People Powered Brands: Empowering a Tribe of Internal Advocates
"Why does your brand exist? What is your purpose for being in business? Does every employee know what your company is working towards?
Here’s a hint: your brand isn’t a product or a line item on a spreadsheet. It’s the stories people tell about it.
And, believe it or not, your best storytellers are your employees. Not just your C-Suite staff, but also the people on the ground representing your brand day-in and day-out.
This document discusses the importance of communities of practice for ministerial leaders. It defines a community of practice as a group that shares a domain of knowledge and enhances their expertise through ongoing interaction. Ministerial leaders are obligated by the Church to ongoing formation and learning. Communities of practice foster learning by providing a domain, community, and shared practices. The workshop encourages participants to identify communities of practice they participate in and how to find or enhance one to support their ongoing development.
Intentions, Processes and Frameworks for ChangeSami Nerenberg
This lecture discusses the Law of Unintended Consequences, the importance of understanding your user to avoid typical pitfalls, frameworks for creating change, and adding the notion that moral capabilities are needed for an effective leader.
What the Shrink Can Teach the Community ManagerBen Mason
This document discusses how behavioral psychology can inform community management practices. It explains that actions are more powerful than thoughts or feelings in influencing behavior change. Some key insights from psychology that are relevant for community management include: (1) forcing small actions can help align people's thoughts and feelings, (2) focusing on motivational and ease factors like collectivism, framing, and eliminating complexity can spur behavior change, (3) modern tools allow communities to involve millions of people in small actions. The document advocates applying these behavioral insights through tactics that motivate community members and make desired actions easy.
The document discusses Campus Channel Networks (CCN) 2.0, a web-based knowledge management system at the Bandung Institute of Technology (ITB) that aims to facilitate knowledge sharing and participation within the ITB community. CCN 2.0 follows a Web 2.0 approach using principles like collaboration, participation and empowering local creative communities at ITB. It provides features like a Creative Warehouse wiki to connect creative actors and contents, digital galleries of video and audio, and a record label to market creative productions.
Integral Institute Community Presentationevansridge
This document discusses the goals and strategy of Integral Institute. It aims to take complex integral theory and turn it into practical tools for a worldwide community. It seeks to build an organization with excellent content and a strong community. The document outlines Integral Institute's vision of an integral world and discusses strategies around focusing efforts, executing well, and creating member value through various programs, tools, and community building.
Content Strategy & Social Media | by Robert Rosenthal | Social Media for Soci...VolunteerMatch
This document provides tips on using social media and content strategy to engage volunteers. It emphasizes using stories to connect with audiences and promote the three R's of volunteer engagement: recognize, recruit, and retain. Nonprofits should focus on collecting engaging photos and stories from events and volunteers and curating them across social media and their website. The goals are to recognize volunteers, recruit new volunteers, and encourage current volunteers to continue volunteering.
Sustainability Edinburgh Personas introduction & workshopNeil Allison
The document discusses using personas to help focus website development on users' needs. It introduces the Sustainable Edinburgh website personas, including "Jack", a married father who works as a technician at the University. Jack prioritizes his family and hobbies over work and is skeptical that individual actions can address climate change. The personas are meant to represent real user groups and encourage empathy, consensus, and efficiencies in website design.
This document discusses the concept of hyper-social organizations and how social media has allowed innate human social behaviors to scale. It addresses how hyper-social organizations think differently by focusing on tribes rather than market segments, knowledge networks rather than information channels, and human-centricity over company-centricity. Successful hyper-social organizations turn traditional business processes like sales, product development, and customer service into social processes. They assess readiness, engage tribes and leaders, start pilots, and scale programs that make a cross-functional impact on the business. Legal considerations for hyper-social organizations include hiring practices and protecting private information.
This document discusses the importance of communities of practice for ministerial leaders. It defines a community of practice as a group that shares a domain of knowledge and enhances their expertise through ongoing interaction. Ministerial leaders are obligated by the Church to ongoing formation and learning. Communities of practice foster learning by providing a domain, community, and shared practices. The workshop encourages participants to identify communities of practice they participate in and how to find or enhance one to support their ongoing development.
Intentions, Processes and Frameworks for ChangeSami Nerenberg
This lecture discusses the Law of Unintended Consequences, the importance of understanding your user to avoid typical pitfalls, frameworks for creating change, and adding the notion that moral capabilities are needed for an effective leader.
What the Shrink Can Teach the Community ManagerBen Mason
This document discusses how behavioral psychology can inform community management practices. It explains that actions are more powerful than thoughts or feelings in influencing behavior change. Some key insights from psychology that are relevant for community management include: (1) forcing small actions can help align people's thoughts and feelings, (2) focusing on motivational and ease factors like collectivism, framing, and eliminating complexity can spur behavior change, (3) modern tools allow communities to involve millions of people in small actions. The document advocates applying these behavioral insights through tactics that motivate community members and make desired actions easy.
The document discusses Campus Channel Networks (CCN) 2.0, a web-based knowledge management system at the Bandung Institute of Technology (ITB) that aims to facilitate knowledge sharing and participation within the ITB community. CCN 2.0 follows a Web 2.0 approach using principles like collaboration, participation and empowering local creative communities at ITB. It provides features like a Creative Warehouse wiki to connect creative actors and contents, digital galleries of video and audio, and a record label to market creative productions.
Integral Institute Community Presentationevansridge
This document discusses the goals and strategy of Integral Institute. It aims to take complex integral theory and turn it into practical tools for a worldwide community. It seeks to build an organization with excellent content and a strong community. The document outlines Integral Institute's vision of an integral world and discusses strategies around focusing efforts, executing well, and creating member value through various programs, tools, and community building.
Content Strategy & Social Media | by Robert Rosenthal | Social Media for Soci...VolunteerMatch
This document provides tips on using social media and content strategy to engage volunteers. It emphasizes using stories to connect with audiences and promote the three R's of volunteer engagement: recognize, recruit, and retain. Nonprofits should focus on collecting engaging photos and stories from events and volunteers and curating them across social media and their website. The goals are to recognize volunteers, recruit new volunteers, and encourage current volunteers to continue volunteering.
Sustainability Edinburgh Personas introduction & workshopNeil Allison
The document discusses using personas to help focus website development on users' needs. It introduces the Sustainable Edinburgh website personas, including "Jack", a married father who works as a technician at the University. Jack prioritizes his family and hobbies over work and is skeptical that individual actions can address climate change. The personas are meant to represent real user groups and encourage empathy, consensus, and efficiencies in website design.
This document discusses the concept of hyper-social organizations and how social media has allowed innate human social behaviors to scale. It addresses how hyper-social organizations think differently by focusing on tribes rather than market segments, knowledge networks rather than information channels, and human-centricity over company-centricity. Successful hyper-social organizations turn traditional business processes like sales, product development, and customer service into social processes. They assess readiness, engage tribes and leaders, start pilots, and scale programs that make a cross-functional impact on the business. Legal considerations for hyper-social organizations include hiring practices and protecting private information.
The document provides an agenda for the Social Enterprise Summit taking place April 28-30, 2010 in San Francisco, California. The summit will focus on the theme of "New Approach, New Economy: Realizing the Potential of Social Enterprise" and feature keynote speakers, panel discussions, and workshops across five tracks: investment and finance; models and strategies; policy and advocacy; leadership development and education; and communications and storytelling. Attendees will have opportunities to network, visit social enterprise tours, and attend a leadership awards ceremony and banquet. The summit is hosted by the Social Enterprise Alliance, the leading North American association for the social enterprise field.
Adaptability: The True Key to Accessibility and Usability? #TCUK12Karen Mardahl
UPDATE: "Transcript" at http://www.mardahl.dk/2012/10/09/musings-on-accessibility-and-usability-my-tcuk12-keynote/
Slides for my keynote presentation on 4 Oct. 2012 at TCUK12 - http://www.technicalcommunicationuk.com/. Inspired by the Web Adaptability idea at by http://ukwebfocus.wordpress.com/2009/07/20/from-web-accessibility-to-web-adaptability-a-summary/ Audio coming later.
The document discusses the concept of authentic leadership. It defines authentic leadership as being self-directed, originating from within oneself, and true to one's authentic self. It contrasts authentic leadership with hierarchical and counterfeit leadership. Authentic leadership engages and empowers people, develops their potential, and inspires initiative rather than controlling or manipulating them. The document proposes authentic leadership as a developmental process and presents a model involving mastering an inner game of intent, awareness and cohesion, and an outer game of transformation, emergence and transcendence.
The document discusses the enablers of knowledge management, including technology, leadership, culture, process, and measurement. It explores how these enablers can be applied to better understand and facilitate knowledge sharing in organizations. The author advocates applying the right technology, strong leadership, an open culture, effective processes, and proper measurement to maximize knowledge transfer and exchange.
The document discusses the need for community according to biblical teachings. It notes that while people come to faith individually, life as a Christian is meant to be shared and collective rather than solitary. However, Western culture has seen a deterioration of community due to factors like independence, avoidance of accountability, and superficial relationships. The document argues that recapturing a biblical vision of commitment to community can help address these issues while acknowledging certain challenges to community.
The document discusses uses and gratifications of public radio programs. It notes that some listeners, called "4Cs", enjoy in-depth coverage and finding the content educational. Others called "Reformers" want to know more about current issues to fulfill their self-esteem needs. The two-step flow theory suggests that some listeners act as opinion leaders who pay attention to content and pass on their interpretations to others. Listeners can decode messages differently based on their background and context.
1. BrokersWeb experienced the highest revenue growth rate of 306.98% from 2009 to 2010. It is a premium pay-per-click traffic source for over 150 insurance advertisers.
2. The document profiles the top 50 fastest-growing companies in South Florida based on revenue growth percentage. It provides examples of several companies that have experienced high growth, including their industries and growth strategies.
3. The CEOs of some of the high-growth companies offer advice for fueling rapid growth, such as investing in scalable infrastructure, technology, hiring qualified people, and focusing resources on your core business.
The document discusses rethinking the vision for "Lhyra" and focuses on social networks. It defines social networks as the interactions between elements in a social environment. It also identifies three types of networks: operational networks that help with routine tasks, personal networks that aid personal development, and strategic networks that help identify business opportunities. The document concludes that effectively managing networks allows one to control unforeseen events and invest in the future by responding to changes and turning them to one's advantage.
The document describes a library reorganization project undertaken by the Public Library of Charlotte & Mecklenburg County. It outlines key areas of focus for the project including library experiences, community engagement, organizational resources, research and innovation. The project aimed to create a more customer-focused and responsive library through a new organizational structure and core areas of focus. Lessons learned included allowing sufficient time for change planning and the importance of collaboration and understanding organizational culture.
Empowering Employees As Brand Ambassadors Hr.FinalWrite Speak Sell
This presentation is designed as a step-by-step process for companies to empower employees to promote the company’s products, services and brands on social media. This session is designed for any HR professional to provide a step-by-step process for companies to mobilize employees to promote the company’s products, services and brands
The "no-fluff" slide deck that show's "how" to launch employee advocacy networks and tell and share brand stories across their personal social media channels.
This employee advocacy presentation was given at the B2B Content Summit (contentsummit17.com). If you have any questions you can contact Randy Ksar at rksar@vocecomm.com or 408-738-7874.
Using Brand Advocates (Employees) for InfluenceLiz Bullock
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
The document discusses employee empowerment in organizations. It describes three levels of empowerment: enabling bigger decisions, improving processes, and playing a more effective role. Benefits include improved satisfaction, organizational growth as power is shared, better performance, and increased trust. However, some managers fear losing control or power over subordinates. Effective empowerment requires communication, training, selecting the right employees, sharing information, and establishing work teams. Key steps include valuing people, sharing vision and goals, trusting employees, providing decision-making information, delegating authority, providing feedback, and listening to employees. Potential issues can arise from disconnects, insufficient training, reluctant managers, and breakdowns in structure.
HPCC Systems - Using Big Data to Help Feed the WorldHPCC Systems
At our latest meetup, Jeff Bradshaw presents a case study - Delivering a Precision Agriculture Solution (Fit Bit for Cows?!).
Learn how data was collected leveraging the open source HPCC Systems platform from remote Farm Management Systems (used by the Farmers/Growers to manage their farms), and when merged with weather data and actual machinery data (IoT), this data is used to feed Agronomists and Crop Protection/Seed Manufacturers to get recommendations back. All in an effort to deliver a precision agriculture solution which helps the farmer increase his yield and helps feed the growing population of the world.
Godin argues that tribes, or groups connected by a shared interest and means of communication, are increasingly important. He believes that everyone now has an opportunity to lead a tribe by promoting an idea they are passionate about. Godin provides examples of individuals who have successfully led tribes and created movements by motivating and connecting tribe members. He asserts that new communication technologies make it easier than ever for people to share ideas and tighten tribal connections, and that tribal leadership can be a fun and rewarding way to enact positive change.
An overview of how small community groups and membership organisations can use community engine to collect payments, manage memberships, and find new members.
The document discusses how to identify and build upon an organization's communication and perception. It explains that perception is formed by what people see and hear about an organization, as well as their own life experiences, and that marketing is about effectively presenting reality to manage perception. The document also provides examples of elements that can influence someone's perception of a church, such as website, signage, greeters, and printed materials, and suggests exploring these areas to better understand current communication and perception.
The document discusses the concept of a movement and what is needed to start one. It states that a movement is when many people feel connected and energized to work towards something better. Movements are thrilling and easier than ever to create using online tools. However, what is often missing is leadership to transform a shared interest into a goal, provide the tools for better communication, and help the movement grow. Great leaders empower groups to communicate and make connections with each other, which allows a movement to take off when ideas are shared and people support each other in enacting change.
This document provides an agenda and materials for a retreat on building a "connected congregation" presented by Lisa Colton. The plan includes introductions, exploring what it means to be connected, designing for social engagement, discussions on change processes and values. Breakout groups will discuss deepening community and operationalizing connectedness. The afternoon focuses on empathy, designing social experiences, and reflections. The overall goal is for the congregation to strengthen relationships and shared responsibility through social networking and alignment with Jewish values.
The document provides an agenda for the Social Enterprise Summit taking place April 28-30, 2010 in San Francisco, California. The summit will focus on the theme of "New Approach, New Economy: Realizing the Potential of Social Enterprise" and feature keynote speakers, panel discussions, and workshops across five tracks: investment and finance; models and strategies; policy and advocacy; leadership development and education; and communications and storytelling. Attendees will have opportunities to network, visit social enterprise tours, and attend a leadership awards ceremony and banquet. The summit is hosted by the Social Enterprise Alliance, the leading North American association for the social enterprise field.
Adaptability: The True Key to Accessibility and Usability? #TCUK12Karen Mardahl
UPDATE: "Transcript" at http://www.mardahl.dk/2012/10/09/musings-on-accessibility-and-usability-my-tcuk12-keynote/
Slides for my keynote presentation on 4 Oct. 2012 at TCUK12 - http://www.technicalcommunicationuk.com/. Inspired by the Web Adaptability idea at by http://ukwebfocus.wordpress.com/2009/07/20/from-web-accessibility-to-web-adaptability-a-summary/ Audio coming later.
The document discusses the concept of authentic leadership. It defines authentic leadership as being self-directed, originating from within oneself, and true to one's authentic self. It contrasts authentic leadership with hierarchical and counterfeit leadership. Authentic leadership engages and empowers people, develops their potential, and inspires initiative rather than controlling or manipulating them. The document proposes authentic leadership as a developmental process and presents a model involving mastering an inner game of intent, awareness and cohesion, and an outer game of transformation, emergence and transcendence.
The document discusses the enablers of knowledge management, including technology, leadership, culture, process, and measurement. It explores how these enablers can be applied to better understand and facilitate knowledge sharing in organizations. The author advocates applying the right technology, strong leadership, an open culture, effective processes, and proper measurement to maximize knowledge transfer and exchange.
The document discusses the need for community according to biblical teachings. It notes that while people come to faith individually, life as a Christian is meant to be shared and collective rather than solitary. However, Western culture has seen a deterioration of community due to factors like independence, avoidance of accountability, and superficial relationships. The document argues that recapturing a biblical vision of commitment to community can help address these issues while acknowledging certain challenges to community.
The document discusses uses and gratifications of public radio programs. It notes that some listeners, called "4Cs", enjoy in-depth coverage and finding the content educational. Others called "Reformers" want to know more about current issues to fulfill their self-esteem needs. The two-step flow theory suggests that some listeners act as opinion leaders who pay attention to content and pass on their interpretations to others. Listeners can decode messages differently based on their background and context.
1. BrokersWeb experienced the highest revenue growth rate of 306.98% from 2009 to 2010. It is a premium pay-per-click traffic source for over 150 insurance advertisers.
2. The document profiles the top 50 fastest-growing companies in South Florida based on revenue growth percentage. It provides examples of several companies that have experienced high growth, including their industries and growth strategies.
3. The CEOs of some of the high-growth companies offer advice for fueling rapid growth, such as investing in scalable infrastructure, technology, hiring qualified people, and focusing resources on your core business.
The document discusses rethinking the vision for "Lhyra" and focuses on social networks. It defines social networks as the interactions between elements in a social environment. It also identifies three types of networks: operational networks that help with routine tasks, personal networks that aid personal development, and strategic networks that help identify business opportunities. The document concludes that effectively managing networks allows one to control unforeseen events and invest in the future by responding to changes and turning them to one's advantage.
The document describes a library reorganization project undertaken by the Public Library of Charlotte & Mecklenburg County. It outlines key areas of focus for the project including library experiences, community engagement, organizational resources, research and innovation. The project aimed to create a more customer-focused and responsive library through a new organizational structure and core areas of focus. Lessons learned included allowing sufficient time for change planning and the importance of collaboration and understanding organizational culture.
Empowering Employees As Brand Ambassadors Hr.FinalWrite Speak Sell
This presentation is designed as a step-by-step process for companies to empower employees to promote the company’s products, services and brands on social media. This session is designed for any HR professional to provide a step-by-step process for companies to mobilize employees to promote the company’s products, services and brands
The "no-fluff" slide deck that show's "how" to launch employee advocacy networks and tell and share brand stories across their personal social media channels.
This employee advocacy presentation was given at the B2B Content Summit (contentsummit17.com). If you have any questions you can contact Randy Ksar at rksar@vocecomm.com or 408-738-7874.
Using Brand Advocates (Employees) for InfluenceLiz Bullock
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
The document discusses employee empowerment in organizations. It describes three levels of empowerment: enabling bigger decisions, improving processes, and playing a more effective role. Benefits include improved satisfaction, organizational growth as power is shared, better performance, and increased trust. However, some managers fear losing control or power over subordinates. Effective empowerment requires communication, training, selecting the right employees, sharing information, and establishing work teams. Key steps include valuing people, sharing vision and goals, trusting employees, providing decision-making information, delegating authority, providing feedback, and listening to employees. Potential issues can arise from disconnects, insufficient training, reluctant managers, and breakdowns in structure.
HPCC Systems - Using Big Data to Help Feed the WorldHPCC Systems
At our latest meetup, Jeff Bradshaw presents a case study - Delivering a Precision Agriculture Solution (Fit Bit for Cows?!).
Learn how data was collected leveraging the open source HPCC Systems platform from remote Farm Management Systems (used by the Farmers/Growers to manage their farms), and when merged with weather data and actual machinery data (IoT), this data is used to feed Agronomists and Crop Protection/Seed Manufacturers to get recommendations back. All in an effort to deliver a precision agriculture solution which helps the farmer increase his yield and helps feed the growing population of the world.
Godin argues that tribes, or groups connected by a shared interest and means of communication, are increasingly important. He believes that everyone now has an opportunity to lead a tribe by promoting an idea they are passionate about. Godin provides examples of individuals who have successfully led tribes and created movements by motivating and connecting tribe members. He asserts that new communication technologies make it easier than ever for people to share ideas and tighten tribal connections, and that tribal leadership can be a fun and rewarding way to enact positive change.
An overview of how small community groups and membership organisations can use community engine to collect payments, manage memberships, and find new members.
The document discusses how to identify and build upon an organization's communication and perception. It explains that perception is formed by what people see and hear about an organization, as well as their own life experiences, and that marketing is about effectively presenting reality to manage perception. The document also provides examples of elements that can influence someone's perception of a church, such as website, signage, greeters, and printed materials, and suggests exploring these areas to better understand current communication and perception.
The document discusses the concept of a movement and what is needed to start one. It states that a movement is when many people feel connected and energized to work towards something better. Movements are thrilling and easier than ever to create using online tools. However, what is often missing is leadership to transform a shared interest into a goal, provide the tools for better communication, and help the movement grow. Great leaders empower groups to communicate and make connections with each other, which allows a movement to take off when ideas are shared and people support each other in enacting change.
This document provides an agenda and materials for a retreat on building a "connected congregation" presented by Lisa Colton. The plan includes introductions, exploring what it means to be connected, designing for social engagement, discussions on change processes and values. Breakout groups will discuss deepening community and operationalizing connectedness. The afternoon focuses on empathy, designing social experiences, and reflections. The overall goal is for the congregation to strengthen relationships and shared responsibility through social networking and alignment with Jewish values.
The document discusses building and supporting communities. It emphasizes that a community is a group of connected, interacting people who find a sense of belonging and purpose through their shared passion. When building a community, one should envision the culture by defining values and behaviors, decide how it will benefit members and organizers, and determine the appropriate level of support while ensuring the community's interests come first. The key steps in building a community are design, seeding, launch, and achieving sustainability through grassroots growth.
The document discusses building a learning organization and personal knowledge management (PKM). It argues that in today's interconnected workplace, knowledge increasingly resides in social networks rather than institutional structures. Effective PKM requires cultivating collaborative relationships and tapping into other people as important sources of information, expertise and validation. Building a learning organization necessitates aligning personal and organizational goals to foster deeper communication, collaboration and fulfillment.
This document discusses how synagogues can build community networks. It argues that traditional hierarchical "hub and spokes" models of community should shift to more open, collaborative network models where individuals are bound together by shared values and responsibility for one another. Successful networks require mapping connections, appointing network weavers to facilitate relationships, and rethinking how success is measured by focusing on meaningful social connections rather than events and programs. The role of rabbis and leaders is to question assumptions, understand the existing network, and create an environment where community members engage with each other.
1) The document discusses using online spaces to support existing communities that are distributed geographically. It proposes providing members personalized profiles, discussion forums, and areas for sharing resources.
2) Effective community leadership in such online spaces involves distributed, not centralized, leadership. Leaders can communicate about site changes, restructure spaces as needed, and connect members with similar interests or expertise.
3) Desired features for the online community space include making it user-centered, giving members control and a sense of identity, enabling networking around shared interests, and facilitating easy organization and tagging of shared resources.
At Vireo Research our philosophy is simple: Be curious!
With this as our motivator, we bring an unparalleled level of enthusiasm for social trends and all things that people unearth, embrace or reject. We want to know the WHY, WHERE, WHAT and HOW.
Our goal is to elicit clarity on attitudes, behaviors and values in a hyper-media, super-social consumer-driven world.
This means data is the currency within the marketing and communication universe. We will work with you and the people that matter most to you - consumers - to unearth the insights you need to grow your brand.
To learn more, contact us at: becurious@vireoresearch.com
Olé Pedersen, Patricia De Luca and Heather LeFevre presented this content at Cannes on June 21, 2011. The workshop was one of 20, selected from hundreds of entries as part of the festival conference. Participants learned the philosophy behind and practiced making cultural movements.
The document discusses how to build and sustain online communities, noting that communities emerge from connected people interacting via shared passions. It provides advice on understanding the potential for a community around a topic, preparing the ground by accepting shared control, and letting the community grow organically while providing support through events, content, and networking opportunities. The key is facilitating the community rather than directly managing it.
Geertz and Pacanowsky describe organizations as having their own unique cultures formed through shared meanings and understandings between individuals. An organization's culture consists of the corporate culture - its image, character, and climate - which is communicated through stories. There are three types of stories: corporate stories shared by management, personal stories employees share about themselves, and collegial stories employees tell about one another. While culture provides understanding, manipulating it can be difficult and unethical for managers. The cultural approach aims to better understand how to function effectively within an organization's culture.
Human Business Design is a model that believes all human interactions inside and outside an organization matter. It provides a framework for the entire ecosystem to collaborate and co-create meaningful value. The new paradigm is based on co-creation and cooperation toward a bigger vision than just consumption. Human Business Design aims to return humanity to businesses, work and life by transforming organizations and each individual through merging left-brain efficiencies with right-brain imagination.
Eilidh conducted user research on the topic of life balance through interviews and exercises with 12 participants from different stages of life. Her goal was to understand what balance means to people and how they achieve it. Key insights included that people only share certain events on shared calendars, diaries can motivate productivity, and periods of imbalance often coincide with life transitions. Eilidh analyzed the data and identified three themes: communication with family/friends, food/eating habits, and personal prioritizing/planning. She focused on prioritizing and developed "how might we" statements to explore challenges people face with an increased pace of life due to technology and how personal informatics could help with awareness and behavior change.
Organizational culture plays an important role in decision making and problem solving. Leaders have a key role in shaping culture through rituals, symbols, and reinforcing core values. For lasting change, leaders must understand organizational culture and how to transform existing cultures. Understanding culture involves examining the shared beliefs, values, norms, identity, decision making frameworks, and behaviors that develop within an organization.
This document discusses how to plan for changing behaviors in an era of infinite media and attention economies. It argues that traditional media planning based on media scarcity no longer applies. Instead, opportunities exist in understanding how niche ideas spread through social networks on an individual level. Effective strategies involve designing for spreadability by incentivizing remixing and recontextualizing of content to appeal to different social circles. The goal is to strengthen social bonds and confer a sense of status and belonging to different communities.
This document discusses how to avoid turning the role of community facilitators into that of "development" organizers. It emphasizes the importance of understanding one's own identity and role, considering and respecting the community, and sharing in community experiences. As outsiders, facilitators must adopt a learning attitude, accept that ideas come from the community, and avoid paternalism. They should listen more than talk and involve themselves in the full life of the community. The goal is for development to be community-led rather than imposed from outside.
Similar a People Powered Brands: Empowering a TRIBE of Internal Advocates (20)
A great identity can be a stroke of inspiration, a random combination, or come from a diligent process. I think naming your pirate ship should be fun, and a bit serendipitous. The simple pirate ship name generator below gives you a few options. You can take your first initial, your middle initial, your nickname initial for the first part of your ship’s name. Next, I’m sorry to say you have only one choice the first letter of your family name or your maiden name. Now go sail the high seas…
People engage in word of mouth conversations for different reasons depending on whether the conversation is occurring online or offline. Offline conversations in person are more emotional as people discuss what excites or disgusts them. Online conversations via social media are more functional and social as people seek to help others or express their uniqueness. The type of channel, whether continuous like a phone call or discontinuous like online comments, also influences what topics people discuss. In continuous channels with little time between responses, people discuss whatever comes to mind to keep the conversation flowing. In discontinuous online channels, people have time to selectively choose more interesting or thoughtful things to discuss.
Sparking Advocacy - Building Brands of Greatness. The Shared ShipThe Shared Ship
This preso is a combination of my latest presentations at Good Business Summit in CHarleston, SC and EXMA Peru in Lima. It's been a while since I've shared… shame on me! Reach out if you want to chat or have an interest in having a pirate present live.
Presented at WOMMA 2014 Summit in Los Angeles on Nov. 18th.
Session Title: Yeah, THAT Hashtag (Beyond Social Media (WOM) Track)
Presenter: Geno Church
When the former Greenville Convention & Visitors Bureau approached Brains on Fire about creating a new identity for our hometown, they didn’t have to ask twice. This was far more than an identity project; it was an opportunity to foster a greater sense of community within our community. With 36 Greenvilles in the United States, we would need to identify that “something special” that really sets us apart.
I'll Take My Community with Chocolate Chips
Community building is a lot like baking cookies. You can punch out perfectly cut cookies (platform thinking), or you can roll imperfectly beautiful balls (people thinking.)
Community building isn't a recipe, but it does require a plan. Finding your ingredients – people, platform and a touch of sugar - will be messy but also fun.
WOMology | Dumbing Down Smart WOM Research FindingsThe Shared Ship
DESCRIPTION:
This is the five-minute "Cliff Notes" version with audio of WOMology: Dumbing Down Smart WOMM Research Findings.
Academics are publishing smart research papers and dissertations on word of mouth marketing. However, these rigorous studies are just that—rigorous. Far too rigorously academic for most marketers to understand and act upon. Enter Geno Church (Brains on Fire) and John Moore (Brand Autopsy). They’ve dissected some of the smartest academic research papers on WOMM into bite-size nuggets of marketing know-how. Think “Rocks for Jocks” but instead of Geology, it’s WOMology.
LEARN MORE:
Geno Church | www.BrainsOnFire.com
john moore | www.BrandAutopsy.com
10 Rules for your Community to Survive a Zombie Attack…The Shared Ship
I’m a Zombie junkie, if a character looks like a Zombie, I turn into a couch potato. I’ve spent many late nights watching Shaun of the Dead, Dawn of the Dead, The Walking Dead, and my favorite—Zombieland—instead of sleeping.
I think all my Zombie watching has it’s rewards… lighthearted paranoia, killer soundtracks, and rules for survival. Evidently the CDC thinks so too.
In my opinion, Zombieland is the best of the best, a tasty movie (no pun intended) full of humor, zombie killings, and rules to live by. In my twisted mind, I saw brilliance in the survival rules of Zombieland. I also saw a challenge: Can those same rules be applied to community building? Here’s a cherry-picked list of ten “Rules from Zombieland” that I feel fit the bill:
This document discusses the National Center for Family Literacy's efforts to improve literacy rates in the United States. It notes that 14% of adults and 40% of 4th graders struggle with basic reading skills. The Center embarked on a nationwide tour and found that parents wanted easy ways to inspire learning in their children rather than instruction resources. This led to the creation of Wonderopolis, an online platform that provides engaging content to spark conversations about learning between families and educators. Initial results found growing popularity and positive reviews of the site.
1) The document discusses how word-of-mouth marketing and social media can be used to empower customers and build movements around brands. It emphasizes focusing on human connections over technology.
2) Several examples are provided of how focusing on passionate customer communities has helped grow brands organically, including the National Center for Family Literacy's Wonderopolis website project.
3) The key messages are that movements are built on passion, shared ownership, and trust - not just products or self-promotion. Brands should empower and listen to customers to allow movements to develop.
This document provides 10 tools for spreading word of mouth marketing. It discusses tools that allow advocates to have natural conversations about a brand both online and offline. It emphasizes engaging customers and turning them into fans by providing remarkable experiences. Specific tools mentioned include customizing conversation, bringing advocates together both virtually through online communities and in person through events. The goal is to encourage fan evangelism and true ownership of the brand community.
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However, managing finances without an entire accounting staff can be challenging for small businesses.
Accounting apps can help with that! They resemble your private money manager.
They organize all of your transactions automatically as soon as you link them to your corporate bank account. Additionally, they are compatible with your phone, allowing you to monitor your finances from anywhere. Cool, right?
Thus, we’ll be looking at several fantastic accounting apps in this blog that will help you develop your business and save time.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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People Powered Brands: Empowering a TRIBE of Internal Advocates
1. People Powered Brands:
Empowering a
TRIBE
of Internal Advocates
Photo Credit | Flickr: iammikeb
2. Agenda
• The Brains on Fire Journey – finding our Tribe
• WHY matters
• Creating a People Powered Brand
• Brands that let their Freak Flag Fly
• Q&A
3. Takeaways
• Unlearn the WHY behind your brand
• Finding a common passion among your
employees that will empower them to
work towards a common goal
• How to lay the groundwork for a
People Powered Brand
4. t: @GenoChurch
who are you? Are you a brand manager,
hello …
a CMO, a social media consultant,
a community manager, maybe your a tribe leader?
6. In 2003 Brains on Fire was a very successful advertising agency…
we mashed a mix of strategic services; branding, traditional advertising,
and research, for an eclectic group of clients.
7. My role at Brains was art director. Thankfully a client came, DHEC SC with a project that challenged our thinking.
With our home state being a leader in TEEN smoking rates, our task was to lower teen smoking rates, without attacking the tobacco industry…
SC is a tobacco friendly state… but that's a story for another time.
We made a decision to invest and empower teenagers to be the message not OUR work.
It was hard, and it worked RAGE against the HAZE still exists today, because we empowered teenagers to lead, and lead they did.
8. RAGE left a mark on the SOUL of BOF.
The work challenge us to define what it is that we did, and maybe more to the point… WHY.
9. RAGE, showed us, up close, the power of PEOPLE, and their voice,
the power of leadership, that those leaders can be infectious,
that infection can change lives, when change happens,
people start to believe, and a beautiful things happen… a movement can happen.
10. we started to look inward… divided into two teams to define what it is that BOF does…
are we an advertising agency, an identity company, what the hell are we… My team was the underdog team,
the other team consisted at the time of two of BOF's five managing partners.
They took a smart strategic approach, we took a very different path. We took a visual approach.
We wanted change, we visioned an agency that fought for the voice of the customer, the advocate…
we wanted to turn BOF into a pirate ship.
11. Both teams were set to present several weeks later to the entire team,
ok you might think I'm going to tell you our team won, blah, blah, blah…
Well we never made to the presentation, we got bought out.
The other team using their manager position bought us out, and claimed our idea.
Game over… In all honesty we were pissed… but looking back it changed the direction of Brains on Fire for the company and for me.
12. I became a BOF tribe leader, the way we worked changed,
we became more connected with each other.
Work became more communal…
16. Photo Credit | Flickr marcp_dmoz
I share this not to put us on some tribal pedestal, but to share a bit of our history,
and share how hard it is to keep that ethos 10 years later.
Inside a brand, an NGO, an agency… people come and go…
eventually leaders leave and with them goes some soul,
some culture, experience, and some of your why.
17. “A tribe is a group of people
connected to one another, connected
to a leader, and connected to an idea.
For millions of years, human beings
have been part of one tribe or another.
A group needs only two things to be a
tribe: a shared interest and a way to
communicate.”
- Seth Godin
Our culture changed to allow for a TRIBE to form, let's look at Seth Godin's definition from Tribes: “A tribe is a group of people connected to one another, connected to a leader, and connected to an idea. For millions of years, human beings have been part of one tribe or another. A group needs only two
things to be a tribe: a shared interest and a way to communicate.” - Seth Godin
18. As I chat with you today… I'll be honest. In the last two years we've had 50% turn over in staff…
as I said early PEOPLE come and go for many reasons. Our culture, our tribe was so strong for so long that… we took it for granted.
I guess you could say we became lazy about the internal stuff.
Far to often we see change as swift, but most change happens slowly over an extended period of time,
our nature is to not address it till it's broken or a crisis happens. Where have our rituals gone;
when's the last time we rang the bell, flew the flag, had a tequila shot for breakfast, a company wide pool tournament…
the things that connected us to each other and the idea of what BOF stood for.
19. Photo Credit | Flickr ashley rose
Our tribal belief is that we stood for something more than the stuff we created;
campaigns, logos, t-shirts, brochures…
we believe that we helped change happen for brands and organizations.
We believe in people, in storytelling, in tribal identities, and tribal rituals.
20. We want to save the day for our clients. We're going through a Re-Tribalize at BOF…
bringing everyone into our processes ranging from, old rituals, new rituals,
early immersion into projects, we're sharing at lunch our ethos,
and how we mix the old with new thinking.
I believe that its far easier to find another customer tribal leader
(that is if your having conversations that include your customers)
than it is to find your next internal leader for your tribe.
21. The BOF journey was a long a winding road - I wish we would had this earlier in our adventure…
Simon Sinek's "The Golden Circle," from his book Start with Why.
22. The Golden Circle Model Simon Sinek
WHAT
Every company and organization on the planet knows WHAT they
do. This is true no matter how big or small, no matter what
industry. Everyone is easily able to describe the products or
services a company sells or the job function they have within the
system. WHATs are easy to identify.
WHY
HOW
Some companies and people know HOW they do WHAT they do.
HOW HOWs are often given to explain how something is different or
better.
WHAT
WHY
Very few people or companies can clearly articulate WHY they
do WHAT they do. WHY explains your purpose, cause or belief.
It explains WHY your company exists. WHY you get out of bed
every morning. WHY people should care.
when most companies or people think, act, and communicate they do so from the outside in,
from what to why. From the clearest thing to the fuzziest thing.
But not the inspired companies and leaders, they think, act, and communicate from the inside out.
23. people
powered
brand
Creating a people powered brand…
24. Find your hand raisers
requires finding your hand-raisers (tribal leaders so to speak), this also creates communities.
25. Being a part of something
bigger than themselves
Because it creates a sense of belonging. Being a part of something bigger than themselves.
26. Communities
connect the unconnected
People Powered Brands create Special communities… the ones that people are wanting -
but didn't know it until they found it. Communities connect the unconnected.
27. Being a part of
a great story
compels us to share.
Being a part of that great story, is a journey, compels us to share = a people powered brand
28. Let your TRIBE
fly its freak flag
Photo Credit | Flickr: Derek Bridges
A big note… you can’t just choose your Tribe…
you have to accept them for who they are… warts and all.
We’re talking humans after all.
You’ve got to let your TRIBE fly it’s freak flag…
Embrace the weirdos.
They may just be your loudest, proudest, most passionate fans.
29. Who’s a member of a fitness club…
virtual show of hands?
Who’s a member of a fitness club, yoga studio, the YMCA… virtual show of hands?
So, any guess what percentage of Americans are members of a club or gym?
30. 15%… Sadly the fitness industry has fought for the same 15% over and over and over.
31. 65% of the 85%
of Americans that aren’t
working out in a gym
are interested in fitness,
but remain non-users of a
club/gym.
What about the 85%… 65% of that 85% that aren’t working out in a gym are interested in fitness, but remain non-users of a club.
32. Meet Chuck and Dave owners of Anytime Fitness…
you might remember them from Secret Millionaire.
Chuck and Dave run the largest fitness franchise in the world…
they’re successful but they felt there was a lot of work left to do.
33. We want to
change the
self-esteem
of the world
the why…
34. They challenged us to do something about that 65%. Can we change the conversation?
35. the existing convo = we all know it… diet pills, bikinis, biceps, 100 lb weight loss stories
36. The current conversation…
treats exercise/fitness/weight loss like a "goal" to be achieved,
which sets it up as a failure…
We decided to flip the convo on its head by celebrating the little things, little wins, the start.
37. So, how do you start that conversation to those folks?
You become human, yes a brand can become human…
it starts by not being so concerned about being in control, trying to get your point across, selling more gym memberships…
what good is it if they never come back after one day, ten days, thirty days…You will draw people to you by creating a safe place,
a nurturing place, a place that has two-way conversations, a place where people can feel like they can be themselves.
Sounds easy huh… not exactly.
To do this we need to retrain franchisees and their staff's to not look for the grande and instead look for the small, the starts…
38. Who's heard of Jared, show of hands? Jarred just didn't happen… He created his own diet, a franchisee started to notice pound by pound this guy losing weight eating fast food. The franchisee sent in the story, the ad agency noticed, sadly Subway thought it was to unbelievable, so the ad agency did a
commercial on its own dime. It connected with people, Jared became an overnight hero for many, many people.
39. For Anytime Fitness to have any hope… of changing this conversation we have to train
the franchisees and staff to spot these beginnings,
hell they have to appreciate these beginnings.
A big challenge for an industry built on testosterone and bikinis.
We asked for help, 25 Anytime fitness clubs to join us,
by being open to a new conversation to engage those left out of the current fitness conversation.
40. We had hundreds apply, we choose our 25 hand raisers…
brought them to Minnesota and trained them and empowered them to become our tribe leaders.
… the beautiful thing is they all ready knew this needed to be brought into focus.
41. Meet Josh Cox… one of our tribe leaders. When we met Josh this is the business card he put into our hands. Josh’s story
43. Josh took this challenge to heart… he wanted to build fro people what he wished he’d had…
a group accepting of all. Which is what we need, a place for everyone to be able to step into.
Look at the visual nature of what Josh has created…
44. This is a shot of the current Fitness Rebellion challenge…
Rebel vs Rebel… not in competition but inspiring each other to never give up.
45. I mentioned… rituals. Each rebel participate in Josh’s boot camp style Fitness Rebellion gets a hand crafted shirt…
they war it to every class… I saw it first hand.
The shovel.
46. We're just getting started… but conversations are happening not just on fitness rebellion.com but on Facebook.
People are sharing they're vulnerabilities, their hopes, their fears, their challenges, their dreams.
47. To make a difference, you've got to get your hands dirty. Your people have to get their hands dirty.
48. That's the only way you can earn people's trust… it's by being real, walking the walk, not just talking the talk.
49. you must
unlearn
what you have
learned
-yoda
As a marketer or a brand, our challenge is to motivate PEOPLE to share on our behalf.
Sadly… most of the time the place to start is for… a brand, or organization, to unlearn,
all the marketing and shiny social media tactics
and be human again.
51. marketing
is about people
Marketing is about people. If you don't believe in relationships, you probably need to get out of the business.
52. People Powered Brands
are not perfect and
don’t need to be.
people powered brands, are built on the honest principle that we are not perfect and don't need to be.
53. Let your freak flag fly.
Embrace your weirdos.
let your TRIBE freak flag fly. Embrace the weirdos. They may just be your loudest, proudest, most passionate tribe leaders.
54. If your going to walk
with them, you have
to talk with them.
Really get to know your advocates…If you're going to walk with them, you have to talk with them.
Know their dreams their hopes.
55. •Walk, listen, and talk with your TRIBE
•Show them you Care about them
•Value what they have to say
•Put what you’ve learned into Action
•Empower your hand-raisers to become
Tribal leaders
Walk, listen, and talk with your Employees and Customers
Show them you Care about them
Value what they have to say
Put what you’ve learned into Action
Empower your Hand-raisers