Recently in Enterprise 2.0 Category

Melcrum recently released a report on How to use social media to solve critical communication issues, with as usual some great case studies and many practical insights. Go to the report website for a full overview and executive summary.

I was asked to write the closing section in the report, on The Future of Social Media and Internal Communications. Below is my article in full. If you're interested in the topic also see my recent Thoughts on the future of workplace communications.

The Future of Social Media and Internal Communications

Organisations achieve their objectives by bringing together the talent and energy of many people. As such, the raft of emerging communications platforms today have the potential to literally transform how organizations work. From the 1990s, email fundamentally changed how most jobs were done. Now a wealth of new communication tools are being used to create sometimes dramatically different ways of working.

Based on the rapid emergence of social media and other new communication platforms, there are seven key aspects to how organisational communication will change.

Earlier today I spoke on a live webcast on the Future of Workplace Communication as part of Viocorp’s Future Forum series.

I took notes during the panel session and posted these live on my blog right after the event. I took notes while the other panellists were speaking: Nicky Wakefield, head of human capital at Deloitte, Philip Cronin, general manager of Intel Australia, and Oscar Trimboli, head of the information workers group at Microsoft.

I wasn’t able to take notes while I was speaking myself, so having had a look at the panel discussion which is now archived and can be viewed at the Viocorp site (requires registration), I’ve written out some of what I said during the discussion.

10:50 – 14:00
Workplace is not a good term to refer to the future – people will be working from anywhere so workplaces will have less impact than they have today. In the bigger context we also have to question whether organizations as we know them today will exist. Transaction costs are going down, meaning that moving forward, organizations will have to justify why they exist. There will be many business models bringing together loosely coupled talent and processes.

This morning in Adelaide I delivered the first of five keynotes I'm doing as part of a Telstra Business national roadshow on cloud computing. I am giving the opening keynote at the breakfast series, followed by Telstra Chief Technology Officer Hugh Bradlow or his key staff.

In the preparation phase I wrote up a brief description of my keynote on Tapping the Forces of Change for use in Telstra's promotion of the event to their clients and prospects. In doing so I came up with the concept of 'Breathe in the Cloud' as a useful metaphor. Companies need to breathe in the resources of cloud computing in order to give them the vitality to

Here is a video of the opening for my keynote, talking about why it is so important for companies to Breathe in the Cloud.

It is sometimes difficult to describe what my companies do. That is now a little bit easier, as we have created a flyer describing the key services of Advanced Human Technologies, focused on clients in the technology and media sector. The flyer does not mention our publishing and ventures activities, but covers the kind of consulting we do for vendors. Our Enterprise 2.0 flyer describes our work for corporate clients on implementing Enterprise 2.0.

Thought Leadership in Technology - Advanced Human Technologies

I hope it's useful for those that want to know more about what we do (or may even want to engage us!).

I will later share some snapshots of what Future Exploration Network and The Insight Exchange are up to, to give a better picture of the group and how it fits together.

I have just been requested permission by London School of Economics to use my Web 2.0 Framework in their Management and Innovation of eBusiness program for the next four years. The first part of the framework is below, and the industry landscape further down the page.

Click on the image for the original description and full pdf

I’m delighted that the framework is still seen as relevant and useful over 3 years after it was created in May 2007. Certainly the original post continues to get plenty of traffic, not least because an image from the framework still appears on the front page of a Google search for ‘Web 2.0’. The phrase ‘Web 2.0’ has been largely replaced with ‘social media’, 'cloud' and similar terms, but the underlying concepts remain valid in understanding what is going on today.

I thought it would be worth reviewing the framework today to see what is still current and what I would change.

Big news: Australian enterprise software company Atlassian, creators of popular wiki Confluence, project tracking platform Jira and other innovative software, has just raised $60 million from Accel Partners in what Wall Street Journal reports as a 'growth equity' round.

Atlassian has been entirely bootstrapped with no external funding to date, making it one of the larger companies in that situation, given its $59 million revenue in the last financial year. The reasons given for the funding round are to fund expansion in Europe and Asia, acquisitions, and to give liquidity to its employees, who all have stock options. Similarly, Microsoft's CFO at the time of their IPO said that they didn't need the money but mainly wanted to give their employees a way to participate easily in the company's success.

Madston Black, a top-tier leadership development consultancy, recently engaged me to do some executive briefings on the future of business as part of some of leadership programs they are running for major Australian organizations.

For two of their major client leadership development programs, Madston Black also brought out Professor Ron Heifetz, Founder of the Center for Public Leadership at Harvard Kennedy School, to run workshops. They also organized two very well-attended public presentations for Ron in Sydney and Melbourne, and kindly invited me along.

Here is the video of Ron Heifetz's Sydney presentation - while it's an hour long it's well worth watching for the rich insights and examples he offered on adaptive leadership (The Practice of Adaptive Leadership is his latest book).

Professor Ronald Heifetz Adaptive Leadership Presentation from Jimmy Tsang on Vimeo.

'Social Knowledge Network' vendor Inmagic recently spoke to me for their interview series. Unfortunately there were problems with the audio recording, so they've provided a transcript of the interview on issues including uptake of Enterprise 2.0, the Enterprise 2.0 vendor landscape, the future of work, and what I enjoy about my own work.

The full interview is worth a read, but here is a quick excerpt. I recently wrote what turned out to be a very popular post on What Enterprise 2.0 means for the CIO and IT department offering six key issues. Inmagic took a couple of these points and discussed them on their blog. Here is the follow-up on that during the interview.

Janelle: I want to talk about your latest book, which is "Implementing Enterprise 2.0." It's something that we covered on our blog at Inmagic and there was an excerpt that you had on your blog where you talked about six implications of Enterprise 2.0 for IT. And a couple that drew our attention were your points about how it enables end users and how the requirements for IT security and archiving have gone up. Do you see either of these as an impediment to E2.0 adoption or do you think they are necessary ways to help organizations operate?

A little while ago I gave a keynote at the Gartner Symposium. Gartner looks to its analysts to share their deep research at their events. It also invites a handful of external speakers to bring a lighter and more entertaining – though still pragmatic – approach and style.

I suggested the topic of Driving Business Results Through Personal Network, which can readily be made fun and interesting, but is also extremely practical for senior technology executives. It was a broad-ranging keynote, ranging across topics including why we need to understand the Bacon number, why boundary spanners are so critical for organizations, the long tail of sexual activity, how to enhance serendipity, and steps to being an energizing leader.

Inset into the presentation were two sets of recommendations, on building personal online networks and on enhancing organizational networks. At the risk of taking them out of the supporting context, here they are:

Our Implementing Enterprise 2.0 report is intended as a practical guide to how to create business value with web technologies inside the organization.

One of the key issues is the implications of these approaches for the organization and its key functional areas. Not surprisingly, there are a particular set of pressing issues for the IT department. These are covered in the report - we have excerpted Chapter 19 on the implications for IT below.

WHAT ENTERPRISE 2.0 MEANS FOR IT

Enterprise 2.0 has significant implications for the IT function of organizations. It is of course generally the responsibility of the IT function to facilitate the adoption of technologies that create value for the enterprise. However Enterprise 2.0 technologies both have significant cultural aspects to their use and uptake, and can have a significant impact on the underlying business processes and even value creation inside the organization.

Following are the primary issues that need to be understood and addressed, both by the CIO and his or her team, and the senior executive team and board of the organization.

1. Increased user expectations
One of the most important implications of Web 2.0 for organizations is that staff are increasingly exposed to very useful and well designed applications on the open web. The contrast with existing enterprise applications is usually stark.

My good friends and network experts Laurie Lock Lee and Cai Kjaer are the founders of Optimice, which has recently acquired Australian rights to the Enterprise 2.0 ideas management software Spigit. The platform is used to power, among other initiatives, the Cisco i-Prize, which gives prizes of up to $250,000 to external teams for generating ideas for Cisco's next billion-dollar business, and Pfizer's internal innnovation initiatives.

Features of the platform include reputation scores for contributors, ideas trading markets to buy and sell ideas, and participation-based currency with redemptions, all of which can create a real marketplace for ideas inside organisations.

Implementing Enterprise 2.0 effectively is extremely challenging, as many organizations have discovered. However that is precisely why succeeding can create real and lasting competitive differentiation. In fact I believe that the ability to use collaborative technologies to enhance organizational performance will be one of the most critical competences for companies in years to come. This is not least because this ability reflects on the culture and implicit organizational structure far more than it does on technology.

Here is an excerpt from Chapter 3 of my book Implementing Enterprise 2.0, providing some of the basic arguments as to why Enterprise 2.0 is a key management issue.

CREATING DIFFERENTIATION

Nicholas Carr’s 2003 Harvard Business Review article IT Doesn’t Matter created massive controversy and debate by affirming that information technology was now a commodity and no longer provided competitive advantage to companies.

IT Doesn’t Matter, Nicholas Carr, Harvard Business Review, May 2003

Does IT Matter? An IT Debate – Letters to the Editor, Harvard Business Review, June 2003

Since then, numerous articles and research studies have shown that the degree and effectiveness of investment in information technology does drive competitive differentiation within industries.

Investing in the IT That Makes a Competitive Difference, Andrew McAfee and Erik Brynjolfsson, Harvard Business Review, July-August 2008

I believe that governance is at the heart of effective Enterprise 2.0 implementation. While many shy away at the term, mainly because governance is usually focused on risk and limitations, I see it differently. True governance is just as much about ensuring that opportunities are taken as it is as about containing risk. Governance, done well, is an enabler of innovation, providing parameters, guidelines and policies that address risks, and allow the greatest possible scope for experimentation and value creation.

As such most of my client work on Enterprise 2.0 is helping executives to frame governance and develop effective strategies. Advanced Human Technologies doesn't do implementation; we work with partners for the nitty-gritty of larger projects. We believe that the greatest value creation is getting the frame right. Everything else flows from that.

The chapter on governance in my book Implementing Enterprise 2.0 is available for free download from the book website. However I thought it was also worth excerpting the chapter, as below. This section describes a typical Enterprise 2.0 governance process. Of course projects must be always tailored to the situation, addressing issues including organizational culture and existing processes.

SIX STEPS IN A TYPICAL GOVERNANCE PROCESS

1. Nominate a project leader and project sponsor

Creating a governance framework is a significant initiative that requires access to key stakeholders. A senior executive project sponsor should be named who will facilitate access to resources and people where required. The project leader can be either an internal manager with the appropriate skills and understanding of the organization, or an external consultant who has the benefit of independence from organizational politics.

I recently had a chat with R "Ray" Wang of Altimeter Group about what we're up to and our respective business models. Among other things, Ray said that Altimeter wants to work in new spaces that others aren't covering. ERP is boring. But Social CRM, for example, is on the leading edge of where value is being created, but traditional analyst firms are not working.

As a recent entrant to the market (the firm was founded in July 2008 by Charlene Li and now has 7 partners), Altimeter has the flexibility to use different approaches to the existing large firms. In this case, instead of charging in the thousands of dollars for a cutting-edge analyst report, it has launched Social CRM: The New Rules of Relationship Management for free, enabling anyone to embed it on their own site, as I have below.

I recently posted an excerpt from Chapter 17 of Implementing Enterprise 2.0 titled 8 Guiding Principles for Pilot Programs: A Key for Enterprise 2.0.

To follow up, here is an additional excerpt from Chapter 17 on pilots.

CHARACTERISTICS OF GREAT PILOT TEAM MEMBERS

The selection of pilot team members is a major factor not just in the success of the pilots, but also whether useful lessons are learned and the successful migration of the pilots into other parts of the business.

The reality is that there is usually limited choice in selecting pilot team members. However since it is such an important driver of success, it is important to understand the characteristics of great pilot team members, and to apply this to the degree possible in bringing the right people on board.

There are five key aspects to a great pilot team member.

1. Enthusiasm
There is no substitute for enthusiasm in a pilot. As such, in most cases the best pilot team members are those who are clamoring to try something because they think it will make them more effective in their work.

Enthusiastic team members will:
• Want to be involved in the pilot!
• Think there are better ways to do things than current approaches
• Be happy to try new things
• Put up with immature systems
• Put in extra time and energy now for the potential of worthwhile results later
• Actively suggest and try new ideas to make the pilot work better