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  • Francisco Eguiza 9:00 am on September 17, 2014 Permalink | Reply
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    SoMoClo, your company and its entire ecosystem always connected 

    Estimated reading time: 4 minutes SoMoClo, your company and its entire ecosystem always connected A couple of years ago, people were already talking about SoMoClo as a potent, exuberant and explosive trend, above all in the fields of digital marketing and innovation, allowing companies to reach a greater audience with a more precisely-defined target and even better results (i.e. using geolocation services to send catalogues, discounts, payment methods and calls to action to smartphones). However, in this article I’m NOT going to talk about SoMoClo in terms of marketing. I want to dedicate this space to looking at how this trend can be used to help your company or business, to help your organization. So…

    What is SoMoClo?

    Let’s start with the following premise — nowadays EVERYTHING is Social, EVERYTHING is Mobile and (almost) EVERYTHING is on the Cloud. SoMoClo is an acronym for Social Mobile Cloud. Given that the previous premise holds true (and I’m not the only one who says so), why not align your company with Social, Mobile and Cloud principles?

    In the strictly business sphere, the objective of SoMoClo can be summed up in a single phrase: “Your company and its entire ecosystem: available anytime, anywhere.”

    Imagine the impact on your company or organization by having all the relevant information available, NOT just on your team’s PCs, but in a secure, private repository where all you need is an internet connection to start working. Response times are reduced, information is expanded, feedback becomes a positive tool (that, after all, is why we talk about Social) and work teams are fully capable of acting and reacting via the Cloud. (More …)

     
  • Oscar Berg 11:34 am on January 27, 2014 Permalink | Reply
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    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 …)

     
  • Marta Carrió 9:00 am on January 24, 2014 Permalink | Reply
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    The Social and Empathetic CEO 

    Note from the editor: A few months ago on this blog we reflected on why it’s important in businesses for the CEO to be the first in adopting a social attitude, in order to be followed by the rest of the team. Today we bring you this article that Marta published before in her blog to study in depth this idea.

    A few days ago I introduced standing trends for this 2014 year.  One of the most important is going to be the socialization of CEOs, understood as direct intervention in social networks, contributing ideas, projects and concepts, giving opinions about relevant topics for business, the sector and/or of general interest, thus answering their audiences’ comments.   

    This made me reflect on the the importance of empathetic listening so that this socialization positively reverberates on the CEO’s reputation and his/her organization. As well as the effectiveness of his/her leadership and the message he/she wants to broadcast.

    As I point out in my book, both within and outside of social networks, CEOs have to begin to really worry about what other people say, what opinions they have and what they are interested in and worried about. In this sense, empathetic listening requires comprehension of the situation and the perspectives of the people involved in a conversation. 

    Empathetic listening is related to acting in a certain way. In the first place, being capable to recognize all of the verbal and non-verbal signals of people who participate in a conversation. It implies paying attention to what others are not directly saying, thus understanding and recognizing their feelings.

    In a “social” context, given that many of these signals are lost since it is impossible to receive information through all senses, knowing how to process information will be a fundamental element. To process means understanding the meaning of messages and keeping track of the different points of a conversation. (More …)

     
  • Gustavo Martínez 9:00 am on January 21, 2014 Permalink | Reply
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    Keys to Success in Video Blogging for Your Company 

    Estimated reading time: 5 minutes

    In previous occasions, in this same space, I spoke about the advantages and usefulness of having an internal video blog for your company and specifically for your product. Including a video blog on your website, additionally getting you closer to your target audience, will generate more traffic that will later generate more sales for your business.

    A video blog is one of the most direct forms of communication on the internet. It allows your public to feel closer to you and makes the experience more dynamic for the visitor on your website, so it is recommended that you take into account five important points if you want to succeed with this tool.

    1. Avoid monotony

    Video blogs, even though their production involves processes similar to television production, are very different in the background and form.  Managing a friendly, clear and understandable language will capture the attention of your audience. Do not improvise. Give yourself the time to prepare the content of your capsule. Research done beforehand about the subject and a script can help you out a lot. (More …)

     
  • Rafael Garcia-Parrado 9:00 am on January 3, 2014 Permalink | Reply
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    Moving Toward Organizational Transparency 

    Estimated Reading Time: 5 minutes

    More and more people are embarking on designing and structuring an open organization, as marked by today’s standards in the strategic direction of the company. The market is more demanding and the uncertainty that surrounds it has teetered its stability, so that organizations are forced to be much more flexible in its operation to meet the challenges they face.

    A great quantity of companies continue with an obsolete organizational model based on rigid systems centered in the improvement of processes in terms of immediate and short term profitability, making it impossible to leave the road set by the hierarchical superior.

    The competition entails searching for new ideas that allow innovation in organizations, thus these business structures must be permeable to external influences, allowing them to grasp knowledge.

    This search for knowledge must not be subordinate to a simple technological surveillance system. Rather the workers themselves must be connected to allow the free circulation of ideas, with the possibility of sharing and generating knowledge validated within the organization. Thus the benefits of internalization would apply to any project or task.

    The organizational challenge is to get internal talent connected and to align them with the company’s strategy. But no one said this would be easy, thus the company’s culture must be aligned with the business model, being the key human resources function to ensure that employer and employee move in the same direction. 

    (More …)

     
  • 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.

    (More …)

     
    • 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?

  • 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.

    (More …)

     
  • 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. 

    (More …)

     
  • Oliver Chaudhuri 9:00 am on December 2, 2013 Permalink | Reply
    Tags: , trends   

    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.
    (More …)

     
  • 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.

    (More …)

     
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