Dominos – Crosssing the Rubicon for Corporates in Social Media

April 17, 2009 at 9:02 am · Filed under 2.0 Business Model, 2.0 Design Thinking, Adoption, Barriers, Change, Clayton Christenson, Dead Paradigms, Enterprise 2.0, FASTforward'09, Innovation, Innovator's Dilemma, Marketing, Ning, QuickTax, Social Media, Trusted Space, User Revolution, Web 2.0, Web Advertising, Web Services, YouTube, Zombies

The Dominos “YouTube Adventure” last week  – when a couple made a disgusting video of what they did in making a Dominos Sub – is I think a “Rubicon” moment.  Not just for Dominos, who had already put their toe into the river of Social Media but for every enterprise. (Excellent revue here  by Frederic Lardinois from Read Write Web on what happened + Stats + Dominos response + an analysis)

All your customers, voters, members, suppliers – the public are now linked. Newsworthy events that are good and bad will spread like wildfire. Look at the “Good” event of Susan Boyle – as of this date 20 million views in less than a week!

The Rubicon is that – whether you like it or not – the public are now linked so well, that anything said about you will now spread everywhere and very quickly. This linkage, and hence the speed and immediacy of the spread, can only get wider and faster. Maybe, in a few months, events that affect you will spread instantly to everyone. What will spread the fastest of course will be the bad things.

So the new reality is that it is what others say that will matter not what you say. So your reputation – your brand – the trust you have – is now not longer easily or directly controlled by you.

You have to be swimming in this river to have any chance of protecting your name.

As with Dominos – using the new social media tools is not enough. You will have to understand and become a master of how to live and do well in thus new world.

Compared to many today, Dominos were somewhat ready. But even then – I think because they had only installed the tools but not the culture – they were awkward. They were late in catching their problem. Late in a their response. Stilted in their response – they did not understand that a scripted response is not going to help much.

They were still operating the new tools with the old culture.

They gave their CEO a script. He read from the prompter and did not make emotional contact with the audience. But Dominos still did well compared maybe to you! For do you even have the tools?

But of course it is not just about the tools. The issue is that you can no longer control. So their new plan is of course the old plan – “let’s control the store”. Their key response is to ban video cameras from their stores! This means a ban on cell phones really and how practical can that be?

The only effective response will be to get into the river with everyone else and get really good at how to behave in this new river. It will be to become so engaged that the conversation can be affected or shaped. You have to be a trusted part of the conversation to do this. You cannot just barge in.

Dominos and you will have to unlearn and put away all of what made old PR work. For all of PR up to now has used “Message” – a tightly controlled and scripted response where the text is key. Now you have to use “Presence” – an emotional message where the authenticity of the humanity of the “speaker” carries the point. Volts versus Amps.

This River will soon operate at the speed of light. To protect your name, you have to be a major presence in the river now. You have to merge with the river so that your nervous system is acutely attuned to the slightest hint of trouble. The leverage is Trust. Only a trusted player in the river will have any chance of settling down the ripples.

To have the Trust, you need to be known. To be known, you have to be a person and not an institution.The people that represent you in this river have to be free people who can be trusted. They have to have won the trust of the river. If trouble occurs, they have to respond immediately without a script. They have to be empathic and not controlled.

This role is foreign to institutions who are all about control. The answer are not the tools but the culture.

The error is to see your participation in Social Media as having the right Tools. “We use Twitter!” is a meaningless statement. Hey you can give me all the tools I would need to fix a car and I still will not be able to fix a car. Worse you can give me an airplane to fly and I will crash every time. The people who work for you in this field have to be the real deal. You would not hire a CFO who did not know her stuff?

Why simply tell your existing PR folks who know nothing about this – in fact who hate it – to take over? All of how PR, Research and Marketing has been done until now will have to be unlearned. Traditional PR, Research and Marketing folks will feel very uncomfortable and will do what all prior paradigm leaders do when confronted with the real future. They will undermine and fight it. They have to. For this is their nemesis.

The context for this decision is that the old world is dying. Here is how Coke is responding:

ATLANTA: Coca-Cola has created a new office of digital communications and social media within its public affairs and communications department. Clyde Tuggle, SVP of corporate affairs and productivity at Coke, noted “mass media is declining in importance,” when introducing the new department in a memo to staff, which the beverage manufacturer shared with PRWeek.

“Our future success depends on our continued ability to connect people to our brands and our Company all around the world, one person at a time,” Tuggle wrote. “Our new office of digital communications and social media will help us become even more comfortable and effective in these new spaces.”

The new unit will work in collaboration with global interactive marketing, IT, and consumer affairs, as well as legal and strategic security.

Adam Brown, digital communications director, and Anne Carelli, digital communications manager, will have oversight of corporate digital and social media communications efforts. Both Brown and Carelli will continue ongoing training programs, such as “Training Byte” online videos, in addition to “more robust” programs through its new PAC Institute.

The ideas in the new world that will have to be learned anew include these:

• Listen before you Speak – The New Tools allow you to hear the slightest tremor. Last week I Tweeted that I had done my taxes and that I had used QuickTax. Within minutes QuickTax had responded with a thank you. A week earlier I Tweeted that I had had a problem with accessing Ning. Within minutes a customer service person from Ning contacted me and worked over the weekend to solve my problem. If you cannot do this – you are not in the game. In future, most of your research will operate in real time without you having to ask any questions. Your new job will be to listen minute by minute and to have tools and people that can make sense of the stream. Not only to make sense of what you hear but also to shape the stream. QuickTax is responding to every mention good or bad. An early and a personal response, can settle a problem that could become a crisis. Such a strategy dramatically reduces your costs in research and brand management. Such a strategy dramatically increases your effectiveness and reduces your risks. More for less.

• Participate not Pontificate – To be heard, you have to participate. To speak, you have to lose your corporate voice. You have to lose the official tone of voice. You have to regain a human voice. This can only be done if you allow your social media staff to be themselves. They cannot be the highly controlled drones that are the standard in the corporate or bureaucratic world – many people in your organization will not be able to lose this voice. They even use it at home. Simply training old staff will not be enough. For how can you have trained people in the Shetl to be Americans?  You have to live in the New World to become a citizen. To have the new voice is to be a native of the new culture that is the very opposite of the norms of the old country. As with immigrants, it will be the kids who will get it first and they will train the others. But the Bubbies will never get it. This aspect of having the new strategy work or not is the most challenging part of all of this. In the end it means, that the old culture has to die too. Maybe in the interim, you set your unit up apart from the rest and have it report to the CEO for protection. Clayton Christenson has a lot to say about this problem. For to respond to this new reality demands that you disrupt your culture. The most difficult of all acts for a leader.

• Importance – Life or Death: This is not an add on or a side show as Newspapers found – This is all about whether you are going to live or die – As the Coke folks say but more gently than I – Mass Media is dying. So then is the entire Mass Media approach to PR and Broadcast – the God-like Voice and Moses with the Text of God from on high does not work. So how important is your reputation? How important is your business or enterprise? Adopting this new way is one of the most important decisions you will make. So also having the RIGHT PEOPLE to do this for you is the second decision you will make after deciding to cross the River. Ideally you have to have them report to the CEO. Ideally the CEO needs to become immersed as well. If I can do this, aged 59 and having spent most of my working life in institutions. Then so can you. The only issue is will. Do you have the will as a CEO to move into the future?

Caesar made the call by crossing the Rubicon to end the Republic and to begin the Empire. He had the will to stake it all. There was then no going back.

Actually it is society that has crossed the Rubicon. The new interactive and participative world is now here.

Will you cross too? This is a life or death decision for you. It’s also a winning choice. Many will not be able to make this choice. Their own culture will be too powerful. If you can, you have the advantage. The earlier you move, the better you will get at this.

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Culture – The Secret to a 2.0 Organization

August 11, 2008 at 9:12 am · Filed under 2.0 Design Thinking, Barriers, Blogging, Business Model, CPB, Community, Control, Culture, Enterprise 2.0, Enterprise Social Computing, Enterprise Software, Interaction, KETC, Measurement, Mortage Crisis, Network Effect, Public Media, Public Radio, Public TV, Relationships, Social Media, Social Networking

What is the secret of a 2.0 organization? Is it merely the mastery of the tools?

If your organization is all about control and top down – it is unlikely that having a Wordpress site will take you to the new world of networks. To make a 2.0 world work for those you serve means that you have to have such a world working inside your organization.

So what do you do to get this? It is clear to me that we have made this shift at KETC in St Louis.

The context of this story is a project that KETC is working on to find ways of activating the community in St Louis to help reduce the pain of the mortgage crisis.

In so doing we are testing the big idea that Public Media can do more than bring Jane Austen to your TV screen. The CPB is testing this idea in St Louis and if we have enough progress – will expand the test to many other cities and stations.

So an important task that we have to fulfill will be to help the system replicate what we have done.

The easy part of this task will be the “Whats”. The Content we created, what we did on air, on the web, in meetings with the community etc. But I don’t think that only talking of the “what” will be very helpful. I think that it will be the “how” that is the real secret. The “how” will be about the new culture – the new set of work and social norms that are behind becoming a convener.

We surely have to become a Convener inside the station before we can have much a of a chance of being the Trusted Convener outside. That is the really hard work. I know that KETC has pulled this off. But how can I tell you about the how. How do you tell another about a new way of being?

This weekend while watching the Olympics I had an aha about the “How” that I would like to try here with you.

Here is a picture of the Canadian men’s 8 at the Olympics yesterday.

When all the 8 in the boat and the cox are aligned – something magic happens. All the effort is applied to the work. When this happens, you feel it. It is almost a spiritual feeling. It’s a form of magic. The boat just flies. You dissolve into a field that is the boat, the 8 and the cox. You are ONE. All friction and resistance is gone.

With a big race and your reputation on the line – the pressure to get aligned is huge – you can feel if one person is not there with you.

This is what it feels like in our KETC project meetings now. It feels like the boat is flying – it feels so good to be with the other members of the boat.

The pressure is there. As the guinea pig for Public Media we feel the eyes of thousands upon us. Upping the pressure to perform seems to help with transformation. Like heat applied to water creates steam or heat applied to iron with other things creates steel.

So creating pressure about results, time and scale is a first step. You don’t go gradually into this – you have to go full tilt.

We had no time. the project is only 3 months long. So there was no time to be incompetent. In the early days we had to re-arrange the boat a bit to get the team that could do the work and do it with the others. We could not tolerate anyone in the boat who could not pull their weight. We acted immediately when it was clear that the mission was being threatened. This is not the pub media way but it is the real community way. Real communities see everything and expect a lot. Real communities are not soft.

But after this initial shift – we know we have the right team. With the right team we build energy and confidence over time. There is a trust and a confidence in each other that has been developed by publicly and transparently experiencing the abilities of the others.

To get this transparency – we have a process that is built around all involved making public commitments.

It has developed by a simple part of the Project Management process – the day starts with asking each other for help. Every day we meet for 30 minutes to talk about what is going on and all the cards are face up on the table. We have learned to be explicit. Not rude but very clear. A very different norm from the past or most organizations. Accountability is fully visible.

This does not seem like the typical meeting that many of us have. It is very operational – what has to get done today and this week. But it is also very social. As trust has built there is also a lot of laughter and banter. The walls of the silos are coming down. We are finding that people who we did not know or trust much can be very helpful and that they can work miracles. Especially when the chips are down.

We have set major milestones and we have surpassed them all. Everyone has been tested in public. By being open – by being demanding in public – we are closer. Nothing is not unsaid anymore. You don’t have to whinge in the washroom. This is more than transparency – this is “clarity”.

So how does this happen? Well we are set up as I now see like an 8. The engine room is of course the department heads – they do the rowing. But it is the project management structure and discipline that makes the 8 go so well. So let’s look at this because all can replicate this.

First of all we have “Cox”. Not the project sponsor, not the President but the Cox (The Project Manager). In an 8, it is the cox – usually a very small person (Our PM is new and is very young but is an old soul) – who not only steers but who encourages and who works with the crew to respond to threats and opportunities as they happen on the water in the race. He is always pulling us back to the task. He is always asking the awkward question – he is always asking for more clarity. He uses humor and self-deprecation to get his way. But behind him is the power of the coach and the President. He can always use disappointment as power – “Do we really have to go to Jack about this?” usually settles most issues without escalation.

So the PM/Cox not only sets the process tone but also shows us how to use power as a convener. He uses personal power and almost never has to escalate because all the conversations are in the open – bad behavior – is obvious to all – social pressure ensures good behavior.

There is no doubt in my mind that Project Management is a key skill in the operation of a high performing organization. What it does is it keeps focus – it forces accountability – it manages the white space between the silos – for this is where the cooperation is demanded. For a while it all feels forced for this is new. But after 9 weeks it is our new normal.

Of course what is really happening is that the PM is “Convening”. He is holding the kind of open and trusted space that enables groups to work well with each other. The central process at KETC has become Convening.

We are also seeing that the project never ends. There is always complex work that is measured by outcomes to do. That raises another issue. Outcomes and measurement: in the old norm, we were soft on both. Now everything that we do has to have an objective and hence has to have a measure. This again was awkward at first but now is a new normal.

Which brings us to the “Coach”. The Coach in an 8 is not the cox. The coach’s work is all about ensuring that the goals are set and the capability is ready. We have such a role being played at KETC – the project Sponsor.

There is a lot of discipline in the role. The coach is not one of the guys. The coach pushes all the time. the coach has expectations.The coach sees the needs of the whole race/project. She sees how this race/project connects to others. She sees the development needs and she has an eagle eye on personnel. If someone is not working out, she has to deal with this.

Part of her power comes from her appointment. She has been selected by the “Club President”. She can escalate and does over personnel and budget issues. But she settles organizational issues from her position. But not all her power is delegated from the President. She has her own power based on her own achievements. For the coach is also rooted in their own talent. She has deep skills in a key area – Community Engagement. She has a track record of her own in getting tough jobs done well.

Finally we have the club president. He is responsible for the financial envelope – which provides the boat etc. This is a separate role to that of the Coach or the Cox. But in most organizations this person does all of this.

This is what I mean by Top Down organizations being political. They tend to be like medieval courts, where factions compete for influence and power. All the work happens in the corridors or in secret. Little is really visible. All in the end is decided by the King.

What is happening at KETC is that all the key work is now taking place in a process that is fully transparent. The President can look at the boat in the water and see all the workings. Accountability is clear.

• Each rower has his or her part and they have to be visibly working with the rest of the 8.
• The cox’s ability to get the boat running optimally in each race is clear to all – especially in the boat itself.
• The results of the boat belong to the coach – her role is clear.
• The resources for the club are the President’s role – and he is delivering and he also sets the tone.

The President in our case, asked the team for it all. He wants Gold in an Olympic setting and he asks for nothing less. In asking for all, he is getting it.

So that’s my metaphor. If you run your organization like a rowing team, if you set up the key roles as you find in a rowing team, you can make the shift inside from 1.0 to 2.0.

The irony is that the 2.0 world is more disciplined than the 1.0 world. But as you can see much of the discipline happens because of visibility and clarity. It’s like being in a small town. What you say and what you do can never be a secret. So your word and your actions define you. In a small town you also have to help each other.

In the 1.0 world of the huge city – there is little social pressure. All is anonimity. So there have to be rules and policemen and gaming the system.

Installing the kind of Project Management Process that we are using at KETC gives you a good shot at making this shift.

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Cloud Computing: Uh Oh, Now It’s Getting Serious

July 29, 2008 at 11:12 am · Filed under 2.0 Design Thinking, Barriers, Cloud Computing, Enterprise 2.0, FASTForward '08, Social Computing

The beauty of cloud computing was that it was something you just did without having to think too hard about it. Now, apparently, some people are trying to think very hard about it.

HP, Intel, and Yahoo! have just announced the creation of a “global, multi-data center, open source test bed for the advancement of cloud computing research and education.”

What is the purpose of having a test bed?  I mean, isn’t the Internet and its user base the test bed for such things? (This is said partially tongue in cheek…) According to the joint press release, the “official” Cloud Computing Test Bed will provide a testing environment to study cloud computing issues “on at a larger scale than ever before.”

The institutions supporting the test bed include the Infocomm Development Authority of Singapore (IDA), the University of Illinois at Urbana-Champaign, the National Science Foundation, and the Karlsruhe Institute of Technology (KIT) in Germany. HP, Intel, and Yahoo! will also host centers.

Each location will host a cloud computing infrastructure, largely based on HP hardware and Intel processors, and will have 1,000 to 4,000 processor cores capable of supporting the data-intensive research associated with cloud computing. The test bed locations are expected to be fully operational later this year. Parties interested in using the test beds for their own budding cloud applications will need to go through a selection process, however.

This initiative is another sign — a very high-level one at that — of the tectonic shift taking place beneath the feet of the entire computer and software industry. End users are increasingly looking to the network to take advantage of applications, services, and utilities, versus installing and maintaining these artifacts at their own sites.

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Transparent and Explicit

July 7, 2008 at 11:27 am · Filed under 2.0 Design Thinking, Barriers, Culture, Enterprise 2.0

As 2.0 conversations continue, the topic of transparency has become a key area of focus. Harvard Business Press even suggests that transparency can be leveraged strategically. While many look to leverage transparency outside the organization, there is great benefit to be gained through increased transparency in leadership, internally.

Along with transparency, there is a need to increase a commitment to being more explicit, by uncovering the ‘unwritten’ rules and cultural mores and holding them up for observation, consideration and criticism. Hidden ‘rules’ and ‘agendas’ decrease the productivity of a company in endless subtle ways. It diminishes the critical trust factor within a culture. It creates a culture of protectionism — it encourages scarcity behaviors. Scarcity behaviors influence and are embraced by daily work efforts.In scarcity cultures, few are willing to state the obvious. Denial is the norm.

Even in more enlightened culture, often the obvious just isn’t so obvious to everyone, because it hasn’t been made explicit. Making ‘the obvious’ more explicit can add tremendous value. Unfortunately the mechanisms of choice for making a business ‘explicit’ are the typical tools most readily available to employees — a suite of office products (e.g. Word, PowerPoint, Excel). The tools are not necessarily the problem, the way in which they are employed is.

In making the work of a business more explicit, placeholders are important. A brand is one form of a placeholder. A brand is a shorthand. It’s an artifact that can elicit a variety of visions, thoughts and emotions. It can offer a simple synthesis of a much deeper collection of detail.

While a vast collection of information might be shorthanded by a tagcloud, there are design elements/features that can enhance a representation to elicit greater awareness or understanding — the typical tagcloud provides only minimal distinction. To illustrate this further, the functions offered at Wordle.net quickly deliver a wonderful branded shorthand of any set of del.icio.us links, or collection of terms. The visual image can serve as personal inspiration, a personal brand.

Even at the highest levels, businesses often lack visionary placeholders. While there are often supposedly well-crafted strategies and goals, across decades and across companies, I can’t recall a single line from any company strategy or goal I’ve ever been exposed to. I can remember more about what was ‘insincere’ about such statements — they never matched the reality we faced. If the artifacts were intended to represent a desired future state, I never witnessed the anticipated change ever occur.

Three-to-five-year animated movie projects use storyboards as placeholders. If we’d had a storyboard to frame the goals of the company and/or our path forward, I’d probably still have a copy of it. Indeed, I can recall most of the cartoons we hung in the halls outside of our cubes. Those were our makeshift artifacts of reality. They branded our beliefs. We have an inherent need for such artifacts. Where they are lacking formally, they show up in informal ways.

Businesses need more artifacts. In various business situations, I’ve watched as people have talked…and talked…and talked about issues and topics. Hours and days, wasted talking in circles about the same thing and not making any progress. It was all I could do to refrain from jumping up and interjecting myself into their efforts to help them. They needed the tools and the means to capture and look at their thoughts in a form other than simple discussion. Somehow, putting something down on paper changes the commitment to thought, but not just though words (e.g. minutes from a meeting, or endless documents). People more readily engage when they can ’see’ something. Artifacts are helpful because they:

• Provide a different way to represent what has been discussed. Often, when illustrated it becomes more clear that while the words might have been the same, the intent and meanings were not. A visual representation provides a way to further and deepen a common understanding.
• Serve as a placeholder for the last set of agreements. Things evolve. As understandings deepen and people have more time to thing about something, they uncover ways to make something better. A visual representation (which can/should include text), is a far more inspirational place to restart a conversation than a list of ‘minutes’. Notes or minutes should be relegated to actions or parking lot items (things important but perhaps not immediately relevant).
• Focus and Inspire. Sometimes the simple reminders of the basics are all that’s needed to gain focus and inspire effort to engage in additional work.
• Simplify and synthesize. A detailed document or an endless list can be overwhelming. While the details can be important, they can also add very little meaning. Sometimes a synthesized view is needed to provide the context to suggest the importance of the detail.

I’ve participated in a very compelling Structured Visual Thinking method, led by the talented efforts of John Caswell. Very dense with content, the artifacts can be overwhelming. But for those who have participated in the process, or have been walked through the story, the visuals effectively ‘brand’ the effort.

At a recent conference, the very talented Nancy White captured the key speaker messages in her own unique visual collections.

Businesses need to find new ways to make their reality explicit, so that everyone can look at it and discuss whether or not they agree with that reality and/or if they think the reality can or should remain the same.

If you move forward, but don’t know where you are, you can end up anywhere and nowhere all at the same time, but it’s not likely that you’ll end up where you really want to be.

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Old Media meets Social Media – KETC and the Mortgage Crisis – On the edge of launch

June 23, 2008 at 6:56 am · Filed under Barriers, KETC, Ning, Public Media, Public TV, Social Media, Social Networking, Social Objects, Subprime, TV, Trust, Trusted Space, User Revolution, Video

We are beavering away getting ready for a launch at the beginning of July.

One of the tools that we are using to enable us all to work with each other across many departments, different places and different organizations is Ning. Ning is not a traditional project management tool but we are finding it very helpful.

Soon we will have not only the project team using it but also folks from several stations, CPB and PBS and a few friends who know a lot more than old Rob about reaching the hard to reach.

I think that this is a new way of running a project – where the client and the next to go can look under the hood while we are still making the car.

In essence the work looks like this:

The Big Idea: – Our research tells us that many can save their homes but are prevented because they do not know where to go for help that they can trust. Many who can be helped are shamed and don’t want to put their hand up or are frozen. They have no one who has empathy who can help them find help.

Many cannot keep their homes. But they too are frozen with fear. This fear may well turn to resentment. Many are not directly affected but will be when many houses in their neighborhood are – at the moment they are stuck as individuals – how can they protect their own street? They need help.

The current problem – Most of the help is hard to find, finds you or is on the web. Most of it is “help” from “Vultures” or the people who “helped” get people into this mess.

What is Public TV’s great Value? – We are the most trusted organization in town.

So what then is the work? – We can’t give people money. We can’t know all the answers. But we can find the help that people can trust and we can fortify the existing networks of trust to give people the best shot of finding help that they can trust.

So I think that our work is to find the 30 – 60 “Nodes of Trust” in St Louis – those people and those organizations that have the trust of each segment and form a trusted bond with them. If we can do this, then we can do “The Work” which is I think to help people find the help.

If we can do this, we will also have found a new relationship with our city. A relationship much more meaningful than bringing quality content. A relationship where we can reveal and strengthen the fabric of community and so equip it to cope with the harsh realities of our time.

Here then is a sequence of what we may see happen – all this work is done by the brilliant Valdis Krebs.

This is where we are now – this may be how your city is – there are institutions but they are not connected and these are only the big ones. In reality there are maybe hundreds of churches, beauty salons, youth centres whatever that are Nodes Of Trust.

Here is what I think we have to do this summer – reveal and connect the key nodes. At first it will be us going out to the and then revealing them to each other and to the public.

We plan to use Google Maps to do this. We will have a layer for each community. The Bosnians will have their map. The African Americans will have their map and so on. Each push pin will have as much data as possible and we will ask the public for more Nodes.

We will connect this network to the best and most trusted help that we can find. We are now digging into what is on offer and who can help in every area. We will use our ability to tell stories in print – see a new post of the Beacon – on Video – on the web and in person.

If we are fortunate – some of these Nodes will start to connect independently of us to each other.

I think this might be all that we can do this summer.

But here is my hope. That as this network becomes more self aware and as we help it find each other – then some kind of life will emerge. Like a nuclear reaction and that we will have been present at the birth of a star:

What could St Louis be capable of – if it now looked like this?

What would be the place of a public TV station – if we could have ben the midwife attending such a birth?

What could America be like if the 300 stations in the country could have this effect in the 300 major cities of the nation?

There is a lot to play for at a time when there is a lot at stake.

Over the next 7 days I will offer up more detail as it becomes available

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