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A model of individual and group behavioural change, planning, and measurement. Oh, with some 'social' thrown in too. Social: A Network Leader's Perfect Diversity Platform" in NYC, NY June 17th 2014
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2014
www.DiversityBestPractices.com
SOCIAL—A Network Leader’s Perfect Diversity Platform
David C. Thompsonabout.me/dcthompson
@dcthmpsn
2014
www.DiversityBestPractices.com
Purpose
To develop a plan that connects your objectives as a Network Leader to measurable outcomes, using ‘social’ as an enabling tool
2014
www.DiversityBestPractices.com
Key Takeaways Tools and time within a group environment to
realistically explore what it is you’re trying to achieve through using socially‐enabled tools as a Network Leader
A measurement framework to track and, ultimately, celebrate your work
Metrics in social—a realistic discussion of what translates offline and what’s just nonsense
Facilitated peer‐discussion regarding barriers to behavior change, and some things to think about when planning to enrich for success
2014
www.DiversityBestPractices.com
Two Truths and a Fib
I am a member of the Royal Society of Chemistry
I am a rabid fan of English Football In a past life I co‐hosted a late night radio show
2014
www.DiversityBestPractices.com
WHO WANTS TO SWITCH SEATS?
2014
www.DiversityBestPractices.com
The wily draw of patternhttp://www.rhl.org/blog/blog/classes/the‐assigned‐seat‐phenomena/1460/http://www.psychologytoday.com/blog/people‐places‐and‐things/201111/seating‐planning
2014
www.DiversityBestPractices.com
As a Network Leader, Homophily is your enemy
2014
www.DiversityBestPractices.com
Barriers to Change
At your tables brainstorm the nature of barriers to change (5 mins) Think about how they manifest at the individual, organizational, and societal levels
Think about ways you’ve seen people, organizations, societies overcome those barriers
Group debrief (10 mins)
2014
www.DiversityBestPractices.com
Should we all just go home now?
‘Exploit’Current state
‘Explore’
‘Engagement’ – “… social learning, usually within a peer group, that typically leads to
the development ofbehavioural norms and social pressure to enforce those
norms”*
* “Social Physics: How good ideas spread” Alex Pentlandwww.socialphysics.org
2014
www.DiversityBestPractices.com
There is hope
http://nudges.wordpress.com/the‐amsterdam‐urinals/
2014
www.DiversityBestPractices.com
Who is in?
Doing something you don’t currently, requires engagement and focus
These are the behaviours that will shift your patterns of ‘exploitation’ in the direction you yourself identified
Do you have the engagementand focus to begin this journey?
2014
www.DiversityBestPractices.com
Social 1‐oh‐1
“A contextual, digital, interaction between people and content, mediated by search”
ContentPeople
This is inherently asymmetric with respect to people
2014
www.DiversityBestPractices.com
Gartner Magic quadrant for social software in the workplacehttp://www.jivesoftware.com/why‐jive/resources/analyst‐reports/register‐gartner‐mq‐2013‐ssiw/
2014
www.DiversityBestPractices.com
Where do you want to go?
Commander’s intent is an intent describing [military] focused operations and it is a publicly stated description of the end‐state as it relates to forces (entities, people) and terrain, the purpose of the operation, and key tasks to accomplish. It is developed by a small group,
e.g. staff, and a commander.
http://en.wikipedia.org/wiki/Intent_(military)#Commander.27s_intent
2014
www.DiversityBestPractices.com
Where do you want to go?
2014
www.DiversityBestPractices.com
Where do you want to go?
Individually take 5 minutes and reflect on where you want to take your group as a Network Leader. Consider: Starting backwards – what’s the outcome you’re trying to affect? In the service of what?
How is what you are planning connected to the bigger picture?
How are you planning on using social tools? Have you considered multiple paths to your outcome(s)?
Group debrief 5‐10 minutes
2014
www.DiversityBestPractices.com
Social Measurement 1‐oh‐1
Frame what you can measure in terms of ‘level of engagement’
Increasin
g en
gagemen
t Advocacy
Understanding
Awareness
2014
www.DiversityBestPractices.com
Example: Advocacy
A status update, or tweet, read by my followers can be re‐shared to their followers through ‘re‐tweeting’
We don’t just want to produce content for the sake of it. How can we measure engagement with this content: Ratio of re‐tweet/tweet is a proxy for engagement: How much of the content I create, is subsequently re‐shared, by my followers?
2014
www.DiversityBestPractices.com
Example: @boehringerusRetweetCount
Tweet Count (8/29/2012)
Tweet Count (12/7/2012) Delta
25 1 1 012 1 1 011 1 1 09 1 1 08 1 1 07 4 4 06 2 4 25 12 14 24 21 29 83 38 55 172 77 125 481 153 220 670 300 410 110
Total 612 866* 254Ratio 0.51 0.53 0.57
2014
www.DiversityBestPractices.com
Use a Logic Model
http://www.cancercorecompetency.org/howto.php
2014
www.DiversityBestPractices.com
It’s measurement Jim …
Individually take 5 minutes and revisit where you want to take your group as a Network Leader. Consider: Inputs Outputs How will you measure outcomes?
Group debrief 5‐10 minutes
2014
www.DiversityBestPractices.com
Purpose
To develop a plan that connects your objectives as a Network Leader to measurable outcomes, using ‘social’ as an enabling tool
2014
www.DiversityBestPractices.com
Key Takeaways Tools and time within a group environment to
realistically explore what it is you’re trying to achieve through using socially‐enabled tools as a Network Leader
A measurement framework to track and, ultimately, celebrate your work
Metrics in social—a realistic discussion of what translates offline and what’s just nonsense
Facilitated peer‐discussion regarding barriers to behavior change, and some things to think about when planning to enrich for success
2014
www.DiversityBestPractices.com
QUESTIONS?
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