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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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  • María Teresa Farfán 9:00 am on November 27, 2013 Permalink | Reply
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    Collaborative Work vs. Individual Work 

    Estimated Reading Time: 3 minutes

    For a long time individual work has been preferred in companies, the premise being that each person “scratches their own nails”. However, the globalization and beginning of new forms of work conception has also opened the doors to collaborative work, in which the entire team has common objectives and to not pursue individual objectives that impede the sustained growth in an organization.

    Why is this important? 

    Collaborative work allows, of those who implement it, to get the most out of their human resources of which already supports the concepts of each partner and collaborator to join in the search for better options for the company.

    Additionally, collaborative work establishes a trust between members of the group, leaving behind those times when each person “scratched their own nails” and opened way to the joined responsibility about the work done. 

    Another great advantage of collaborative work is that it increases and solidifies social relations and, therefore, presents improved organizational culture within the company, an increase in the self-esteem of workers and better management of internal conflicts.
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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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  • Francisco Eguiza 9:00 am on November 21, 2013 Permalink | Reply
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    4 Recommendations for Teamwork within an Enterprise Social Network 

    Estimated Reading Time: 5 minutes

    One of the main benefits of Enterprise Social Networks is the act of putting in motion collaborative work that comes from teamwork. However, being a relatively new technology and somewhat avant-garde, some companies that adopt this impulse as a project, don’t know the areas of opportunity very well in the teamwork environment. Below you can find 4 recommendations for working in a team within an enterprise social network.

    1. Grouping and Organization: This can definitely be the main mission on the list. If you will work in a team, it is imperative to group together members in areas, departments, projects, and any other topic that can be useful. What must be present is maintaining all members informed, active and conscious of their tasks.

    2. Use clear and short messages: One of the benefits of implementing an enterprise social network as a social ecosystem in the company or business, is the reduction of emails. And it is really a benefit, as arriving to the office and finding a chain of 20 emails with only one sentence answers takes time and minimizes productivity.

    The enterprise social network is useful for communicating, taking advantage of private messaging to ask questions, to clarify points, ask VoBo’s in a micro-blogging post so those involved can see…it is never necessary to draft an extensive email or copy 7 people in the company, when the message can be clear, concise and direct to the person on the team who is really interested.
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  • Raúl González García 9:00 am on November 12, 2013 Permalink | Reply
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    Leadership Development in an Enterprise Social Network 

    Estimated Reading Time: 4 minutes

    As virtual work environments and digital collaboration tools are expanding, new forms of learning, collaborating and leading are appearing in this new type of organization.

    5 critical actions to develop leadership in an Enterprise Social Network

    1. Participate. A social network is, before anything else, an architecture for participation. The leaders of an enterprise social network are those who actively participate, individuals who know how to create participation spaces and they generate more participation.

    2. Share. In a social network, what is not shared does not exist. And, for the most part, individuals who do not share do not exist either.  Leaders in an enterprise social network learn, enjoy, grow and achieve shared influence in a spontaneous manner while opening their talent.

    3. Connect. The power of connection in a social network is one of its main strengths. The leaders in an Enterprise Social Network are nodes in the network because they are accesible, open, flexible, and they enjoy being connected with all the members. For them, being connected with other people is valuable for themselves, beyond operational collaboration and timeliness at any given moment. And being connected to leaders is valuable for others because they provide value in different ways (by the content, by their connection capacity with the rest of the network, etc.)
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  • Manel Alcalde 9:00 am on October 28, 2013 Permalink | Reply
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    Collaborative Environments and Brand Management: All in one 

    Estimated Reading Time: 5 minutes

    Lately, for work issues, I attend some meetings with multinational companies. I am a witness to how the biggest companies attempt to communicate their strategies and sales pitches to their global brand teams looking for opinion uniformity. I think a great job of internal marketing is when in just a few hours, it is intended that all team members from teams in different countries, become aware of what their company has done differently and its products from the competition.  It is also, I believe, an important storytelling task: It is vital that these employees listen, understand, enjoy themselves and share the story that the brand wants to explain about itself in order to clearly move it and get their clients passionate about it.

    However, management of a worldwide brand is a complex issue that is not resolved in occasional hotel meetings. Looking for all to go to one, and at the same time respecting the specifics of each market, the biggest companies know that it is necessary to create synergies and collective work environments that facilitate the design of global strategies to work in one coordinated way. In this sense, the constant exchange of information and experiences are very important, as is to establish the means to be able to carry out common planning processes. Having an accessible business communication system, interactive and agile is basic: it can function as a global knowledge bank and at the same time as a permanent meeting place which ensures that objectives, positioning, strategy, identity, vision, mission, etc. are shared by the company’s employees.

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  • Eduardo Zamora 1:18 am on October 25, 2013 Permalink | Reply
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    Enterprise Social Networks and E-learning: The Combination of Success to Improve Company Performance 

    Estimated reading time: 5 minutes

    Enterprise Social Networks are an essential part of communication and collaboration within any company. But its quantity of benefits are not limited to the two previous matters. Luckily, technology allows us to increasingly extend its radius of action to any individual in an organization, whether it be administrative staff, or to those who  perform their work in the field.

    What would be the benefits that an employee could find within a communication network within their company?

    Training: The growth of knowledge, including skills, will directly affect the results that we look for with each team member, without neglecting the fact that it can enlarge your résumé professionally.

    Recognition: The achievements that an individual attains at work are not always celebrated and this can work against any employer. It is of great importance to establish strategies that insure an accurate evaluation of an employee’s’ activities and generate acknowledgments.

    Incentives or alternate earnings:  Counting with variable schemes that encourage individual workers to overcome the objectives sought at a general level, it converts into a tool that will give you that extra push, allowing to put aside conformity to seek results.

    From the three pillars defined above, we will detail the magical combination that will allow us to align all these efforts in only one channel so as to not divert any action and to harness the energy of a single solution: (More …)

     
  • Oliver Chaudhuri 9:00 am on October 24, 2013 Permalink | Reply
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    “Boss, I need social media for my work”. How Employees Establish New Business Rules 

    Estimated reading time: 4 minutes

    In 2013, the main demand from an employee is no longer “Listen, Boss, I need more money”. But rather, it is converting into

    “Hey Boss, I need more social media for my work. It helps my work be more productive. And if the company doesn’t provide it for me, I will use my own.”

    The trends Bring Your Own Device foment employees to use personal technological resources to develop their tasks more easily and efficiently. Part of the technology that they use naturally in their personal life facilitates their work and helps them increase their productivity. According to a recent study by Microsoft about uses and perceptions of the social enterprise, employees demand management from their companies to incorporate and accelerate corporate access to these tools.

    – Two of every 5 people polled support the use of social tools at work and believe that these tools can significantly improve their productivity.

    – In all of Europe, 12% of those polled consider their still companies underestimate the importance of social tools and continue severely restricting their use.

    More than 37% consider the fact that in their company, sufficient support is not given to staff collaboration.

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  • Hugo Moreno 9:00 am on October 21, 2013 Permalink | Reply
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    The Strategic Route of DirCom 

    Estimated reading time: 4 minutes

    Today in businesses, communication is an indispensable practical strategy to create synergies, align knowledge, comprehension, attitudes and behavior. The societies and organizations are complex human groups organized in networks with multiple connections within and outside of their environments where people’s experiences imply the change of time and space territories.

    Therefore the work of Dircom requires a high level of sofistication technically and with tools that allow planning, operating, measuring and evaluating with the necessary indicators that give certainty and efficiency to their strategies and, above all, to obtain verifiable impacted business results.

    Actually, the successful communication strategy paths must pass by the technologies that facilitate the logistics of the flow of information in social frameworks that do not have borders, coordination, interactions, the following, the quantitative measurement and qualitative processes of individuals and groups in different managerial and operational levels, as well as evaluating the human transactions internally in the organizations.

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  • Jose Luis del Campo Villares 9:00 am on October 17, 2013 Permalink | Reply
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    Enterprise Social Networks as a Tool to Discover Hidden Talent in Organizations 

    Estimated reading time: 5 minutes

    The growth of knowledge is of vital importance for the future of organizations. In this stage, one of the great advantages organizations who work with Enterprise Social Networks have is the opportunity to share content.

    However, Enterprise Social Networks must be designed to facilitate this and not to employ it as a social communication medium between users. I am one who thinks that talent attracts talent. Someone with talent will feel excited to participate in a collaborative environment that is conducive.

    An environment in which perceives that intervention and contribution is valued and is taken into account, where it is seen that those who participate with others brings talent. And verification of who controls and directs this environment is a talented person who can also bring out the best in each contribution for the growth of the group and individual members of the organization.

    An Enterprise Social Network to discover hidden talent in an organization

    The use of Enterprise Social Networks opens the possibility to discover new hidden talent that is in our organization. But, to serve this purpose, an Enterprise Social Network must implement responses to the following ideas:

    1.  It is implemented with the aim of sharing knowledge, and it is explained adequately to members who are going to participate and make sure they understand that it is a medium of growth for individual talent and group talent.

    2. That are managed or controlled by someone with skills, mainly to discover talent that the members possess and that is it hidden and to be able to motivate them to bring to light their talent. Putting someone to control the maximum performance of the company may not be the most appropriate thing to do. Place in command someone who possesses innate skills to find, manage, and maximize hidden talent.

    3. Make it mutual as the contribution of talent. It is as simple as who manages it, and who participates, all of whom must be motivated for it. The person who manages must be overturned in finding hidden talent. And the person who wants to contribute must see the correspondence between their contribution and the ‘award’ received.  Otherwise, more than discovering talent, what it will do is hide talent even more as members flee to participate because they do not report anything and they see it as a bigger workload.

    Enterprise Social Networks are the perfect tool to discover talent in our employees. At  Zyncro, we work to extend this form of collaboration to businesses. If you are convinced and want to implant a enterprise social network in your business, We can help you with this whitepaper to convince your boss. And if you still need more reasons to bet for a collaboration environment in your organization, dowload this other whitepaper where we give you 10 reasons. When you are convinced, try Zyncro for free and squeeze its profits.

    Jose Luis del Campo Villares (@JoseLdelCampo) is a facilitator, trainer and coach. He cares about people and their lives within organizations; for that reason, he is a social media consultant and CEO of Socialmedia Network.


     
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