Updates from December, 2013 Toggle Comment Threads | Keyboard Shortcuts

  • Ana Asuero 9:00 am on December 18, 2013 Permalink | Reply
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    3 Things Your Business Needs In Order To Be Social 

    Note from the editor: A few days ago, Innovación Chile (Innovation Chile) published this article we wrote together about innovations that businesses need in order to be social. Today we share it with you :)

    The Enterprise 2.0 has been a reality for several years now. The concept of Social Business has long ago been left behind as just fashionalbe, and now converted itself into a business reality. But, do you really know what it means to be an enterprise 2.0 and practice social business?

    Some still think that this concept is about having accounts on social channels like Twitter, LinkedIn or Facebook. But it is not. Being a social business or enterprise is much more than being present in social tools. Being a social business involves creating and launching a transformation process of the way work is done and business is completed in organizations, applying new forms of communication from social networks to the business world and taking advantage of opportunities to transform businesses in organizations improving communication, connectivity, collaboration and productivity.

    Being a social business is not only a question of tools. It implies a cultural change and process that changes the organization in all of its layers. An Enterprise 2.0 is a new form of communicating, a new form of managing, a new form of interacting, a new form of necessary cooperation within companies.  An evolution, after all, of the traditional business standards. In fact, there are concrete features that characterize these organizations and the professionals who work in them.

    It is necessary to evolve towards this business model but, how do you get there?

    In my opinion, there are 3 necessary changes any organization needs in order to take a leap and convert itself into a social enterprise.

    1. Your business needs a cultural change and you will only achieve it if the leadership of your organization is the first to be convinced of the need to carry out this change and support it.

    We already mentioned it above. Change is not a matter of tools. On the contrary, the need for people who are convinced of the benefits of moving from closed organizational structures to more horizontal structures where collaboration, dialogue and shared knowledge are some of the fundamental pieces. If we want businesses to be social, CEOs must be the first social members.

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    • Sanjay Abraham 4:12 pm on December 18, 2013 Permalink | Reply

      I couldn’t agree more Ana. Enterprises have to make a cultural shift to get the full benefits of Social transformation. This could happen when there is proper executive sponsorship and all rungs of the organisation participate in Social. Better engagement, collaboration and sharing in the employee, partner and customer communities could mean great value for enterprises.

    • Frank Latendresse 5:08 pm on January 8, 2014 Permalink | Reply

      I’m not there yet with the idea that social has to start at the top. I actually think it radiates to the top. Like many behavioral or cultural changes, we start with a few people making some type of behavior (process) change; these behaviors eventually reach network hubs who spread the behavior exponentially. The leadership, CEO specifically, does not need to be the catalyst of the change. I agree that once leadership sees it, they should recognize the benefits, join, guide, and support it.

      So, here is a spin on 2. I believe the technologies needed to be social are already available. My position is that social tools already are talent-centric, but what is needed is a focus on the process that runs the business. I believe companies need to focus social efforts around letting people understand how they impact the business, how they impact other people and processes up and downstream, and ultimately how they impact the customer. As more people identify and describe their roles and connect them to the other people and processes across the organization, that is how we improve transparency.

      • Ana Asuero 9:54 am on January 9, 2014 Permalink | Reply

        Hi Frank! Thanks for sharing your ideas. As you said, it’s not that the CEO has to be the first one adopting social behaviors, but it’s essential that they recognize their benefits to boost it use among employees. If their bosses don’t use an Enterprise Social Network to communicate, why are employees going to do so?

  • Zyncro Blog 9:00 am on December 17, 2013 Permalink | Reply
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    3 Content Curation Tools Every Online Marketer Must Be Aware Of 

    Estimated Reading Time: 4 minutes

    Editor’s note: This article that we’re sharing today is an english adaptation of this post by Edna Campos published in our Spanish blog made by Zyncro.

    In a previous article about content curation, we talked about the Achilles heel of the contemporary marketer: finding the appropriate content and quality to supply it to our audience through suitable channels.

    Finding, collecting and organizing existing content on the web for our content marketing strategies– It sounds easy, however, there is a lot of information, not all of it is of good quality and additionally, this process can take us a lot of time if we don’t have the proper tools.

    Utilize the Correct Tools

    Here I list three tools that will be highly useful in the content curation process:

    1. Listly: Tools with which members create or recover lists around any topic, working to add items to the list and/or vote for existing items. You can: 1. Create original lists to use on your blog,  2. recover lists of useful content from other blogs, and 3. listen, that is, receive feedback. Listly supports its tools on the basis that “social interaction creates living content” and modern digital marketers wait to interact with the information they consume.

    (More …)

  • Francisco Eguiza 9:00 am on December 12, 2013 Permalink | Reply
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    5 Mandatory Books Every Director, Manager and CEO Must Read 

    Estimated reading time: 5 minutes

    No one person knows everything! Not even a manager, director or CEO of a big company. Are you a director, CEO or leader of an organization? The following titles are must read books for your body of information.

    Getting to YES: Negotiating Agreement Without Giving In – by Roger Fisher and William L. Ury

    Roger Fisher (pseudonym), former director of the negotiation and innovation project at Harvard, specializes in conflict management and negotiation. In his book “Getting To Yes”, he demonstrates the structure of interpersonal negotiation, by underlying a reference to the labor and teamwork delegation.

    This book gives us improved practices to address problems, interests and conflicts, exhibits the power of mutual agreement, business collaboration and the unspoken power of objective thought.

    Survival is Not Enough – by Seth Godin

    Seth Godin is the guru of marketing. In this book he transforms the Darwinian theory of specie evolution in a metaphor arguing how companies need to constantly change in order to adapt to a unstable economic environment. Godin’s original approach, arguing real cases, make this book an imperative read for any great business person.

    Godin’s convincing proposal offers each reader a reflective element about the importance of adaptation to changing realities and technological forces that move today’s businesses, especially culture 2.0.

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  • Paulina Olivares 9:00 am on December 9, 2013 Permalink | Reply

    Communicating is Sharing in an Enterprise Social Network 

    Estimated Reading Time: 4 minutes

    In communication processes, the word “share” is important for each of us as we learn from the things we read and hear. Today the act of sharing has returned focusing in digital communication, especially in social networks. When we talk about enterprise communication, the action of sharing directly influences the objective of the company’s internal communication strategy.

    In an Enterprise Social Network… Participate! 

    One of the key points for your enterprise social network to be successful through time is:  Emphasize to each of your employees about the importance of distributing, participating, and offering their knowledge…share with them these tips:

    1. Your contributions are important, share them:  
    If you have an idea that you consider you can make a project in progress or open a door, release it without hesitation, think of what you can give the project and not in who can do the project for you if you don’t take care of it.

    2.Your security spreads: 
    Did you already provide the project with this great idea? Surely now many of your co-workers will see that they can also share their ideas and points of view freely in this social network whose objective is to share.

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  • Jose Miguel Bolívar 9:00 am on December 5, 2013 Permalink | Reply
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    10 Indispensable Professional Qualities in the 21st Century 

    Note from the Editor:  Today we share with you this adaptation of the article José Miguel Bolívar published in his blog where he reflects about some indispensable qualities for professionals in the 21st century.

    What qualities define a well equipped person  to successfully meet challenges in the 21st century? There are probably many more, but to me, these 10 points come to mind:

    1. Adaptability: The key to survival is not intelligence nor might. Rather, the capability to adapt. Case in point, having developed the habit of keeping your mind’s cartography, in order to adapt to the world and the circumstances around you, you first need to know where you are.  Many people who do not change do not do it because they are not even conscious that their world has changed.

    2. Tolerance for risk and uncertainty: If there is something we know about the future it is that it will be distinct from what we know and probably distinct in the way we imagine it. The capacity to take on risks in a customary way, know how to cope with failure in a positive way and change the way in which we make decisions, are all essential elements.

    3. Orientation to projects: The ability to work towards concrete results, enclosed in time, combining various activities for one or multiple clients will become increasingly common.

    4. Mobility: The capacity to work in any place widens your possibilities when the time comes to integrate on diverse networks and work on multiple projects. This is one of the main characteristics that defines a knowmad.

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  • Josep Baijet 9:00 am on December 4, 2013 Permalink | Reply
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    Training in Business Using Enterprise Social Networks 

    Estimated reading time: 5 minutes

    Businesses need to innovate in training systems they use with their employees in order to make training more attractive and effective. I already spoke about the different factors to take into account when trying new ways of training employees in an organization. Today, I will speak about how to innovate while training employees through Enterprise Social Networks.

    There are already busy and crowded virtual societies that communicate through open online social networks such as Facebook, Twitter, and LinkedIn. Gradually companies see that it is also very useful for this kind of community created in organizations, are opening and using enterprise social networks that establish mechanisms for ongoing training and socialization between components. 

    The combination of  e-learning with Enterprise Social Networks exhibit one of the most innovative and powerful tools to train people.  At Zyncro we have done learning studies where we see how people, during training activities, continue the activity outside class hours and exchange data, opinions, multimedia content, work, etc., and incorporate the training in their professional daily life and vice versa.

    This makes the training form an integral part of their activity and that content is upgraded on time and with micro information that allows people to have them each day. We often see how to formulate a question in the training group, and another student gives a source of information or a response faster than the tutor himself;  or how a group decides to advance in a certain topic that was not a part of the initial content of the course but everyone agrees that it can be more useful than other parts of the course that was planned at the fast obsolescence of some content. And this can only be done with tools that allow this agility of action. 

    The creation of groups is one of the most powerful features of these tools that allow easy creation of learning groups and the exchange of information at different levels, transverse, verticals and multidisciplinary that give the student the possibility to obtain from each person the most useful and relevant information.

    Another advantage of these types of tools is getting that content to stay in the organization. 

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  • Oliver Chaudhuri 9:00 am on December 2, 2013 Permalink | Reply
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    Survival of the Smartest: new business models, new demands in communication 

    Estimated Reading Time: 5 minutes

    In the coming years, practically all industries will be asking the following question: What things can we optimize with solutions and digital processes? Who will be the winners in this race and who will lose? Or even, who will be devoured by it? The consulting firm KPMG recently published a study that precisely speaks of this: “Survival of the Smartest“.

    Five key messages from this study

    1. Traditional business models are under enormous pressure. Around 1/3 of the companies surveyed (34%) wait for their business model to change from now to the year 2020. Above all, business models of companies in the telecommunications sector, communication mediums and energy.  Companies that want to survive must break with traditional models and clean out their portfolio.

    2. Dialogue between distinct industrial sectors is necessary. The survivors will be those companies who think “outside of the box” and who know to take advantage of the growth opportunities in new industries. The study demonstrates that the banks and insurance companies, energy, trade and the telecommunications industry are the most competitive sectors.  Against this, sectors such as the automobile industry are not perceived as pointers.

    3. Investment is needed for a new culture of innovation. In an environment of innovation, necessary investment is high. Activate technology, life cycles of products that are shorter and the changing needs of customers. This especially concerns the telecommunications industry, the electronics sector and the automotive industry, and requires a lengthy optimization period in all processes.
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  • Josep Baijet 9:00 am on November 26, 2013 Permalink | Reply
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    6 Factors to Consider in order to Innovate Methodologies in Training for Businesses 

    Estimated reading time: 5 minutes

    Training employees is key to achieving objectives and the innovation necessary to adapt methods to the conditions. To decide how to train our employees today we must take into account diverse circumstances that occur and determine action.

    1. The constant change

    Content changes at great speed and expires rapidly. It is difficult to establish programs and educational objectives when at the same time they are being fulfilled, they are also being changed. 

    2. Innovative Trends

    The businesses that are achieving important changes in employee training use combined processes: classic methods (classroom training or from a distance) and innovative methods (social learning).

    3. Empower the organization thus train the employees

    Work relationships of small duration make it necessary to keep knowledge within the organization. Talent management happens in order for the organization to be the one with the talent and that the people can be the ones to obtain it through informational systems and through the transfer of people. This implies that knowledge is not lost when one person leaves, rather it is kept within the company.

    Let your employees know that having knowledge and training must be a consequence of your organization having it and vice versa.

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  • Denisse Caballero 9:00 am on November 19, 2013 Permalink | Reply  

    Basic Tips to Create Your Internal Branding Program 

    Estimated Reading Time: 5 minutes

    We all know that it is a mark, and much has been said about how to position it and what steps to take to create engagement with the consumer. But, what do you do to make a brand stay in the mind and life of its workers? Let’s begin by explaining what Internal Branding is. 

    An Internal Branding program is a group of skills that create a change in the organizational culture of the company. It is a constant force that reflects the best values of your company in your workers. This process consists of basic phases: First you must identify who needs to know the brand (speaking of a hierarchical scale), then define what the channel will be to transmit your message. The third step should involve staff in the program. And finally, secure the values you want to transmit so that they can be durable.

    However, it must be taken into account that each worker will interpret your internal branding program according to their own experiences. Therefore you should give special attention to guide communication in a very planned manner so that everyone equally understands the essence of your message. This communication must generate a continuous interaction with your collaborators in a way that your values “click” with those in your company.

    Here I present some tips to promote your business successfully among your collaborators:

    •  Begin by having a mission and clear objectives to plan and broadcast all the time
    •  Define objectives and clear roles for each worker in your company and constantly evaluate them (More …)
  • Rafael Garcia-Parrado 9:00 am on November 11, 2013 Permalink | Reply
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    Collaboration Must Guide Companies 

    Estimated Reading Time: 4 minutes

    In today’s business concept, there is one very clear thing and that is what worked yesterday does not serve today. Especially when we are in a volatile market where there is a compelling need for rapid reconfiguration.

    The time for change has arrived. Therefore, the division of labor must be relegated to the dark side. It is true that specialization is necessary. But the urgent need for collaboration exists so that the addition of individuality triumphs.

    It is not just a question of collective productivity, but also the fact that employees are conscientious of what they are doing and for what purpose their work serves. Ensuring that all members of the company know their act of faith, so that all of their actions are aimed at getting the best possible results, leaving autonomy in their attainment in order to elevate their motivation. Terms such as collective intelligence take a key role in counteracting the uncertainty that may surround decision making.

    Enterprise Social Networks can be the ideal excuse to promote communication and in turn collective learning to constantly improve, endowing a social dimension to it.

    But these new organizational units encountered in knowledge-based companies are still vital in some cases to facilitate production, playing a key role in parallel processing where the same formal organizations emerge and grow a collaborative community that transforms previous organizational culture .

    Hence, the collaboration formula with more formal structure must last in order to guarantee the productive continuity, as well as the organizational order. Using historical learning in actions executed so that the entire organization learns and finally commencement to new ways of performing tasks can begin.

    The resulting equation is: Formal Structure + Collaborative Community = Facilitate decision-making

    This is to allow and guarantee flexibility in work teams.  To be able to establish quantitative indicators, measurable objectives where valuing the organization of the production unit. Achieving the new business model, the agile business of the 21st century.

    Rafael García (@rafagparrado) works as a consultant at Índize and has his own blog, which at Zyncro we highly recommend: La Factoría Humana.

    Do you want to transform your business and open it to collaboration? You need an enterprise communication tool that can help you with this tool. Download Zyncro’s whitepaper where we explain 10 reasons why your organization needs an Enterprise Social Network. And if you are already convinced, you can begin to try Zyncro for free.


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