Home » Posts tagged 'ESN'
Tag Archives: ESN
The commonest error in plans to develop social collaboration in an organisation is the most obvious error. Too many plans aren’t focused on the work. You don’t have a strategy for realising the value of collaboration in your organisation if it doesn’t focus on the work of your organisation.
Early Friday morning last week was the #ESNChat tweet chat. Rita Zonius and Dion Hinchcliffe were discussing a question about the plans for developing ESNs. Dion reiterated an important point – adoption or other abstract goals don’t matter. Your business is in business and needs your employees doing something meaningful.
One Success Measure
The only measure of success that really matters to your business is the value that you create in your social collaboration. Value doesn’t have to be measured wholly in monetary terms but for a great majority of businesses value will have clear measures and commonly direct financial elements. Value creation, broadly defined, is what separates successful businesses from the pack.
Your organisation exists to fulfil some purpose. The strategy that is in place in your organisation sets out how you will maximise the value of the work to realise that purpose. If social collaboration in your organisation is not directly connected to this strategy and the value to be created for purpose, then everyone in your organisation has the right, and the obligation, to (a) question why it matters and (b) ignore it.
Measuring value in collaboration is hard. This challenge is greater when organisations are often sceptical of new ways or working or chains of benefits. Usually the benefit realisation happens away from the platform and is measurable only in other systems. Many proponents of social collaboration choose to ignore the hard to measure benefits and focus on easier to track goals, like adoption, satisfaction, sentiment, engagement or measures created specifically for the organisation’s collaboration plan. The danger of failing to align the measures of social collaboration to the measures of the meaningful work of the organisation is the danger of irrelevance.
The most damning criticism of many social collaboration networks showing high degrees of adoption and engagement is that they are a “parallel universe” to the real organisation and its interactions. In this parallel universe, the hierarchy is levelled, leaders are proactively engaging people in conversation, employees are empowered to speak up and discuss their whole lives and great strides are being made in engaging employees and advocating for social issues. In the office, not so much.
In this scenario, the lack of accountability for real work outcomes has allowed the collaboration network to drift into play-acting an ideal organisation. Without real work there are no hard decisions and no ugly compromises. Without real work, it is easier for everyone to get along. You only need a little bit of fantasy to undermine the interactions of an entire network.
When a collaboration network is focused on supporting the real work interactions that network is bound to what goes on across the organisation. There is a greater chance that the discussions in the network will reflect the issues, the challenges and the interactions that happen in the corridors of the conversation, for good and for bad. Getting tough work challenges into a collaboration network, as ugly as they may be, enables the network to help address and improve them.
Many organisations like the idea of a utopian network that shows them their better side. Role modelling is a valuable purpose. However, role modelling only works when the interactions are real. The network can only contribute to making those interactions better, if the work is being done in some way across the network. Without the work, there can be no greater value.
A better network for social collaboration does the hard work to fulfil the organisation’s strategy. You don’t have a strategy for your social collaboration if you don’t have that work and aren’t measuring its value.
Effective collaboration in your organisation depends on trust. The best way to build trust in your organisation is through collaborative work.
Trust is a consistent theme of this blog because it is fundamental to effective performance in organisations and social relationships. However, we mostly take it for granted and organisations often go out of their way to remind employees that they are not trusted and should not place their trust in the organisation.
Trust in the Work
One commenter on my recent post on collaboration and every day work suggested I was missing the need for trust to support collaboration. My response was that trust comes through actions and interactions. Organisations often talk about trust as an abstract and something that can be worked on itself.
The reality of most trust building activities is that they create no trust unless they are connected to the fundamental interactions of the organisation. Trust is a manifestation of the expectations of interactions in the organisation, i.e. culture. Trust is human. All the fancy trust building exercises will fail if people believe the real interactions that support the work will occur differently.
Founding trust in and around the work to be done is important. Collaboration can deliver this new foundation for trust. Transparency helps employees better understand what is going on in the organisation. Networks leverage that transparency to deliver new accountability to help people have confidence in the work of others. Collaboration networks better enable employees to judge the intentions and capability of others based on the past performance in public interactions with others. Each of these interactions fosters a better level of understanding of the potential for trust.
Most importantly of all, collaboration networks can increase the interactions and the experience of generosity between employees. We all find it hard to trust strangers. Sharing a social network enables people to develop a deeper understanding of all of their peers not just those in their own teams.
Organisations that want to increase the level of trust between employees can benefit from focus on encouraging employees to work out loud and seeking opportunities for collaboration in their everyday work.
Get Out of the Way
Organisations also need to take care that they send signals that reinforce the value of collaboration and trust in every day work. Treat collaboration as inherently risky and you will discourage your employees from participating, trusting their colleagues and trusting the organisation.
When collaboration technology enables new interactions in an organisation, it can be easy to identify all the new risks that can be created. The traditional corporate approach to risk is risk elimination. Why not turn off the solution or the feature that creates the risk so that there’s no exposure to one poor decision by an employee. However, to avoid a rare event, this approach either excludes collaboration opportunities from the organisation or signals to employees that they cannot be trusted.
A better management of those risks is to place accountability on employees to manage the risks, both for themselves and others. That is a signal of trust in your employees and your willingness to make them responsible for a better workplace. That’s usually how you manage those risks outside collaboration technology where you have less control over what employees say and do anyway. Treating collaboration technology as specially unsafe is a bad signal for trust and ignores the opportunity to teach employees to the benefit of all the work.
This last point is significant. Trust, collaboration, agency and agility that you grow in your collaboration platform doesn’t stay there. Each of these capabilities are based in our human characteristics and follow wherever your employees go. They spread through the whole organisation. Manage trust well in the collaboration of every day work and the whole organisation will benefit.
A recent conversation with Cai Kjaer and Laurence Lock Lee of Swoop Analytics about the Value Maturity Model highlighted a key point that is at the heart of many organisation’s struggles to get value from enterprise social collaboration. Too many organisations are stuck below the Share>Solve boundary. Once you connect enterprise social collaboration to work, the benefits for users and the organisation expand exponentially.
Sharing Out Loud
The first reaction in many organisations to an enterprise social network is to see it as a chance to share out loud. What people see first is the potential for status updates, sharing of articles, links and other stories of interest. This is natural human behaviour and it will be heavily influenced by the culture of social media use in your employee base.
As we have discussed in previous posts, sharing adds value in helping provide transparency, shared context, reducing duplication and enabling better alignment. If Sharing Out Loud is as far as the Working Out Loud goes then it can add value. Sharing is the core concept behind the knowledge worker productivity case for benefits of enterprise social collaboration. Share information and it is findable. Findable information can be reused.
Any organisation that does not move beyond Sharing will face a number of key challenges. Sharing is where there is a lot of noise. Filtering the sharing with groups and other approaches becomes important. Users get frustrated that there is so much information and so little value. Networks can alienate users because a few loud or extroverted voices dominate the traffic and shape perceptions of what an enterprise social network can contribute. Senior executives will quickly lose interest in a network that does not reflect their work and their strategic priorities. A network that is only sharing will need sustained energy from community management or passionate users to survive.
The Launch Point: The Sharing-Solving Boundary
When an enterprise social community crosses the boundary from Sharing to Solving, the dynamic changes. Bringing work into the community provides a momentum and new benefit cases for all users. The purpose of the community and the benefits it can provide begins to clarify and the distinction between an enterprise social and other forms of social media can clarify for people. The work itself begins to provide the energy, rhythm and momentum of the community.
We can help users to turn a Sharing Out Loud community into a Working Out Loud community through strategic community management. We can provide the right context and strategy for the use of collaboration. We can structure the opportunities for Connection, Solving, and Sharing around the key interactions and challenges of the work of the organisation. We can focus on the culture of collaboration and generosity in helping others. All of this helps users to sustain their activity in the Solving domain.
One other benefit of focusing on moving above this boundary is that you are building key foundations for innovation. Employees who develop confidence in an enterprise social collaboration solution as a place to solve their problems will begin to explore how to fulfill their new ideas there. People move easily from How? to What if? Employees who learn to create agile teams to solve problems can apply those same teaming skills to new ideas. The growing wirearchy of work can be reused to provide an engine to innovation work in your organisations.
Creating an environment where employees (& others) can work out loud on real business problems and challenging customer opportunities is the work of strategic community management. The value created beyond the Sharing-Solving Boundary is exponentially greater than that before. If you want the attention of the business stakeholders to support your community, you will need to Work Out Loud.
If you are interested in exploring further how to the Collaboration Value Canvas, enables organisations to conduct a two-hour workshop with business stakeholders to ensure that the business has an integrated plan for its community management and adoption work. Contact Simon Terry to discuss how this could be applied in your organisation.
For suggestions on how Swoop Analytics can help you measure this transition see Cai Kjaer’s post on Linkedin.
Session with Cai Kjaer, CEO of Swoop Analytics at Microsoft Ignite:
Session at Microsoft Ignite with Cai Kjaer, CEO of Swoop Analytics: