organizational world is to instantiate the crowd’s intelligence and / or wisdom with a clearly-stated and purposeful mission and objective, and then listen ! This is where social software and methods like crowdsourcing can shine.  They can and I believe will, eventually, replace or augment even the most sophisticated culture change initiative or surveys and diagnostics. 

It can help leaders and managers learn to really listen, and to respond in intelligent and mature ways to the conversations that carry the  collective wisdom of an organization’s ‘crowd’.

These days (and certainly tomorrow) it’s less and less about charisma, command and control, and more and more about listening to conversations and championing, catalyzing and coordinating the collective wisdom of any given organizational crowd.

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Collaboration and Enterprise 2.0 Study from AIIM

by Bill Ives

AIIM has recently published a study on Collaboration and Enterprise 2.0. It provides more encouraging news for enterprise 2.0. It finds that business take up of enterprise 2.0 has doubled in the last year. This supports the study from Toby Ward I recently posted on (see New Study Finds Social Media Becoming Mainstream on Corporate Intranet). According to this AIIM report, there has been a significant increase in the understanding of how Web 2.0 technologies such as wikis, blogs, forums, and social networks can be used to improve business collaboration and knowledge sharing.

The survey was taken by 789 AIIM members between May 11 and May 26, 2009. Over half of organizations studied are now considering enterprise 2.0 to be “important” or “very important” to their business goals and success. Only 17% admitted that they have no idea what it is, compared to 40% at the start of 2008. However, only 25% of organizations are actually doing anything about it – but that is up from 12% in the previous survey. The numbers are lower than the Toby Ward study but the trend is the same.

This study found that Knowledge-sharing, collaboration and responsiveness are considered the biggest drivers. Lack of understanding, corporate culture and cost are the biggest impediments. IT departments are by far the strongest users, with 68% using Enterprise 2.0. In contrast, only 6% of organizations are using it throughout the business. This is interesting as the Toby Ward study that IT was one of the biggest obstacles. It might reflect a different audience mix with the organization in the two studies.

I was interested to find that 71% agree that it’s easier to locate “knowledge” on the Web than it is to find it on internal systems. This is actually a big improvement over what I found in the past few years. Taking a cue from Andrew McAfee I would ask every audience that I presented to on enterprise 2.0 this question. Would all those who find it easier to find information on their corporate intranet than the Web raise their hand. No one every did this for me and Andy reported the same results at the time.

More work needs to be done in the governance area as only 30% of companies have policies on blogs, forums and social networks, compared to 88% who have policies for email. I think that such policies are useful. On the other hand, the study found that while almost all companies would not dream of sending out un-approved press releases or web pages, less than 1 in 5 have any sign-off procedures for blogs and forums. I think these sign-off policies are counter-productive and good general policy guidelines reduce the need for any sign-offs.

There is much more including a lot of detail on personal use of social media by the participants. I recommend looking at the complete study. It adds to the growing body of research supporting the emergence of enterprise 2.0, at least in terms of tool adoption.

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