SocialMediaRevolution

Part IV: Change Management

 
 

“Whenever you start—give it your best.  The opportunities are there to be anything you want to be.  But wanting to be someone isn’t enough; dreaming about it isn’t enough; thinking about it isn’t enough.  You’ve got to study for it, work for it, fight for it with all your heart and soul, because nobody is going to hand it to you.” –General Colin Powell 

I find the quote above to be of great inspiration.  I found that quote in the Jim Tressel book called The Winners Manual.  This book for those of you who don’t know is a complete manual on how to live your life the right way.  This book has changed my life by listening to Coach Tressel discuss how to be successful and do things the right way, and with great sense of pride.  That is a lot for me to say considering that I grew up a Michigan fan.  However, as a high school football and wrestling coach I use this book as a type of mentorship program.  It has helped me to get kids to achieve more than they thought was even possible.  The big ten fundamentals force you to analyze your current situation and to plan for the future.  They are essentially the guidelines to life. 

This leads me into the next topic in my series on HR Principles.  The topic is on change management.  They say that the only thing that is certain is change.  That is absolutely true!  I work in an environment that is truly organic in its nature and extremely maneuverabile and can change several times throughout the day.  That is why the above quote is fitting because to succeed in the current economic climate you need to  be able give your best day in and day out because you have to take what you earn! 

If you need a job then you need to be thinking outside of the box on how to find employment.  If you want to be a fighter you have to be in the gym, if you want to be a football player; well then you need t be playing somewhere.  I am fortunate enough to play for the Lima Warriors and we compete for National Titles year in and year out.  It is also a great outlet for work/life balance.  To be able to change and adapt you must be able to roll with the punches and fight back for what you think you deserve. 

The following will be my research on how organizations can better deal with change:

Part III: Performance Management

Its been a while since the last time that I have posted a blog.  I have been extremely busy over the past couple of months.  I have participated in an MMA event in Columbus, OH.  I have also play in the All-American Bowl football game in Charleston, W.VA.  The team that I was on (stripes) beat the stars in a hell of a football game 20-17.  Looking back on that experience I have to say I met some great people that I am friends with still.  It is amazing how you can accomplish that kind of team chemistry in only 3 practices over 2 days with the game being on the third.  That leads me into performance management.  

On the football field performance is managed play by play and series by series.  If you are not performing on any certain day, play, etc. than you will be pulled out of the game for somebody that can get the job done.  It is not different in today's organizational climate.  If you can't get the job done organizations will find somebody that can get the job done, and probably cheaper.  You have to be driven in your careers and not accept complacency.  I just read a study the other day that said something to the tune of 18 full days of work are lost each year per employee that smokes.  That is 18 days of production wasted on a habit of the employee.  It makes sense in situations like this for organizations to enforce tobacco free work zones, and employees who don't smoke. 

In any account here is my research from my thesis on employee performance management:

What's interesting to me right now is that this oil spill is still just spewing heavy oil into our ocean! I think that it is time for BP to do the RIGHT THING and blow the damn thing up and stop it! But no that would mean that they couldn't use it anymore so we have to sit and watch the ecological disaster get worst every day! It is time for ALL AMERICANS to boycott every BP gas station....I know that all oil companies are bad but this def. takes first place!

Part II: Coaching Teams in Organizations

 LIMA WARRIORS (I am #37)

    In my opinion working in teams is the most important thing you can do to be successful in organizations.  It is important because with the workload of most corporate workers it is impossible to get everything done without the support of a team.  Coaching teams is something that I have a lot of experience with. 

    For the past five years I have been a Varsity Wrestling coach.  I have also been a Head Middle School and Varsity Assistant Football coach.  When you are coaching more importantly than winning is developing your talent.  This is also very true in an organization.  The more that  you refine your talents skills the better that they become at the process that they are performing.  Athletes translate well into the business world because they are used to discipline, self-motivated, have a high drive and can lead.  Leadership is essential to coaching teams correctly.  

    The most successful accomplishments that I have had in coaching are helping a student athlete improve his GPA 2 full points and the teams 1.5 points to team total of 3.3.  All of the kids I coach create goals that were produced by Jim Tressels The Winners Manual.  By teaching my kids the tools they need to be successful they will be able to translate that later in life, like in business.  

    A successful business coach can inspire their team.  They can also get more out of their talent than the talent knows they can give by empowering them to become leaders themselves.  The thing about leadership is that leadership only is achieved when you respect everyone, so that they can respect you.  You do this by having empathy for employees when needed, but also being stern.  The following is an excerpt from my thesis and represents part II in this V part series.  I hope that you enjoy!

"I could have had class, I could have been a contender, I could have been somebody!" Marlin Brando An American Hero

BEGINNER: SMM Strategy

Outside of my career one of my interests is playing semi-pro football for the Lima Warriors.  We recently just joined the Heartland Football League.  The current National Champion Mid Ohio Jets are the owners of that conference now.  I posted a beginner level social media marketing strategy to them.  It is very basic in approach but can be highly effective at reaching your target market.  I read that someone somewhere wants to hear what you have to say all you have to do is find them so they can listen.  The following is the strategy that I shared with them as an option to reach a broader fan base.  

In my career I am a Sr. Recruiter for a human resource agency. I am a social media expert and wanted to share some things with you about how to effectively market the HFL as a league and individual teams via social media marketing. 

Linkedin Group Pages-Linkedin is a professional networking site with numerous user groups in about everything you can think of. There are a lot of sports groups that link you to millions of working professionals. We should have a group page on this site. 

Twitter-there are programs that you can use that will get you literaly thousand of twitter followers. There is also software like qik.com that allow you to shoot live video to the account and tweet it twitter so your followers can watch your games via ustream. There are also several other reason to have a twitter account. I will post a few youtube videos for you to look at that explain the cost benefit as far as your reach to customers and your ROI because this is a free service. There is a statistic that says people believe 78% percent of what they read from the peers in their networks when dealing with products and services as compared to 14% with traditional advertising strategies. James Lewin

Follow Me on twitter @warior_balhwk37

Facebook--"If facebook were a country it would be the 4th largest country in the world". -James Lewin

http://www.podcastingnews.com/2009/09/07....ds-4th-largest/

That video is sweeet above it will blow your mind. Not to mention I walked to the cage in my last fight to this!

Facebook fanpages are a great way to market but just having one isn't good enough in the real time world we live in it needs to be updated consistently. 

Blogging-I just started a blog a few days called socialmediarevolution check it out @http://socialrevolution.typepad.com/socialmediarevolution/

It is 15 bucks a month for the pro service and professional is 90. I have had 200 page views in three days. I think that this a great way to keep people updated on a daily basis whats going on with your teams and the league and it is fast cheap easy and has a lot of reach. I have talked to the make of typepad and got some great tips to drive traffic. 

There is also a program that is called hootesuite.com that will allow you login to Twitter, Facebook and LinkedIn at the same time. When logged into this service you only type the message once and are able to send it to all three sites. Very efficient. 

I hope that you find that this information is useful for you.  I am constantly reading and learning more about these topics on a daily basis.  I want to provide you with insight as I continue to learn more.  I will also me covering the use of social media in the the world of RECRUITMENT which is where my expertise lies!  

References

All references for this five part series are located on this here:

References

Aldershot, G., Bartram, S. and Gibson, B., 1995, Reproduced from Training Needs Analysis Toolkit.

 

American Psychological Association (APA)

Emotional intelligence. (n.d.). Webster's New Millennium™ Dictionary of English, Preview Edition (v 0.9.7). Retrieved March 15, 2009, from Dictionary.com website: http://dictionary.reference.com/browse/emotional intelligence.

Bailey, L., Dorey, E., Low, B., and Holt, D. “Recovering When a Change Initiative Stalls.” OD Practitioner Vol. 41 No. 1, 2009.  p. 20-31.

 

Bennet, J. and Bush, M. “Coaching in Organizations.”  OD Practitioner.  Vol. 41. No. 1, 2009.  p. 2-7.

 

Bennis, W., Burke, W., Gery, G., Jeuchter, M., Rummler, G., and Tichy, N.  “What lies ahead?”  T+D January, 2008.  p. 34-43.

 

Boyce, L., LaVoie, N.,  Streeter, L., Lochbaum, K., and Psotka, J. “Technology as a Tool for Leadership Development: Effectiveness of Automated Web-Based Systems in Facilitating Tacit Knowledge Acquisition.” Military Psychology, Oct2008, Vol. 20 Issue 4, p271-288.

 

Ely, J.  “BIG TALK.” T+D, Vol. 62, Issue 9.  September, 2008.  p. 34-37.

 

Fiori, M. “A new look at Emotional Intelligence: A Dual Process Framework.” Personality & Social Psychology Review, Vol. 13 Issue 1, p. 21-44, February, 2009.

 

Gardenswartz, L., Cherbosque, J., and Rowe, A. “Coaching Teams: for Emotional Intelligence in Your Diverse Workplace.”  T+D, Vol. 63 Issue 2, February, 2009.  p. 44-49.

Ginsberg, R. “Being Boss is Hard.” Phi Deslta Kappan, Dec2008, Vol. 90 Issue 4, p.  292-297.

 

Goleman, D.  “What Makes a Leader?”  Harvard Business Review.  November-December, 1998.  p. 93-102.

 

Hempel, P., “Chinese reactions to performance feedback: Non-task attributions of feedback intentions.”  Asia Pacific Journal of Human Resources, Volume 46, issue 2 (August 2008), p. 196-219.

 

Howard, C., Logue, K., Quimby, M., and Schoeneberg, J.  “Framing Change:  A New Approach to Change Management Analysis.”  OD Practitioner, Vol. 41 No. 1, 2009.  P. 25-31.

 

Hudson, E.   “Performance Management:  A Discussion.”  http://www.capability.ca/performancemanagement_article.htm.  Retrieved March 16, 2009. 

 

Insch, G., McIntyre, N., and Dawley, D. “Tacit Knowledge: A Refinement and Empirical Test of the Academic Tacit Knowledge Scale.” Journal of Psychology, Nov2008, Vol. 142 Issue 6, p561-580.

 

Longenecker, C., Papp, G., and Stansfield, T. “Quarterbacking real and rapid organizational improvement.” Leader to Leader, Vol. 2009 Issue 51, Winter, 2009.  p. 17-23, 7p, 1 chart; (AN 35755463)

 

McIvor, R.  “How the transaction cost and resource-based theories of the firm inform outsourcing evaluation.”  Journal of Operations Management.  Vol. 27, 2009.  p. 45-63

Mohyeldin, A., and Suliman, T. “Self and supervisor ratings of performance: Evidence from an individualistic culture.” Employee Relations. Volume 25, issue 4.   2003. p. 371-388.

Paauwe, J.  “HRM and Performance:  Achievements, Methodological Issues and Prospects.”  Journal of Management Studies Vol. 46, No. 1, January 2009.  p. 129-142.

Pace, A. “Coaching Crunch.”  T +D Vol. 62, No. 11, p. 20, November, 2008.

 

Parks, M. (2005).  SHRM/CareerJournal.com2005 organizational communication poll findings. Retrieved August 12, 2008 from www.shrm.org/hrresources/surveys.

 

Jo, S.; and Shim, S.  “Paradigm shift of employee communication: The effect of management communication on trusting relationships.”  Vol. 31, Issue 2, June 2005.  p. 277-280.

 

Society for Human Resource Management. “Effective Organizational Communication: A Competitive Advantage.” Research Quarterly.  Fourth Quarter—2008.  p. 1-8.

 

Tasler, N., and Su, L. “The Heart of the Matter.” BRW, 1/29/2009, Vol. 31 Issue 4, p74-75.

Warrick, D., “Developing Organization Change Champions.” OD Practitioner Vol. 41 No. 1 p.14-19, 2009.

 

sWouters, M. “A Developmental approach to performance measures—Results from longitudinal case study.”  European Management Journal (2009) 27, p. 64-78.

 

 

Part I: Organizational Leadership

Organizational Leadership

In the current business climate it is essential to have the right leadership in the right positions.  Organizations need to focus ona a talent management strategy now more than ever.  You need to look no further than GM to see what happens to organizations that don't have the right leadership in place.  The time for corporate greed needs to pass and business ethics need to take its place.  The first step towards achieving greater organizational success is grooming passionate talent and bringing in exceptional talent from out of the organization.  In either scenario organizational leadership will be at the heart of an organization if it is going to survive in the current social media environment.   

The following wil be part one of the 5 part series for organizational continuous improvement techniques.  This post will focus on placing talent with high Emotional Intelligence in leadership roles.

Organizational leadership helps to shape the direction that a company will take into the future.  This means that it is essential to put the right people in places of leadership.  There are many business people that know highly intelligent and skilled executives that have been put into leadership positions and failed.  On the flip side of that story there are many leaders that have been promoted and soared that do not have extraordinary technical or intellectual skills (Goleman, 1998).  One reason that many organizational leaders may fail is because, “Few, if any, leaders are prepared for the emotional side of making hard decisions” (Ginsberg, 2008).  In contrast, Daniel Goleman, states, “Effective leaders are alike in one crucial way: they all have a high degree of emotional intelligence” (1998, p. 94).

Emotional intelligence is defined in the dictionary as, “Intelligence regarding the emotions, especially in the ability to monitor one's own or others' emotions” (March, 2009).  Most large companies have employed professional psychologists to develop “competency models” to aid them in indentifying, training, and promoting the likely stars of the organization in the leadership department (Goleman, 1998).  Fiori (2009) “has studied the foundational processes of emotional intelligence, suggesting “the distinction between conscious and automatic processing as a potential source of variability in emotionally intelligent behavior…the term automatic processing is used with a generic connotation; it indicates processes that possess one or more characteristics of automaticity: unintentionally, efficiency, uncontrollability, and unawareness.” (p. 21-44).  The dual process approach is new research that will try to more accurately define emotional intelligence (EI) on both the high and low sides. 

Organizations try to select leaders with high EI because they are going to be managing employees that have low EI.  “Managers should understand their emotions as they happen so that they will be able to harness their emotions in difficult situations. Managers should allow themselves the opportunity to step back from the emotional situation. They should also prepare themselves from feelings of uncertainty” (Tasler and Su, 2009 p. 74).  Finally, “It is fortunate that emotional intelligence can be learned…It takes time and commitment.  But the benefits that come from having a well-developed emotional intelligence, both for individual and for the organization, make it worth the effort” (Goleman, 1998 p. 94).

Comprehensive Study of Organizational Leadership, performance management, coaching, change management, and tacit information

I am going to be bringing you a series of postings that comprised part of my thesis to graduate from my Masters program. My major was Human Resource Development and I have a passion for the topics in the title above. I believe that in business climate where change is occuring on an hourly basis, that it is important to focus on a continuous improvement module that facilitates engaging employees through effective organizational management techniques.

The Question:

Will instituting the tools of Organizational Leadership, Employee Performance Management, Coaching Teams in Organizations, Change Management, and Tacit Knowledge?

Introduction:

In the current economic climate companies have to be able to change and adapt the way they operate on a daily basis. With the constant competition between corporations it is more important now than ever for innovation to occur daily. To stay on top of the industry a company must constantly be updating best practices, including coaching teams, empowering employees, monitoring employee performance, hiring employees with high emotional intelligence, drawing tacit information from employees, and successfully applying change management tools.

 

Companies must be innovative because tomorrow’s ideas become yesterday’s old ways very quickly. By constantly developing new techniques, fine tuning organizational structure, and providing effective and efficient technological tools for the employees, a company can continue to develop, grow, and exist in an economic crisis. The Next Post Will Be On The Topic of Organizational Leadership
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EXAMPLE:Businesses Using SMM to Enhance Marketibility

For Profit: Right Thing, LLC.

At the Right Thing we leverage the use of SM to reach out to candidates of all levels.  We do this by using AIRS search techniques to dive into the social platforms more indepth.  We are able to source candidates through FB, LN, MS, and through passive searches.  These sites all have job groups and postings available to them for free.  On FB we leverage the marketplace.  On linkedin.com we chase candidates through the use of interest groups.  Once a member of a specific group we are able to post jobs to drive candidate flow. 

Another way that we can leverage SM in a corporate setting is to have group and fan pages.  At RTi we have an AIRS alumni page, a client page, and a group page on linkedin.  The company also has it's own twitter and facebook page where people can follow what is going on with the organization.

Non Profit: Lima Warriors

The Lima Warriors use SM tools such a youtube and ustream.  These two sites allow use to personally market our players, and broadcast our games live via the web.  Ustream allows use to send our live feed to the web and be able to broadcast via website to our fans worldwide.  Lima also has a presence on FB and LN with fan pages.  One thing that they need to do is to develop an SMM strategy to get their name out there more. 

Government:  Presidential Branch

It was called the "grassroots" movement during the campain but it should have been called the SM movement.  President Obamas team created a social strategy that is unparralleled an that is why he is the the President right now.  During the election the President used numberious SM tactics.  He had a weekly address that was posted on youtube.  He was constantly sending out email blasts and they would divulge the lies that were being spread.  He appealed to the younger generations and was able to put his face where they are at.  The Presidents team also was extremely good at leveraging FB and Twitter to get the message of change out to the people of the USA.