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  • Ana Asuero 9:00 am on December 18, 2013 Permalink | Reply
    Tags: , Communication 2.0, , , ,   

    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?

  • Gustavo Martínez 9:00 am on November 29, 2013 Permalink | Reply
    Tags: Communication 2.0,   

    The Importance of Having and Distributing Enterprise Video Blogs in your Company 

    Estimated reading time: 4 minutes

    Finding the strengths and tools that generate productivity is one of the main challenges that face many companies. This has taken companies to find their principle source of value in their employees. But, how do you integrate all of the employees in the company, and reach them all in an effective manner? 

    Web 2.0 is the ideal place to spread the integration of work in an organization. It offers a great quantity of tools that allow the generation of faithfulness and an increase in your team’s productivity in real time.

    One way of encouraging them is to promote feedback among all areas of your company. Actually, a platform like Zyncro can help you distribute multimedia content, with the guarantee of generating a community and feedback. Zyncro is an enterprise social network, utilized by companies such as Starbucks, that puts employees in contact with each other and their employer.

    Additionally, it can recognize the individuals who are the most productive in a public way and make announcements so that everyone can see the platform through its alerts and emails. Utilizing the Web 2.0, you can save a lot in infrastructure and training by, for example, recording enterprise video blogs and using them for various generations of employees.

    A video blog is the solution for many problems- eliminating differences in schedules, unifying information, eliminating distance, time, and all of that at a low cost.

    The method is simple and inclusive- you can take all of your documents, classes, processes, presentations and courses, and convert them into interactive enterprise video blogs through which offer constant training, and thus creating channels of information. (More …)

     
  • Sara Jurado 9:00 am on November 22, 2013 Permalink | Reply
    Tags: Communication 2.0,   

    Pros and Cons of using Social Networks Sites at Work 

    Estimated Reading Time: 4 minutes

    Note from the editor: Even today there are companies that are reluctant to the use of social networks sites by workers in their workplace. Sara Jurado explains why her use of these sites is not only counterproductive, but beneficial as well. At Zyncro, we believe that her arguments serve to help the use of social technology apply to the workplace and encourage businesses to take advantage of that social DNA that employees have acquired both at a personal level and in their business environment.  If your employees communicate on social networking sites on a private level, imagine what you can achieve if you implement Enterprise Social Networks in your organization so your employees can communicate the same way with their coworkers?

    Social networking sites are not a fad. They came to stay and, although many consider them to be a waste of time, those who use them wisely only find these sites to work to their advantage.

    1st objection: Job Performance

    If online social networks are a communication tool, where is the fear in letting workers use them as needed? The lack of trust, some say. When the telephone arrived there were companies that were afraid of using them indiscriminately, but who really has a job that would pass the entire day glued to the phone?  I am among those who do not use phones unless there is no choice, because I think we lose a lot of words, and with them time, in a telephone conversation.

    Moved by making the most of his productivity, Luis Suárez, an IBM worker decided in 2008 to work without email and barely used it since then, basing his communication with internal and external social networking sites. In fact, a study from Melbourne University indicates that employees who have access to social networking sites are actually more productive than those workers in companies that prohibit them. 

    2nd Objection: Tarnish the name of the company

    With the objective to preserve the good reputation of the digital brand, some companies apply internal codes of conduct to regulate content published by its employees about the brand on the internet. In this sense it prevents “dirty laundry” from posing a social media crisis for the company, as in the case of the worker who announced that she was quitting her job via a video, which was then answered by another video from the company she was leaving.

    Conclusion

    Blocking access to online networking sites in the workplace will not prevent workers from using them during their work schedule, in fact it can be counterproductive. This fact becomes more relevant if we take into account that Spain is the first country to infiltrate smartphones on a European level, as most employees can browse from work today. Additionally, if we consider that the future of work is connectivity, as  many experts point out, let’s begin to get used to employees having good habits on social media, which will make us all much more competitive. 

     Sara Jurado (@sarajuradoBCN) is psychologist specialized in career counseling and social media for professional development, and currently works as counselor in the professional development team at Barcelona Activa.

     

     
  • Carlos Muñoz García 9:00 am on November 18, 2013 Permalink | Reply
    Tags: , Communication 2.0, ,   

    Gossip in the Enterprise 2.0 

    Estimated reading time: 5 minutes

    We all know that gossip, or ‘watercooler chatter’, exists in companies, despite the efforts conducted by internal communication to erradicate it. Because we also know that this phenomenon of informal communication is a natural part of a company since a company can brew the gossip. 

    There will always be those individuals who instead on focusing 100% of their time in their professional performance, they flood their time with rumors in each corridor of their work centers.

    The same happens in online social networks

    Whether they are professionals or personal email accounts, personal accounts on Facebook or Twitter. Rumors and gossip are practically innate in everyone, and they are not spared when we have the opportunity to hurt the company image or a specific person. Internal Communication is precisely the key department to banish from their ranks those gossip items that are detected generating misinformation, and not only in the physical space, but also in the virtual.   

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  • Raúl González García 9:00 am on November 12, 2013 Permalink | Reply
    Tags: Communication 2.0, , , ,   

    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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  • María Teresa Farfán 9:00 am on November 8, 2013 Permalink | Reply
    Tags: Communication 2.0, , , ,   

    7 Benefits of a Good Job Analysis 

    Estimated Reading Time: 5 minutes

    How many times has it happened when asking: “What are the functions to be performed in this position?” It can seem as if someone has asked a three year old child about quantum physics. This question can be answered by doing an analysis of appropriate jobs that may have corresponding positions in you organization.

    Many times companies- whether they be small, medium, or large- do not give appropriate importance to the analysis of job posts or they lack an adequate system of information. The result of this will be a terrible human resources organization: Positioning employees in roles in which they do not fit the profile, the designation of faulty duties, compensation beyond market standards, etc.

    Advantages of Job Analysis

    1. Better use of resources. Since having, creating and nurturing an adequate system of information, will thus allow those responsible for decision making to be clear of the resources needed to grow.

    2. Fair compensation. Analyze how employees with similar positions are compensated and compare salaries from the rest of the market.

    3. Determine realistic performance levels. When you know and recognize the important activities and differentiate the urgent activities, so also to additionally assess the value of each of the positions objectively.

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  • Rodrigo Escobedo 9:00 am on November 4, 2013 Permalink | Reply
    Tags: , Communication 2.0, , ,   

    Enterprise Social Networking and Coaching: how to make a positive impact on the company integrating both tools 

    Estimated reading time: 5 minutes

    When a business owner or director is coached, he/she lives with the challenge of everything that they have learned permeating with their partners in the organization. People perceive their leader, after finishing a coaching session, will leave the session with renewed energy, with different ideas of the status quo and with motivation to implement immediate changes in the company or department. However, there is no clarity in why business owners or directors are making these decisions and how partners can contribute to the changes given to them.

    An excellent support tool for people to become clear of all the reasons changes are made, are enterprise social networks. Remember that a coaching process focuses on the company becoming more profitable, more efficient and to allow partners to align with the vision of the leaders of the company.

    How does an enterprise social network contribute to the achievement of these objectives?

    First, since it is currently being integrated into the workplace, they are an attractive tool for the generations born in the late eighties. They are also an opportunity for older people to share their knowledge and experience with these new incoming youth.

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  • Denisse Caballero 9:00 am on October 29, 2013 Permalink | Reply
    Tags: , , Communication 2.0, , , ,   

    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 …)

     
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