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Engaging Your People to Grow the Business not by Preventing Bad but by Extending Good (Strengths). Our work as leaders: managing compliance or building a positive (strengths) culture
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Jeremy Scrivens: Appreciative Inquiry
How to take advantage of social media to innovate & grow your business without the risks
#SMshift @jeremyscrivens
Engaging Your People to Grow the Business not by Preventing Bad but by Extending Good (Strengths)
Our work as leaders: managing compliance or building a positive (strengths) culture?
We cant go on together with suspicious minds…
The Contributors
Passionate
Feel they belong
Give more than they get
Self managed
Collaborate
Embrace change
Inquire & create
Work to who they are
The Compliant
Luke warm to cool
Don’t feel they belong
Give when prompted
Supervised
Hold back
Resistant to change
Compliant
Work to a job role
The Subversives
Cold to freezing
Try to stop others belonging
Take at every opportunity
Guarded
Fight
Sabotage change
Dismissive
Work when they have to
Employee engagement – crisis or opportunity?
Gallup Global 2013 Engagement Report
• Employees who feel engaged at work and who can use their strengths in their jobs are more profitable, stay longer, have happier customers and produce higher quality work
• People who use their strengths every day are six times more likely to be engaged on the job
• Strengths are a powerful, untapped resource
Gallup 2013 Global Report
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Four Dimensions Of Employee Engagement
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Dov Seidman in Forbes Magazine writes
• ‘Most companies today are committing a fundamental mistake: they are “doing” compliance –the U.S. spent $29.8 billion on compliance activities in 2010 but are not “getting” more compliance.
Seldman suggests we shift from compliance to culture
• Focusing on actions that will build and maintain a values-based system of “governance, culture and leadership” will mean less compliance activity, less cost, and more compliance as a result of real, tangible and sustainable behavior change.’
http://www.forbes.com/sites/dovseidman/2012/05/04/why-ceos-shouldnt-do-compliance/
Most companies are ‘doing’ compliance & getting less compliance
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The Millenials are the most naturally wired generation in history for collaborative contribution
but how do we prepare and make the most out of Generation Collaboration?
Millenials / Generation Collaboration
What motivates us to post on Google+?
‘I wrote an article on MediaTapper where I analyze the intangible rewards of people posting in G+. This based on the Autonomy, Mastery and Purpose motivational principles as described by Daniel Pink.’
https://plus.google.com/115970504272079730559/posts/7z6KvkBv4uL
Miguel Rodriguez
Works at AzioZurich Switzerland
11,919 have him incircles
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Source: http://emilytgang.files.wordpress.com/2012/12/freetime-001.jpg
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Clay Shirky
Consume Make Share Collaborative Production
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• People support what they create
o Do we engage our people to collaborate with us to design our social media strategy & behaviours?
• People act responsibility when they care
o Do we ask our people what topics they want to talk about in shaping our social media practice?
Principles for engaging contribution – Meg Wheatley
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• Conversation is the way human beings have always thought
o Gen Z most wired generation in history for conversation & collaboration
• We focus on what works and it releases our creative energy
o When we focus on what’s wrong people get depressed and disengage. The right question is: ‘what’s possible here and who cares?’
o Trusting relationships are the glue to take the journey in community
o Collaboration doesn’t just happen. It is important to develop authentic relationships which create a culture and experience of trust & authenticity
Principles for engaging contribution – Meg Wheatley
“The task of leadership is to create an alignment of strengths, making our weaknesses irrelevant.”
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Peter Drucker “The Next Society” Interview by David Cooperrider
It’s often been said that strengths perform, but how about the idea that strengths do more than perform, they transform?
What would it mean to create an entire change theory around strengths?
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David Cooperrider
Positive Topics Group Work
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Micro Management Macro Management
Appreciative Inquiry Summits
Select a Positive Topic
Engage the whole system
Identify strengths
Ask – what is possible?
Concentrate & extend strengths
TECHNICAL FIX INNOVATION
Problem Solving
Define the problem
Break down and isolate
Analyse what isn’t working (gaps)
Go to the solutions manual
Fix weaknesses and close gaps
Two Very Different Approaches to Change
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The AI Summit – The most powerful large group process in the world today
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Engaging Collaborative Contribution Mushroom Farm
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Most kids hate mushrooms but we are producing coloured mushroom growing kits. We are into the schools with these kits and the kids have gone crazy about them; the kids are growing different coloured mushrooms
We are partnering with celebrity chefs, who share our vision for reducing obesity in our kids. The chefs have created these amazing recipes for kid’s meals which use our coloured mushrooms. The kids are cooking their own meals using these recipes and our mushrooms
But what is really exciting is that 20% of the kids in Australia are now eating mushrooms and we have created dedicated customers for life; these customers are really our partners.
We are using social media to create and experience a growing Mushroom Community online; we have 50,000 kids in our community. They are co-creating new mushroom kit designs with us and new recipes. We have a mobile app which is being use to share great stories every day. The kids are active with us on this community, sharing their stories about their experiences with mushrooms and inviting others to join our community.
These kids are buying mushroom kits and their parents are ordering mushrooms directly from us online. This allows us to go directly to the end customer; by passing the supermarket chains. We are in charge of our own destiny.
Mushroom Farm – Future Story
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When we are shaping our social media strategy & practice, which group is front of mind?
Are we looking to
• Stop the subversives (e.g. cyber – bullying)?
• Enforce compliance?
• Release contribution?
Our organisation problem is? Vs Positive topic to engage collaboration is?
Reflective Questions
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Collaborative production is simple: no one person can take credit for what gets created, and the project could not come into being without the participation of many
― Clay Shirky,
Here Comes Everybody: The Power of Organizing Without Organizations
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Website: http://www.theemotionaleconomyatwork.com/
Twitter: https://twitter.com/JeremyScrivens
Linked In: http://www.linkedin.com/pub/jeremy-scrivens/19/12a/201
Jeremy Scrivens
KINSHIP“A leader is like a shepherd who stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along they are being directed from behind.” – Nelson Mandela, Long Walk to Freedom
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We help businesses use social technologies to grow, enabled by the purpose passion and
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The community took things in their own hands and self organised. This was also critical due their government inefficiency and behavior.
Support for Haiyan / Yolanda victims
Donations and efforts were coordinated in a facebook group. Your modest one will feed the whole community for 4 days.
Support for Haiyan / Yolanda victims
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