This document discusses seven ways to quietly start a revolution in resistant organizations. It advocates for (1) giving people a sense of purpose and meaning in their work, (2) harnessing collective intelligence through open collaboration, and (3) finding simple ways for people to have fun at work. It also suggests (4) playing meaningful games to solve problems, (5) changing leadership styles to be more transparent and engage in dialogue, and (6) using new metrics like email reduction and interaction time. Finally, it says the key to changing culture is to (7) lead by example in meetings and conversations.
3. We are a social business consultancy
We help our clients thrive through
digital disruption, in two ways:
Social media Business
strategy and innovation for
implementation the digital world
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5. Intro
By the champ User:Martinroell [CC-BY-SA-2.5 (www.creativecommons.org/licenses/by-sa/2.5)], via Wikimedia Commons
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By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew), via Wikimedia Commons
7. Page 7 | Social Business Pioneers
By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew), via Wikimedia Commons
10. “The Internet isn‟t really a
technology. It‟s a belief system,
a philosophy about the
effectiveness of decentralized,
bottom-up innovation.”
Page 10 | Social Business Pioneers Mickey Smith „Dark side of the lense‟ on Vimeo.
11. 1. Purpose & Meaning
2. Democracy & Empowerment
3. Progressive People
4. Conscious Leadership
5. Organisational Openness
6. Change Velocity
7. Tech DNA
8. Fair Finances
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12. 1. Small groups networked
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13. Page 13 | Social Business Pioneers
By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew), via Wikimedia Commons
14. “Never doubt that a
small group of
thoughtful, committed
citizens can change the
world. Indeed, it is the
only thing that ever
has.”
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15. 150 people per building
Lattice structure
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http://www.flickr.com/photos/gore-tex-products/5983679913/
16. “Look at Twitter or Facebook, their teams don‟t
Barclays
work in a segregated way. You have cohesive
teams, some more operational, some more
technical, but they‟re together and they make
interesting trick shots by working that way.”
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17. “Too male, too pale and too stale”
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18. • Edelman trust barometer
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19. What is social media?
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23. $575k prizes
100 targets
80% successful
8 million ounces of gold mined
Company value from $100 million to $9 billion
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26. 3. Find buttons :-)
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http://www.flickr.com/photos/spacing/4534775654/
27. American Time Use Survey, U.S. Bureau of Labor Statistics
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http://www.nytimes.com/interactive/2009/07/31/business/20080801-metrics-graphic.html
28. 1. I wish I'd had the courage to live a life true to myself,
not the life others expected of me.
2. I wish I didn't work so hard.
3. I wish I'd had the courage to express my feelings.
4. I wish I had stayed in touch with my friends.
5. I wish that I had let myself be happier.
Top Five Regrets of the Dying by Bronnie Ware
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43. “Breton wants a „zero email‟ policy to be in place within 18 months,
arguing that only 10 per cent of the 200 electronic messages his
employees received per day on average turn out to be useful. Instead
he wants them to use an instant messaging and Facebook-style
interface”
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44. “The average interaction worker spends an
estimated 28 percent of the work week
managing e-mail”
- McKinsey Global Institute
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47. “You change a
company‟s culture one
meeting at a time”
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By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew), via Wikimedia Commons
Martin Röll - http://en.wikipedia.org/wiki/File:Bagger-garzweiler.jpg
By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew).[see page for license], via Wikimedia Commonshttp://en.wikipedia.org/wiki/File:The_Earth_seen_from_Apollo_17.jpg
By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew).[see page for license], via Wikimedia Commonshttp://en.wikipedia.org/wiki/File:The_Earth_seen_from_Apollo_17.jpg
Talk about how the 21st century is going to be vastly different than 20thHow – amidst the meltdown, where we don’t trust traditional trustworthy people/orgs – people are gravitating towards MeaningVolunteering is up, Gen Y are an empowered, picky workforce, CSR is seen as ‘marketing’A new kind of org focused on creating meaning and reaching higher purpose, AND profits
World can feel massive – how can we revolutionize our workplace when it is so large, so dispersed, so complex? But no revolution achieved critical mass over night! Facebook started with a few Ivy League universities, Wikipedia started with 500 edited pages, The Arab Spring or the Suffragettes had to start somewhere.
“Look at Twitter or Facebook, their teams don’t work in a segregated way. You have cohesive teams, some more operational, some more technical, but they’re together and they make interesting trick shots by working that way.”Read more: http://www.computing.co.uk/ctg/interview/2165737/interview-barclays-banks-innovation#ixzz26jSUepZqComputing - Insight for IT leaders Claim your free subscription today.
In March 2000, GoldCorp made available a wide variety of geological data to the general public. There was a prize of $575,000 for anyone who could find or suggest potential spots where gold could be found. The result of this mass collaboration effort was over 100 targets that were approximately 80% successful bringing over 8 million ounces of gold. Because of their use of crowdsourcing, GoldCorp’s value skyrocketed from $100 million to $9 billionhttp://www.fastcompany.com/magazine/59/mcewen.html?page=0%2C0
Ceo of Valve, personal net worth of $1.5 bn, can’t get his own game ideas made at his video game company.
Intrinsic motivation and the 16 basic desires theoryStarting from studies involving more than 6,000 people, Professor Steven Reiss has proposed a theory that found 16 basic desires that guide nearly all human behavior. The 16 basic desires that motivate our actions and define our personalities as:Acceptance, the need for approvalCuriosity, the need to learnEating, the need for foodFamily, the need to raise childrenHonor, the need to be loyal to the traditional values of one's clan/ethnic groupIdealism, the need for social justiceIndependence, the need for individualityOrder, the need for organized, stable, predictable environmentsPhysical activity, the need for exercisePower, the need for influence of willRomance, the need for sexSaving, the need to collectSocial contact, the need for friends (peer relationships)Social status, the need for social standing/importanceTranquility, the need to be safeVengeance, the need to strike back/to win
“Collaboration is one of the most difficult challenges in management. I think top-down organizations got started because the bosses either knew more or they had access to more information. None of that applies now. Everybody has access to identical amounts of information.”
Martin Röll - http://en.wikipedia.org/wiki/File:Bagger-garzweiler.jpg
and nearly 20 percent looking for internal information or tracking down colleagues who can help with specific tasks.”
By NASA. Photo taken by either Harrison Schmitt or Ron Evans (of the Apollo 17 crew).[see page for license], via Wikimedia Commonshttp://en.wikipedia.org/wiki/File:The_Earth_seen_from_Apollo_17.jpg