My reflections on Employee2.0 seminar

Thanks for a great Employee2.0 forum yesterday.

I particularly valued the insight that although technology tools are driving the innovations the real value being transacted is social capital. The business driver is building personal and organisational capacity to give and receive just-in-time knowledge. Organisations may control and manage the technology but employees control and manage their own content.

I think the critical resource in this ecosystem is trust.

Trust is demonstrated when the following four elements are present: Sincerity, Reliability, Competence, and Care (The Thin Book of Trust; An Essential Primer for Building Trust at Work, Charles Feltman).

Trust is always tested when an error or mistake occurs. Who are the people in the system and what are the behaviours they demonstrate that restore, build and sustain trust when errors occur? Is this leadership and followership?

Another reflection I had after the gathering and in some conversation with Leigh Blackall were about designing and running web2.0 events to model full participation, engagement and trustworthiness.

What if?
–    An asynchronous platform was established for the event to initiate and sustain participant dialogue before, during and after the F2F event
–    Participants both F2F and online can pose questions and state what they would like to talk about before the F2F event.
–    At the event, as well as the invited panel presenting their ideas and the audience asking questions or making additional statements, small groups of 4 participants would share what insights they valued from the presenters and what themes or questions are emerging for them. The asynchronous platform would now be used synchronously with an input screen and keyboard for each small group (eg iPad) to crowd source the top themes and questions to explore in conversation between the panel and the live and virtual audience.
–    As well as tweeting activity that records short statements of what was said and maybe links to references there was the capacity with the asynchronous platform for deeper reflections and critical thinking about emerging patterns and themes during and after the event.
–    After the F2F event, trust and participation would be sustained in a 48hour (say) window of ongoing engagement from the panel, the hosts and the audience using the asynchronous platform and some specific debrief questions (eg what words and insights most resonated with you, what was unexpected, What made you hopeful or excited? Where did you or we experience a breakthrough? What is the significance of what we did during this session? What aspect of what you said or heard is the most vital? How would you describe what we did in this session to people who could not participate? What is your next step?)
–    After the 48hour period after the F2F event  the whole F2F and asynchronous event is deemed to have concluded and participants have no more obligations to each other. Those that want to sustain further conversation can do so via their own channels.

What could be a platform for sustaining this asynchronous and live F2F conversation?
What are some other ways to welcome and model engagement and participation both live and virtual?

That’s enough for now. I’ll listen to what others think and share.

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One Response to My reflections on Employee2.0 seminar

  1. Very jealous to hear you’ve been hanging out with my mate, Leigh. I like his ideas of people deciding what the panel should discuss before the event. Might see if I can organise that for the next Virtual International Day of the Midwife next year.

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