I always loved this sketch by Hugh MacLeod (@gapingvoid), It was released in 2005 and titled Hierarchy vs Flow. At first glance you chuckle and then you pause and ponder your own organization’s hierarchy and then finally you start thinking about where you sit in the mix. Sure it’s a cynical view of the
The Sociopaths, The Clueless, The Losers and the Remedy. Read More »
Leaders want more creativity and innovation and rightfully they know this starts with having the right people. So they lean on their recruiters to find the candidates they want but fail to adjust their internal systems so that once aboard these progressive people can thrive. It doesn’t start with the the recruiter’s marching orders. It
Hiring Differently Isn’t Going to Make a Difference Unless… Read More »
Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients. – Richard Branson It’s hard to argue with such sentiment, especially when most who read this are employees. But what does “take care of” mean exactly? For most it’s seen as a warm
Supporting Employees is Not the Same as Supporting People Read More »
Social learning is alive and well. Especially in the informal sense but formal social still needs encouragement. I made this realization at SwoopChat today (a Swoop Analytics users event) where I was delighted by the numerous internal comms people I met and listened to. I learned that many were thinking beyond social tech adoption (even
Internal Comms Taking the Informal Social Learning Torch Read More »
The two things you’ll often hear given as a advice about where to start your expansion of organizational social is 1. Get the leaders (c-suite) on board and/or 2. focus on the workers and the work itself (grassroots). There is certainly truth that each of these groups being engaged is important but it can be
The Heart of Organizational Social: Middle Management Read More »
