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.

What I meant was this.

Many papers and news outlets pay for AP membership. But as these stats from Twitter show – if you want to cover breaking news – Twitter can do it faster. They also do it better in that as a station builds its Twitter gang – as the BPP did – it builds a fanatic membership. Members who do not pay money and get a Coffee Cup – but are true members of the Station Tribe. They work for you but not for money – they work for you because they belong

Imagine your entire state covered in every area – imagine every state connected to every part of the world – now you have a news service. What does it cost? A lot less than AP.

Of course what I am talking about is The Network Effect. This is what I mean by more for less.

I think that this idea can work in every part of a station’s world. Look at me or Mike Rosenblum. Few papers or stations could afford to have Mike or me full time. I can’t speak for mike but I would never be able to restrict myself to one employer anyway – I would learn to little.

But stations can Time Share people like me. This is not transactional consulting. I want to be involved – even when I am not being paid. I worked for NPR for a full year after my contract ended and visited them on my own dime. I still am very attached. There are people with all sorts of skills who want to be attached to you. They want to do more than send a check. They want to be able to say “I work for Public radio and TV” and mean it. These people have tons of skills in all fields.

I am thinking “Tribe” more and more. In your tribe will be people who merely Twitter – they are your news wire and immediate feedback loop. There are regulars who make local content for you – video, audio, call in whtever. There are regulars who find content for you.  There are regulars who help with development.

There are experts in required fields such as media, accounting, legal, and maybe local politics.

I know all of this to be true. So what is in the way?

I think it is organization and culture – oh that again!

I see w new job in media – the Tribal Connector – do you have anyone who hosts the space for the larger Tribe – who looks out and after them? I bet you don’t. In fact many in full time parts of the organization fear the outsider who may know more than them and feel shown up.

In my ancient past I was SVP Marketing for the Investment Bank at CIBC, then the 10th largest bank in North America.  What did I know about marketing? Squat. So I did not build an empire and run it from my pinnacle of ignorance. Instead I hired a person who knew everyone in the field in Toronto. She and our secretary were the only full time people. We attracted and kept a wonderful tribe of the best people in the business. We could turn around anything in any time. All the infrastructure was outsourced but the key members of the tribe were very close. All our budget went on the deliverables.

This worked because we acknowledged that the best people in a creative field would never work full time for a bank. Our job was to get the brief right and to connect to the best people. We did this by creating trust with the inner circle.

No one knows it all. Even less can you know it all when all you do is one thing in one place.

So the way forward I think is to accept that the best people will not work for you full time but that you can get a bit of the best people – if you are nice and if you are straight.

I think that stations can get much more for much less if they were to explore this. Why not try a Twitter Breaking News Tribe First? No risk and you learn how to do this

Immediately following Hart, David Weinberger gave us his vision of where the chaotic, miscellaneous, Web in all its ganglionic glory appears to be tending. Weinberger offered a radical recasting of the now hallowed nostrum, “Information wants to be free.” It’s quite otherwise — if I may paraphrase his thought: It’s we who are trying to be free from information.

Hart and Weinberger were coming to the crux of FASTforward08 from seemingly antipodal perspectives, and it’s to the conference creators’ credit that it stretched its community of discourse to include both:

In this corner, Hart, the corporate maven, looking at advanced search and context as a new platform for news and data providers like Dow Jones to actualize in ways that add tremendous and new kinds of informational value to large numbers of end users – so much so that they’ll happily pay ample subscriber fees for the privilege.

In that corner, Weinberger, looking at the “here comes everybody” energy, complexity, and messiness of the web as it is today, with its social spontaneity, its twittering micro-nets, its folksonomies that defy rational taxonomies because they’re spun from the arbitrariness of all those other minds. Each of whose lives, passions, traumas and idiosyncrasies is planting its own imprint on what matters to them. The result: a burgeoning infinity of highly idiosyncratic tags, links and ephemera, each of which makes sense within the universe of one that constitutes any single end user, but which present varying degrees of opacity to any data-mining operative whose success depends upon predicting how various sets of users organize their most vitally important data.

The differences between Hart and Weinberger come through in the differences between Hart’s dashboard and Weinberger’s “new front page.” For Hart, the idea is to know what the user needs and wants, and to build a unique set of data that changes with the contextual moment. Her example of the finance worker whose top news stories and analyses will be shaped by his or her clients’ portfolios made perfect sense, because the professional setting from day to day offers a predicable set of tasks, hotspots, and priorities.

Weinberger’s “front page,” on the other hand, is described as a rich and amorphous mess of referrals, nets, connections, keyed to the individual but marshaled by no one, controlled by no one. No two front pages of this kind will ever be alike, raising serious questions about to what extent there could ever be some commodification sufficiently compelling as to command a subscription fee.

Of course a key difference is that Hart’s dashboard is driven by professionally identified objectives and informational needs, where Weinberger’s “new front page” has as many shapes as it has users. Where Hart begins with the assumption that much of what her user needs and wants can be intuited and provided, Weinberger’s user is pretty much the vortex of a dynamic series of singularities – indeed, his user’s “front page” is more like the sign of what is unknowable until it exists, and mutates as soon as it is known. Never the same, as once was said of a river.

In a way, isn’t this one paradox at the heart of FASTforward08? Its ambitious spectrum brought the promise and excitement of advanced search techniques that will surely provide large new affordances within the Enterprise and new opportunities for monetization in the space between the Enterprise and its end users. At the same time, it touched on some thorny questions arising from the fact that human beings are usually not transparent, often do not understand themselves, and resist efforts by others to horn in where they themselves may fear to tread.

Which gives us reason to ponder one of the many suggestive things FAST ceo John Markus Lervik had to say in his opening address:

Today’s online environment is shaped by the person in it.

If true – and there’s reason to think it is becoming more true each day – then the professional knowledge worker is about to enter an environment steeped in a precocious awareness of her needs and wishes.

But those who, like irritants in oysters, generate something in the web that goes deeper than the consumption of information, could be less than delighted when approached by someone offering to do it all for them.

FORD MOTOR COMPANY OF CANADA is launching its biggest marketing push in six years with a campaign that focuses on letting Ford customers serve as brand ambassadors.

The ads carry the theme line: “A car is just a car until it’s powered by you.”

The campaign also includes a new Web site, Fordpoweredbyyou.ca. The site is intended as a social-media forum where consumers can air their opinions of the Ford brand, technology and vehicles.

“We don’t own the brand the way we used to; consumers own it. It’s not about claims any more. Consumers don’t want to be preached to. It’s about a dialogue and discovery, giving people the chance to comment,” he says. “We see it as more of a consumer site than our site.

I draw attention to the fact that Ford is an American company with the actions taking place in Canada. I add to that the fact that many of the brightest voices on this blog, are Canadians (I can only claim founder heritage in the 1600s).

I have noted more and more conversations where the opportunities to leverage 2.0 (or the willingness to embrace/adopt, typically in pursuit of innovation) are greater outside the US. The US was founded on the pursuit of freedom to act. With that freedom it became the economic leader of the free world. Are US enterprises typically places where people are free to act?

It would appear that the titans of industry need to take a step back and rethink their positions and their methods of conducting business. As Don Tapscott so powerfully illustrated in his keynote last week, the tsunami is on its way. There are crumbling foundations that will not withstand the force. And there won’t be armies bearing humanitarian aid in the aftermath.