Aug 16, 2010 | blog
We’ve talked about this before. Employees taking steps on their own to induce change into an organization, to better serve the customers they interact with. We’ve talked about this before, though probably from a corporate perspective rather than a personal one. Let’s make it personal.
Most agents of change have historically bent the rules. These people found new, simpler, or better ways of doing things. They didn’t hesitate to take on the leadership role (taking initiative) to make things happen, often without asking for permission or direction ahead of time.
Taking risks and bringing new ideas or technology into an organization can not only be challenging, but can potentially put your job in jeopardy. Below I list 5 things you can do as an agent of change in your organization. Be aware, however, that doing some of these things may violate the specific policies in your company, and that these are simply examples of what has been done by other people in other situations where they acted as Rogue Agents.
1 – Build Your Own Brand
One of the most important things to do first is be aware of who you are and your passions. Sometimes it helps to have a brand or package to work with before you start working with someone else’s, and what better one to start with than your own? Build your personal brand, and establish who you are first.
2 – Gain Access to the Tools
In order to stay on top of industry news (your own and for the social media “industry” of ideas & tools), you need to be connected. Many companies have fairly open access to information on the Internet, and some have unfettered access to social media/networking sites. If this isn’t your situation, bring your own access! Use a 3G modem to connect to the Internet without pesky firewalls and policies in the way. Ultimately I’d suggest bringing in your own laptop to do this with. In any case, you do have a smart phone don’t you? 
3 – Experiment, Learn, Share
Try everything that looks useful! Most tools don’t fit the needs of your organization, or yourself for that matter. The lesson here is that learning what tools are good for what tasks is what’s important. That way, you can properly identify a tool/service/solution for a given need. Remember to share what you learn!
4 – Get Involved
Find something your passionate about or good at. Participate in the forums, groups, meetups, or online discussions. Let people hear your perspectives & ideas, and listen to what they’ve got to say (you’ll likely learn a lot). Let other folks in your organization in on some of the discussion & groups that are of value to your company’s product or brand. Share the knowledge, and make sure that you’re recognized in those groups as a thought leader.
5 – Become a Knowledge Expert
As you work on your personal brand, and learn the concepts and technologies that make up what social media is, you will start establishing yourself as a knowledge expert. Mostly this means that you’re sharing interesting ideas and knowledge that help other people succeed. This in turn is something that people will recognize about you, and that’s what the personal pay-off is going to be for all the time you invest in being a rogue agent. It’ll help you be a better you as your career unfolds, and you can bring your specialized, demonstrated skills to future clients.
It goes without saying that the items above are examples of what some people have done at different organizations in the past. What worked for them may not work for you or your organization. Be smart in what you’re trying to do – changing an organization to better itself for it’s customers is the right thing to do, changing an organization simply because you don’t like their policies isn’t.
Photo credit: Roguestar by Jeremy Brooks
Oct 10, 2009 | blog
Sometimes I get tired of telling the same story, but very often, that’s exactly what it takes to induce change. That change is the very root of social media and its associated tools, networks, and concepts. Since everyone learns at a different pace, and in different ways, it becomes necessary to relate the concepts of something new, multiple times.
Take the many layers of an organization for example. You have the executive level, the management level, and the worker level. There are several variations on these, some unique to different industries and professions, but bare with me for a moment.
Each of these levels requires the same information to be related in different, unique ways. Sometimes it could be adding or removing detail, in other cases it might be exchanging case studies to make the point more relevant to the person listening or reading. In any case, being able to read your audience and recognizing how the recipient needs to digest the information is part of the puzzle of a good communications professional.
This is but one of many skills the social media professional needs to have in their toolkit, and goes back to being a multi-disciplinarian, what our grandparents used to call “a jack of all tradesâ€.
Photo Credit: Mykl Roventine
Oct 2, 2009 | blog
Doesn’t it seem like we talk a lot about social media as a tool for sales or marketing? It certainly is a great channel for that in the right context, and the right usage. I’m curious how many folks who talk about building a community for their customers have thought about building community for their employees. Take that external viewpoint and turn around… apply it internally… what do you think could happen?
The idea is nothing new, and actually pre-dates "social media" by a long time. We’ve all been part of special groups within other organizations. I’m sure the companies you’ve worked for have had groups that range from bowling leagues to cross-functional project groups, to cost-reduction purchase management councils. Groups take many different forms, but these examples don’t really represent "community" as we use the term for social media.
I was reminded during the "Behind The Firewall" chat on Twitter last night (#btf every Thursday at 8pm CT) that IBM had done a lot of this work in the late 90s using Lotus Notes. That was probably one of the first packaged tools available that allowed for both free form and structured interactions.
Businesses have been looking for ways to build more productive teams. Social Media, er… I mean collaboration, (no they’re not the same, but many folks confuse the issue – we’ll roll with it for now), is one of those methodologies that can accomplish multiple tasks. If you remove the technology portion for a minute, and the marketing perspective, you can start to focus on solving business issues. This is where social media can prove it’s adaptability to an organization.
Building community inside most large organizations is difficult, but no more so than building community in a public forum. You have several different interest groups, and numerous points of view in every organization, these aspects and others make up the great diversity that companies can draw on to power their internal communities. Building collaborative environments that allow for socialization of profiles and interaction enables employees to find like-minded folks elsewhere in the company. These folks are having conversations about work, life, projects, challenges, problems and much more. These conversations already take place at the "water cooler", in the cube farms, on the loading docks, in the lunch room and anywhere else employees feel comfortable talking.
That’s the key to it too, comfort level. Providing an environment that people can speak their mind can be a larger productivity boost than a time waster. Create that space using social media tools & ideas, and let folks have a venue for conversations about work, conversations about non-work life, and a anonymous sounding boards that let folks give feedback and even vent frustrations a little bit.
Collaboration is a key piece of the puzzle to be sure, but make sure to include the social part too. "Social" is not a four letter word, and is not exclusive to non work life. We all socialize professionally at work, collaborating on increasing sales, and satisfying customers in one way or another. If everyone is "on the same team", how effective is that team without getting to know each other better? Let those relationships grow organically within the employee population rather than trying to mandate it. You’ll be pleasantly surprised.
Photo credit: torugatoru
May 21, 2009 | blog
Funny how many questions have answer that start with those two words. This tends to be exceptionally true of the coporatization of social media.
- What if I call my boss a jerk on Twitter? It depends…
- What if we find bloggers defacing our product images? It depends…
- What if my company finds me posting on Facebook when I’m home sick? It depends…
- How do we monitor the blogosphere for our multiple brands? It depends…
The complexities of the requirements for big business and their employees is not as clear cut as it is for small, aggressive start-ups. In the end, the reality is that discretion is required on both sides; by the people who post or create media, and the people who read or consume media.
May 11, 2009 | blog
A challenging part of employing social media concepts within an organization or large company is getting everyone to agree. With so many parties with differing interests, one wonders how things ever get done.
I’d like to posit the idea that consensus is not required to explore the opportunities that social media present. Sure, you may (or should) gain approval from the group you’re working with, getting the every executive, or department, or business unit’s buy in just won’t happen. At least not in the timeframe you’ll need to reap some of the rewards of joining your community.
Consensus is one of the problems that social media may be able to solve as well. As large companies continue to consolidate resources internally, they also create more silos for information, and push the decision making to a select few at the top.
Sure, these fine folks have years (decades in many cases) of business experience that allows them to plot the course for large companies. However, these same folks are now spreading themselves quite thin and it requires more time to make decisions for each business. This translates into slow moving companies that can’t adapt fast enough to changing market conditions.
In this, social media allows faster interaction across the organization. By leveraging both the business experience of executive staff along with the day-to-day mid-level management that is tracking the trends of each business, large companies have the potential to move almost as fast as a much smaller organization.
The need for an open, transparent culture still exists though. Without it, the company won’t have the ability to try new things and learn from them quickly.
Social media is more about cultural and conceptual changes than technological. And you don’t need consensus to understand that either. Good luck.
You must be logged in to post a comment.