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  • Rodrigo Escobedo 9:00 am on June 17, 2014 Permalink | Reply
    Tags: , collaboration, , , , , , , , ,   

    4 principles to achieve motivated teams 

    Estimated reading time: 6 minutes

    4 principles to achieve motivated teams When you start working in a coaching process, you use different tools that help boost the team’s alignment with the new work philosophy and the culture that the employer or manager wants for their company. Specifying a vision, mission, cultural values or points, job descriptions and their respective KPI’s, procedure manuals and other tools are really helpful in meeting this challenge.

    However, the current team commonly finds the process exhausting. Taking the team out of its comfort zone is too much for some members who, given the changes, decide to jump ship. In the case of employees who decide to stay, it is important that employers or managers recognise that members are going the extra mile and seek out additional reinforcements to keep their team motivated and achieve greater commitment to the company.

    When thinking about incentives for our employees, the first thing that comes to mind is… money! Although money is attractive for some people, there are 4 principles which we should focus on to achieve greater engagement, generate more trust and increase motivation in the current team:

    Power

    Power means that your employees have the authority to take decisions that are important to their performance and to the quality of their working lives. In companies people are usually given responsibility without authority. This limits the individual’s decision making and ultimately generates frustration. Empowering your employees means that they can decide and then receive feedback. Let them take responsibility and have complete authority over their decisions and their outcomes.

    Information

    This means data, statistics, KPIs, revenues, profitability, customer reactions, etc. Just as many Mexicans are demanding access to information from our government, your team must also have access to your business information. This information must be accurate, current and understandable for employees.

    The more transparent the leader of the company is about its information, the greater the possibility that employees will effectively contribute to achieving strategic business goals. Thus the employee will be able to link the company’s progress towards its various goals to his or her personal contribution to each of these goals.

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  • María Teresa Farfán 9:00 am on June 10, 2014 Permalink | Reply
    Tags: collaboration, , , , , , , ,   

    7 types of workers in the company 

    Estimated reading time: 5 minutes

    7 types of workers in the companyKnowing how our colleagues work enables us, as a company, to shepherd them towards attaining their objectives and to make full use of their contributions.

    It is important to ascertain which team members may have specific aptitudes for certain jobs, such as concentration, the ability to work for hours on end, to interact with others, etc. This allows each leader to know his or her team and to distribute the work as efficiently as possible.

    As a leader, have you ever asked yourself what your team’s skills are? In a recent e-book, PGI classified the most common types of remote employees: How do they behave? How do they perceive their work?

    This e-book recognises 7 different types of remote employees, which I list below. How can each one capitalise on the advantages of an Enterprise Social Network? 

    1. The 24/7 Worker:

    We all know someone who answers emails at whatever time of day. This worker is a highly-dedicated stress junkie, so he exploits the advantages of an internal social network more effectively, since it will allow him to communicate with his colleagues at any time.

    2. The Multitasker:

    He’s the one who always has more than one tab open on his browser, at the same time as he’s sharing information via his smartphone and checking tasks pending on his tablet. This type of worker has to be constantly on the go, so the benefits of a multi-platform enterprise social network will help him to attain his work goals and to focus on his setting.

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  • Oscar Berg 11:34 am on January 27, 2014 Permalink | Reply
    Tags: collaboration, , , , ,   

    The State and Future of Enterprise Collaboration 

    Editor’s note: Oscar Berg (@oscarberg) has let us republish this article from his blog where he talks about how can we use new tools to change the way we work?

    The “flying machine” consisting of 45 helium-filled weather balloons that was used by Lawrence Richard Walters, an American truck driver, when he took flight on July 2 1982, reaching an altitude of over 15,000 feet.

    More than a year ago, in an article for CMS Wire, I wrote that corporations are starting to ask themselves the following questions:

     ”Now that we all have the tools, what shall we do with them? How can we use them to change the way we work? And even if we see the use cases and want to change our ways of working, how do our work environments encourage and enable us to do this?“

    I think this pretty much sums up where a lot of corporations are today; they have implemented new communication and collaboration tools, but they still have a lot of work to do ahead to figure out how to use them to develop better ways of working, as well as how to create good conditions for information workers that supports the change process.

    Without a doubt, the importance and availability of social, mobile and cloud technologies will continue to increase. What will change is the focus; corporations will be shifting their focus from implementing tools to how they can make productive use of the tools and make change happen inside their organizations.

    As we are soon moving into 2014, it can be a good idea to take a look at some recent research related to Enterprise Collaboration. Below, I have put together links to some of the research studies I have come across recently, highlighting some findings from each piece of research that I found interesting. I hope you will as well. (More …)

     
  • Raúl González García 10:36 am on January 16, 2014 Permalink | Reply
    Tags: collaboration, , company social network, , , , ,   

    Change Management for Implementing an Enterprise Social Network in Your Organization 

    Estimated Reading Time: 8 minutes

    Photo Change Management for Implementing an Enterprise Social Network in Your Organization

    Implementing a collaboration and communication tool as useful as an Enterprise Social Network entails a certain change of mentality and organizational culture. And all change must be managed in order to display all of its transformation potential. 

    Managing change consists of utilizing a method of maps, indicating the path to the desired goal. One of the most simple and easy methods based in the principles of Change Leadership developed by John Kotter, consultant and professor at the Harvard Business School.

    This author investigated change processes in a multitude of organizations of all sizes, and he identified the phases, challenges, the most common errors and main factors of success in organizational change processes. 

    Kotter presented a very practical model of change, that consists of eight steps every organization should cover in order to manage any change in an effective manner. 

    1. Create a sense of urgency.

    This consists of making the people involved to see that change is necessary, important and positive. What will happen with our organization in the near future, if we do not implement an Enterprise Social Network now, in an era in which there is a progressive and rapid digitization of all sectors? Don’t just give a mere rational explication, because people don’t change with rational arguments. Rather, make them see and feel the need of change. In order to be effective, the message should include a 20% sense of negativity (the consequences of not changing, such as losing competitiveness as an organization, or becoming obsolete as professionals). And an 80% sense of positivity (important consequences and the positives of change, including more effective communication, or development posed to the people involved to acquire digital skills, etc.). (More …)

     
  • Francisco Eguiza 9:00 am on December 12, 2013 Permalink | Reply
    Tags: collaboration, , , , , , ,   

    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.

    (More …)

     
  • Francisco Eguiza 9:00 am on November 21, 2013 Permalink | Reply
    Tags: collaboration, , , ,   

    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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  • Rafael Garcia-Parrado 9:00 am on November 11, 2013 Permalink | Reply
    Tags: collaboration, , ,   

    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.

     

     
  • Denisse Caballero 9:00 am on October 29, 2013 Permalink | Reply
    Tags: collaboration, , , , , ,   

    Enterprise Social Networks Facing the year 2014 

    Estimated reading time: 4 minutes

    We begin with facts. According to McKinsey, through the use of enterprise networks, employee productivity will increase by 25%, since presently they dedicate 28% of their time reading, writing and responding to emails, which is equivalent to about 13 hours a week.  Other activities in which company members invest more of their time are searching for information, communication, and internal collaboration.

    It is expected that by 2014, Enterprise Social Networks will be present in 20% of companies and they will sustain a rapid growth during the next years, whereby I will present some measurable benefits that they can bring to businesses:

    1. Higher productivity, collaboration and engagement (it is easy and fast to share photos, videos, files and much more without heavy problems)
    2. Focus on human talent (clients and employees)
    3. Cost reduction
    4. Internal communication improvement (put a face to email)
    5. Shared document creation
    6. Facilitate decision making
    7. Increase in teamwork and corporate culture improvement

    Frequently we find on the web great quantities of social networks that are used by companies to keep its employees abreast of important information, organizing meetings, sharing editable documents and even conversing. However, the use of such networks or even email as an organizational communication medium represents various disadvantages at the company level that throughout the company do not work, nor are effective. What will happen in 2014? Companies will probably wager to privacy.   (More …)

     
  • Manel Alcalde 9:00 am on October 28, 2013 Permalink | Reply
    Tags: collaboration, , , , ,   

    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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  • Rodrigo Escobedo 9:00 am on October 18, 2013 Permalink | Reply
    Tags: , collaboration, , , , ,   

    4 Principles to Achieve a Highly Motivated Team 

    Estimated Reading Time: 8 minutes

    When thinking about incentives for our employees, the first thing that comes to mind is money! Although for some people money is very attractive. But money is not necessarily the most important motivator. There are four principles on which we should focus to achieve greater engagement, generate more trust and increase the motivation of the current team: Power, Information, knowledge and Rewards.

    1. Power: Power means employees have the authority to make important decisions for their performance and professionally  improve their quality of life. This implies that they decide and then get feedback. Or they accept responsibility or total authority of their decisions and its results.  It has a lot to do with the 5th key for a Winning Team to“encourage risk taking” in order to offer our employees the opportunity to make decisions on their own account. In this way, reward them if they give good results or feedback. Additionally, they can learn from their mistake if they did not obtain the planned result.

    (More …)

     
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