Company social media strategy reflects organization culture — marketing

Insight into corporate, social media strategy lends insight into governance. Insight into social media management lends insight into employee management.

A company marketing strategy and the people who lead, develop, and execute that marketing strategy, are a proxy for organization culture.

If web 1.0 brought about the concept content is king, the maturity to a web 2.0 and social media environment are achieved through the concept community is king. You can you develop a community unless you are a transparent part of a community.

The final frontier of competitive advantage

If your company and my company recruit the same person and your company can not motivate that person, but my company can keep that person motivated: I win.

I’ll take an employee with half the technical skills who is motivated, over an employee with more technical skills who is unmotivated. We maximize resources to survive and motivation management is resources management.

If your company and my company need a series of projects to roll out a new strategic plan and your company can not deliver on those projects, but my company can: I win.

An organization intervention is not an organization inquisition

An organization’s present is built upon their collected history. This history is an essential core of their organization’s being. The past set the present capabilities. Rattling an organization’s history is rattling the foundation stones of an organization’s culture.

A highlight into what people do wrong attracts attention to … what people do wrong. No one likes association to something broken. No one likes it pointed out they work within, are part of, or manage broken processes.

An intervention should not open an inquisition for blame and shame, but an inquiry into the possibility of what can be.

The pain with change management

A leader’s job is to not create a space that causes so much pain that people must move, but to create a compelling future vision people are drawn to.

If leadership starts their focus on what did not work or what you do not want to happen then effort goes into putting procedures in place that constrain. If leadership focus starts on what worked or what it looks like when it worked and the focus shifts to how it worked to and what is achievable, what is possible.

Appreciative Inquiry, as a principle for design and change management, allows organizations to change the focus. Where we inquire, we move and Appreciative Inquiry changes the change.

When a small business should fear growth

Your small business does not have the culture to succeed as a big business.

Initial ad hoc procedures may prove to drive those early revenues and perhaps the same procedures can manage a firm’s expansion to 30 employees, 75 employees, or 100 employees.

As the growth of a firm increases the amount of interactions and the dynamics of each interaction become more important. Repeatability, scalability, and human capital strategies are vital to have in place before growth.

With a Competing Values Framework your current culture and future culture present present your roadmap for intentional growth.

The intervention as organizational rehab

Until knowledge, skills, and abilities are both individual and team success, the organization intervention seems less an option than a core competence.

We need to intervene before we lose even more of your organization’s ability and desire to achieve both individual, team, and organization goals.

We should revisit what has become the noise surrounding essential knowledge, ability, skills, and competencies organizations need from people ready to lead.

This social media fad will ruin organization development

Social media is the most important communication and collaboration tool since the smoke signal.

The organization development world has been invaded by social media. The organization development profession is in a, social media, world of trouble because social media delivers all the intended qualities of OD, but more organic, more genuine, and more impressive community results than OD has ever been accepted to do.

When evaluating social media, it is time to move beyond fight, flight, or friend.

Scope or: how to manage projects for organization success; impact analysis template

An impact analysis is an early-phase assessment to identify all stakeholders, their needs, their awareness, and their insight into the project – these people are not only sponsors and customers, but the people you want to invite people into the change. Involvement impacts success.

Just like a pebble tossed into a pond, projects cause ripples that carry beyond the initial splash. Projects sponsors who fail to link the change a project has to people, process, and technology risk project success and project adoption.

Organization sabotage and the butterfly effect

To run a team, manage a group, or lead an organization means you line people up yell, “ready, steady, go” and we folk hum along without need, guidance, motivation, communication, or care for anyone but the organization.

The reason a professional might call for an organization intervention comes from the feeling of organization sabotage.

Something is wrong.

Someones needs help.

We need to intervene.