"Uhm...that's my stapler..."

During one of my business networking events, I was offered the challenge to blog on the topic of Leadership.  It seemed like a pretty simple challenge, I mean who wouldn’t want a chance to rant about the list of leaders they’ve encountered.  I know from my own experience it’s not all [...]]]>

"Uhm...that's my stapler..."

During one of my business networking events, I was offered the challenge to blog on the topic of Leadership.  It seemed like a pretty simple challenge, I mean who wouldn’t want a chance to rant about the list of leaders they’ve encountered.  I know from my own experience it’s not all it’s cracked up to be – from either side.

When I’ve asked others what they think of their current leaders (management) I’m met with the “armchair quarterback”.  I’m shocked, amused by the frank observations and brutal opinions.  For sure I’ve been guilty of these myself.   Inept management styles always makes me think of the movie Office Space.  Be sure to hang on to that stapler.

So based on conversations like this I ask myself…why in the world would anyone want to take on a leadership role.  It seems like a pretty lonely and thankless job.  If given the opportunity tomorrow which would you choose?  To lead or to follow?  I’m not so sure that everyone would jump at the chance.  It’s often easier to have an opinion than to actually take on the realities of responsibility.

What you do has far greater impact than what you say.”
-Stephen M. R. Covey

prin·ci·ple [prin-suh-puhl]

Noun:  a guiding sense of the requirements and obligations of right conduct: a person of principle.

I can say that with every impactful leader I’ve had the honor to serve under it was clear that they were People of Principle.  I trusted that they genuinely had my best interests at heart.  These leaders understood the challenges and weight of the responsibility while never forgetting they were working as part of a larger team.  I always sensed that they took their role on as a calling, not just a rung on a ladder.

I’ve striven to practice Principle Centered Leadership ever since I was first introduced to Stephen M. R. Covey’s book of the same name in 2001.  It was on the precipice of my first stint in Leadership.  I realized after reading this simple manual for a person of principle that basic laws of the universe guide us in right paths.  Surely this important role was a way to positively impact the world around me.  With that knowledge, how could I not take this opportunity to “serve”?

“Principles are not invented by us or by society; they are the laws of the universe that pertain to human relationships and human organizations. They are part of the human condition consciousness and conscience. To the degree people recognize and live in harmony with such basic principals as fairness, equity, justice, integrity, honesty and trust, they move toward either survival and stability on the one hand or disintegration and destruction on the other.”
-Principle Centered Leadership – Stephen M.R. Covey

The Gentle Red Path www.stuckincustoms.com

So many times it’s hard to “see the forest for the corporate trees”.  Our Principle Centered Leaders will ensure that by remaining faithful to the basics, walking the walk, we’ll  feel confident the paths we share lead to success.

And if we’re not always blessed to be led by those that are “called’ then we have to remember to foster a principle centered workplace.  Regardless of what obstacles may be laid in our paths…we have a chance to make a difference.

Domino's Disgusting Employee Video

For myself and others who consult with clients daily on the Social Web Evolution this latest Social Media mishap was not a surprise and quite frankly expected. I’m referring, of course, to the Domino’s YouTube Video.

If you haven’t heard about it yet, I’ll be [...]]]>

Wow…Federal Charges for a YouTube Video! ?

Domino's Disgusting Employee Video

For myself and others who consult with clients daily on the Social Web Evolution this latest Social Media mishap was not a surprise and quite frankly expected. I’m referring, of course, to the Domino’s YouTube Video.

If you haven’t heard about it yet, I’ll be surprised, but just in case…I’ve shared the response from Domino’s President U.S.A., Patrick Doyle at the end of this post.

I’m not scooping a story here folks…and I’m not all that interested in waxing philosophical about Web 2.0 and Social Media’s “prosumer” revolution. I’ve taken this moment to ask some questions.

Will this be the one incident in internet history to finally push more traditional corporate enterprises off the dime? Will these organizations now accept that Social Web Policies are not only necessary, they’re coming too little too late to stem the damage to Brand?

What will a felony charge against these two hapless short-sighted employees mean for the Domino’s Employer Brand?

If companies are using YouTube and other Social Web mediums to promote their Product Offering/Brand couldn’t we argue that this sets precedent around acceptance of possible employee “prosumer” behavior?

With the proliferation of new conversation streams introduced every day it’s impossible to control every employee at every company at every minute of the day. It’s fool hearty for companies to presume employees will naturally govern themselves… not make foolish choices…”surely employees know better.”

Air Force Web Posting Response Assesesment

I’d like to say that most employees get it. Most employees are careful with their reputations IRL (In Real Life), and do everything they can to be good stewards of corporate identities…exemplary ambassadors. That commitment carries over to the “on-line” existence…again for most people. But not everyone gets it.

Most professionals are asked as part of Standard Operating Procedures to sign on the dotted line.  They sign these documents demonstrating clear commitments to corporate employers’ expectations.

The expectations clearly spell out what would be considered unacceptable behavior and grounds for  immediate dismissal.   These  are put in front of them so they can  never come back and say…”but I didn’t know!”

In 2008 we saw companies like the ones outlined below implement formal “blogging” policies. These organizations which include our Armed Forces, accepted that Social Media provided uncontrollable outlets supporting Freedom of Speech and self expression. They also recognized that they would need to clearly outline and communicate acceptable, tolerable employee behavior.

SOCIAL WEB POLICIES 2008

• Blog Council – Disclosure Policy
• IBM Social Computing Guidelines
• CISCO Internet Postings Policy
• HP Code of Conduct
• Intel Social Media Guidelines
• US Navy – Web 2.0 Utilizing New Web Tools
• Civil Services Code of Online Participation
• US Air Force Social Media Policy

Domino’s has done a great job in handling the fall-out from the YouTube Video prank. They jumped right into the conversation commenting on blogs as the comments and conversation swelled. But I wonder if there’s a Social Web Policy for Domino’s in place. If there is…then these two were clearly openly in defiance of it.

But if there wasn’t one…would a clear policy have prevented this? Will Domino’s and other companies now accept the importance of one and follow the lead of the companies above?

I challenge those corporations still holding out till their compliance departments give the okay.  I challenge companies to “Just Get It Done.”  Embrace the realities of our Social Web Evolution and put policies  in place “yesterday!”

I don’t think any organization needs any more proof of the importance of this issue than the video below.

Wondering if with all of our educating behaviors, are we remembering to listen to the client? [...]]]>

I have been absolutely running crazy with proposals and presentations. It feels great to be this energized about something again. And while I am seeing some light bulbs go off in the heads of clients, I’m still wondering.

Wondering if with all of our educating behaviors, are we remembering to listen to the client? Are we hearing their pains and identifying their needs.

Last year, Microsoft Digital Advertising Solutions released a video that brilliantly demonstrates how traditional media advertisers weren’t listening to their customers.   It really got me thinking…not sure that much has changed in a year.

Our client’s coin purse is closed SHUT right now.  They’re being very “modest” with their advertising spends.  Now more than ever…we need to be listening.  We need to be sure that we’re bringing real solutions to the table…with real measurable ROI (metrics) attached…not just a lot of noise.

I’d been catching up on my reading and stumbled across Chris Saad’s Blog Paying Attention, posted August 26, 2008 entitled: “Revolution of Me: Chapter 2: Business 2.0 – Continued.” His post really inspired me from an Employer/Employee relationship perspective.

I came away thinking about the choices we make to either exist as an [...]]]>

I’d been catching up on my reading and stumbled across Chris Saad’s Blog Paying Attention, posted August 26, 2008 entitled: “Revolution of Me: Chapter 2: Business 2.0 – Continued.” His post really inspired me from an Employer/Employee relationship perspective.

I came away thinking about the choices we make to either exist as an “employee” of a corporation or to LIVE as Entrepreneurial Partner in an organization.

Choosing to live as an Entrepreneurial Partner is not an easy one.  Not everyone has the stamina and the drive to withstand the challenges that come with it.  You will find that the “employees” resent you and will (even when they won’t always openly admit it) seek to sabotage your efforts.  And it’s at this moment that you’re saying to yourself…”uh-oh she’s slipping on the slope of conspiracy paranoia.”

Uh…don’t worry, I’m not…I’ve just had legitimate experiences, whereby colleagues have openly admitted hidden agendas.  One, has actually stated recently, “you win”, when I didn’t know we were competing for first place.

And honestly the “winning” piece intrigues me.  I’ve never looked at working or work from the “winner” takes it all perspective.  I just LOVE the challenge.  This challenge has often been in identifying where the obstacles lie and how to achieve any given goal “in spite of perceived obstacles.” Usually I find the real obstacles are old thinking and behaviors.

And then Chris Saad, made a rather profound observation that really connected some dots for me, he said:

Are Your Little Piggies Walking Away with The Bank?

“The key, in fact, is to stop considering staff as ‘Human Resources’. They are no longer commodities. The corporation needs to redefine its role from one of an all encompassing entity to a loose affiliation of individual partners who are focused on common goal.

Corporations need to start considering staff as partners and service providers. Staff must provide quality services to the corporation, and the corporation must have clear, reciprocal value propositions for its partners.

Or partners will move on… or worse.”

The declaration of the corporate machine stamping out employees as “commodities” like pork bellies or “coffee” to be traded on an open market…WOW…that’s it!  This speaks to the lack of cooperation and what’s most important collaboration.  When we’re all just a number seeking to “eek” out an existence, we begin to snarl and claw our way just to survive.

Even when the organization I’m affiliated with insists on commoditizing me…I refuse it.  I choose to see myself as more than just a consumable, I see myself as an entrepreneur building my own business within a business.  And this may have a lot to do with the fact that I’ve built my own successful business in the past.  But, I can’t and won’t take the “employee” approach.

Now, I can hear the question you’re asking…”if everyone takes an entrepreneurial approach, and builds “their own” business won’t you have chaos…an everyone out for themselves environment.  I say NO.  Absolutely not!  If each employee becomes a “partner” understanding that as Chris Saad pointed out…their contribution is actually a service provided…not a job…then a very productive and industrious environment is created.  We will naturally see each other as internal clients or customers as opposed to internal competition fighting over the last scrap from the day’s kill.

I believe the “worst” part that Chris was referring to…is that “partners” WILL” move on.  And then all an organization is really left with are the employees.  I actually experienced that first hand, when IBM offered its first round of “packaged retirements” in the late 80s early 90s.  I witnessed the best of the best leave to start their own business while I was a contractor at their Boca Raton, FL Campus.

Partners bring tremendous energy and thought leadership.  They inspire others to change and think differently about the contributions made each day.  I recognize that not everyone is going to have the stamina and vision to live as an Entrepreneurial Partner.  But that is exactly what makes us special…not everyone can do it.  Dare I say, this is really what a leader is, and the employees need leaders who are partners.  Partners who inspire contribution, collaboration and then reward that behavior accordingly.

Bravo Chris…thank you for inspiring me to share!

Those of you who know me…know that I’ve been conversing with many clients who’ve chosen to move their web content onto Content Management Systems (CMS) platforms. I have been researching for months the pros and cons of this trend. And honestly…this isn’t something that’s really new…it’s been around [...]]]>

Here Comes WWW - Ready Or Not!

Those of you who know me…know that I’ve been conversing with many clients who’ve chosen to move their web content onto Content Management Systems (CMS) platforms. I have been researching for months the pros and cons of this trend. And honestly…this isn’t something that’s really new…it’s been around for awhile. Only with blogging and other social media tools, the ideal of constantly updated content (real-time) has infiltrated corporate America.

Corporate America IT’s solution is to hand the controls of website management over to the average HR Generalist.  Because, really since anyone can blog…I mean go to blogger, set up a blog today. You are now a “web producer.” And now you’re saying…”okay Chris…so what…you’re clearly ranting.” “Why should I care?”

Well, if your are one of my clients, the average Corporate Recruiting VP, you should be concerned. You’re about to hear from your Communications department about this great “new” tool. You as the recruiting professional will now be able to manage your content online. You’ll be able to update all those important pieces of information real time. This will surely optimize your site in search rankings, blah…blah…blah.

Now don’t get me wrong…your communications guy, or your webmaster, their right. You can do these things…but what they don’t tell you is …YOU will now have a new part time job…if not another full time job.

Had a meeting with a client today that confirmed this. The client was begging for a proposal. This proposal they must have in 2 days…to take back the management of their careers site content. Why would they want us to do this? They were just sure that having a “super-user” trained by the ATS vendor would surely empower them to build outstanding experiences, that engage candidates and clearly communicate “What’s In It For the Candidate.” They were told this DIY careers site was just the way to see a clear ROI on a huge solution investment.

What they got was a real headache.

When really bright HR professionals take on the job of communicating their “employer brand” most do a great job. But that’s in the one to one conversation usually during the recruiting exercise. We all need a little help now and then to communicate our strengths and shining attributes. I have the hardest time, putting a resume together, even my professional bio…I reach out to really talented people to help me refine my message. My message surrounding the “brand” that is me. And I’m in marketing.

I was a bit worried a couple months back thinking…well if everyone begins to manage their own content…where will I fit in. Is there still a place for me as the web strategist? Will I be able to ensure that the Employer Brand of First Choice can be communicated on the web? Will all my clients see 0 value in what I bring to the partnership?

After today’s call and clear admission by the client…that it’s way more than they have the time and expertise to tackle I’m convinced…there’ll still be a need for strong partnerships. My clients still need trusted advisers when inspiring candidates with the real and authentic “employer brand identity.”

Who's in charge of the strategy?

Companies might hire strong brand specialists internally with a digital background. Employees who can get these CMS solutions really humming. But most of the time…the solution proposed is just “so much noise.”

As the new media takes hold, and the traditional channels or funnels for reaching targeted demographics morph into unrecognizable mediums for communication, the need for “smart” advertising partners increases. And the Web Site whether commerce focused or careers focused is still a medium for communicating brand authenticity.

Be careful when considering taking on Careers Site content management. Their’s a great deal that goes into the experience. Be sure to identify strong partners that will provide a combination of content admin portals and strong brand messaging. Next time I post, we can talk about how important it is to get the Job search experience right…but for now…I think…enough said.