Social Business Leadership Framework

Originally posted on Social Media Explorer

From a leadership perspective, embedding social business ideas into an organization has less to do with embracing tools and technology than it does with learning how to facilitate and manage culture change. What set of skills do leaders need in their toolbox to effectively lead organizations through the process of adopting social business philosophy?

The following framework is inspired by James Kouzes and Barry Posner’s Five Practices Model, from their ground breaking book The Leadership Challenge . This post is designed to help leaders understand some of the unique considerations, competencies and behaviors related to leadership in the age of social media.

“Model the Way”

Develop your social media voice.

  • As a leader people want to hear what you have to say. Establish the purpose of your social media voice. Will it be used in a public facing manner or as an internal mechanism to inform stakeholders?
  • Find the medium that matches your personality. If you enjoy writing, a blog might make sense. Maybe you would prefer sharing your ideas via an audio podcast or video blog. Twitter might be your thing if you prefer sharing concise thoughts or are interested in connecting in real time.
  • Look to other leaders for inspiration. How are they using social media?

Lead by example.

  • Make sure your actions jive with the social business goals of the organization. For example, if one objective is to build a culture of open communication; lead the way by sharing the company’s social media goals across the whole organization and not just the management team.
  • Show interest in your teams’ social media strategy by asking questions and being “present”. Become part of the social media team.

“Inspire a Shared Vision”

Think about the social business possibilities.

  • Develop a vision statement that highlights what your social organization might look like in 5 years, 10 years. Publish that vision and share it with all your employees.
  • Create a list of things you want your organization to accomplish using social media. This could take the form of a one pager or a more formalize social media strategy document. Publish this list or plan and share it across the organization.

Engage those that share your goals.

  • Listen to internal audiences to learn how different stakeholders influence, or become influenced by, social media.
  • Distill the hopes employees have for social media and publish them in a format accessible by everyone. Do the same with social media fears. Sharing aspirations and concerns helps connect the organization and build a shared vision.

“Challenge the Process”

Create an environment that supports social business change.

  • Be open about challenging the status quo. Encourage employees to question legacy thinking, old business models, etc. and foster new ideas.
  • Chip away at silos by supporting systems that facilitate flatter, open communication channels. Lead the way by becoming more accessible yourself.

Experiment and take risks.

  • Encourage pilot projects.
  • Create a supportive environment that breeds social media trial and error. But be sure to communicate that learning from mistakes is the goal.
  • Seek an incremental series of small wins.

“Enable Others to Act”

Fuel buy-in.

  • Seek to establish employee driven social media goals across departments. Share each business units’ goals across the organization to build a support network.
  • Display trust in your teams and focus on social media wins not losses.

Empower employees.

  • Develop a learning culture where employees are encouraged to invest time to build their knowledge base. This could take the form of self guided learning, mentorship or a more structured social media approach to training.
  • Develop a social media governance system that addresses organizational objectives, guidelines/policies and clear ways to seek help if employees have questions, concerns, training needs, etc.
  • Support (qualified) employees that want to expand their sphere of social media influence. When it comes to social business, everyone can be in marketing and customer service.
  • Develop a culture of measurement and make people accountable.

“Encourage the Heart”

Recognize individual excellence.

  • Seek out social media heroes and publicly acknowledge their contributions.
  • Share stories of social media success across the organization.
  • Reward accomplishments that support social business initiatives.

Build community.

  • Host company events or activities that celebrate the achievement of social media objectives or milestones.
  • Be the social media champion, have fun and, whenever possible, connect face to face with employees charged with nurturing the organization’s social business mandate.

Make sense? Can you suggest other competencies leaders should learn in order to be more effective at managing social business change? What part of leading this type of change do you think is the most challenging?

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Social Media House of Cards

social media house of cards

Social Media is not a solution for organizations with major infrastructure issues. If anything, social media marketing will be the weight that exposes cracks in leadership, culture, product quality, customer service, etc.

Thanks to David Armano for the inspiration – check out his post on how infrastructure is at the core of most organizational issues.

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7 Reasons to Launch an Internal Blog Before Going Public

Internal Blog

Originally posted on Social Media Explorer.

When we talk about a corporate blog, the first thing that likely comes to mind is a public facing channel where organizations connect with external audiences. What about internal blogs?

There is a lot of learning and risk associated with launching a public facing blog including audience analysis, content strategy, the use of tools, the development of guidelines, understanding best practices and developing implementation discipline. An employee-only blog presents organizations with the opportunity to soft launch their public facing initiative – offering up the ability to develop strategy, test ideas and practice tactics within a safer internal environment.

Audience

Understanding your audience and their information needs is critical to the success of any blog. Treat your employees like any other audience – conducting research into their content needs and channel expectations presents a great learning opportunity that can be transferred to the launch of your public facing blog.

Content

Content is…well, you know. I know you get it – relevant content is one of the cylinders that drive the blogging engine. An internal blog provides a great testing ground for developing content ideas, learning how to use the tools, executing on content creation, etc.

Tools

It’s not rocket science, but there is a learning curve associated with the set up and use of blogging tools such as WordPress. An internal blog let’s your team practice how to create and format blog posts, use plugins, etc. so that when you launch that external blog everyone is up to speed.

Guidelines

Guidelines are an important part of every social media initiative. Using the internal blog to build understanding around guidelines related to posting etiquette, reader expectation and blog comments is a great primer to the development of any future public blog policies.

Best Practices

There are so many things to learn when it comes to blogging best practices. An internal blog presents an opportunity to teach important tips and tactics while letting you practice as you – this approach helps embed learning and makes the launch of any external blog project much easier and more effective from the onset.

Discipline

Blogs are hard work. Using an internal platform to develop discipline around writing, content creation, posting frequency, schedules, work flows, monitoring and responding to comments builds a valuable asset that can be used to position a successful launch of a public facing blog

Ambassadors

Leveraging employee participation is a great way to build blogging capacity – developing programs to recruit guest bloggers for an internal program can pay dividends when launching an external blog. Building a culture of Blog Ambassadors helps position the scaling and effective management of a public facing blog project.

What do you think about launching a corporate blog inside before taking it public? Please share any ideas you have about internal blogging in the comments – I’d love to hear your take.

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The Promise of Social Media

social business ecosystem - the promise of social media

The promise of social media is Social Business Design – the use of tools and technology, not as the endgame, but rather as a means of aligning social media and business strategy.

A social culture shift has the power to elevate your organization by facilitating:

  • internal/external connectivity
  • the need to deeply understand your audience (the precursor to community development)
  • a collaborative approach to managing your brand

But how do we get there?

The Next Step for Social Media

We’re in the early stages of social media strategy – there are still far too many practitioners preaching use of the tools without a connection to objectives, metrics, ROI…or fundamental business strategy.

How to we reach the goal of building social business models? Tom Webster at Brand Savant had some great thoughts in a recent blog post titled What’s Wrong with Social Media Strategy:

“Social media’s next act has to be through the corporate HR director’s door, and ultimately the CEO’s door. To get there, however, social media has to prove itself by more readily embracing effectiveness metrics (not just statistics) to raise its profile in the organization. Give the CEO the numbers to justify continued social media engagement, and that engagement will continue – and ultimately be the Trojan horse for what human business can become.”

What do you think? What are some of the challenges of delivering on the promise of social media?

Touch Points

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marketing touch points

Notes:

  • What are your most important interaction channels?
  • Where can you have the highest impact with your target audience?
  • How well do you communicate at each touch point?
  • Is your brand message consistent?
  • Does your target audience have a positive experience at each point of interaction?
  • Take an objective look at each interaction channel – What can you do to improve the experience for your clients and prospects?
  • Develop some strategies for each audience touch point – What is the goal of each interaction?

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4 Small Business Lessons from General Motors

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GM recently took out an ad in the Automotive News apologizing to the public and admitting to a series of strategic errors that have led to their current state of affairs. What are some of the lessons small business could learn from GM?

1. Quality

GM slogans rang hollow as they continued to allow their product quality to dip below industry standards. Quality is the common denominator – if you are in business, quality is not an option…you always need to deliver on that inherent promise to your customers.

Maintaining diligent standards is hard work, but you can’t build trust otherwise. Avoid the temptation to cut corners – you may get away with it in the short term, but eventually is will catch up with you, severely damaging your small business brand in the process.

2. Focus on Your Business

GM was a powerhouse in the 70′s and may have lost focus when agreeing to expensive union contracts in an attempt to bury their competitors.

It’s always good to understand your competition, the products they sell, their strengths and weaknesses, etc. But don’t become so focused on your competitors that you lose sight of your own small businesses vision, strategies and objectives.

3. Understand Your Market

GM lost touch with the market and continued to build more and more gas guzzling SUVs while consumers began to embrace fuel efficiency and started looking to more compact vehicles.

As a small business owner, it’s critical to learn about (and stay connected with) your target market:

  • Use the internet i.e. blogs; social networks, etc. to stay up to date on trends in your industry
  • Get out of the office and connect with customers and prospects in your market
  • Invite clients into your feedback loop by forming “user groups”

4. Flexible Culture

A former executive suggested that “handling multiple problems simultaneously was foreign to the culture” at General Motors. One of the many benefits of being a small business is the ability to make decisions and react to situations quickly. As your organization grows, it’s important to retain your flexibility by developing a mechanism to recognize and address challenges.

One effective way to build a flexible, responsive culture is to give your employees a voice i.e. promoting open discussion, the questioning of convention, etc. and the power to make certain types of decisions. A culture that facilitates independent thought and empowerment can help build grassroots problem solving.

Example: By encouraging a customer service representative to recognize and solve problems during micro-interactions, your business simultaneously engages staff; builds brand equity; quells issues at their root; creates brand stories, etc.

Image: Thanks to Cameron Cardow for use of his editorial cartoon

Additional Resources:

Reuters Article

Globe and Mail Article

The Dark Side of Brand Evangelism

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By Mark Smiciklas

A recent news story about iPod Loyalists places the iconic Apple brand in the middle of a discussion about the spread of “iCrime”. What happens to a brand when its influence is so great that it becomes the central focus of negative societal behaviour? Do companies have a social responsibility to try to mitigate some of the negative behavior that may be associated with their brands? Can negative brand evangelism result in long term damage to a brand or do passionate consumers simply ignore negative brand stories?

Brand Evangelism

Brand Evangelism is deemed the top rung of the brand loyalty ladder – it occurs when passionate consumers of products or services become so enthralled with a brand that they willingly engage in word of mouth marketing on behalf of an organization. These consumers have such a core belief in the brand and what it stands for that they try to convince their network to embrace its purchase or use.

In my opinion, Negative Brand Evangelism occurs when a brand becomes such a status symbol that it inadvertently promotes negative social behavior.

Social Brand Responsibility

Do companies have a responsibility to try to mitigate some of the negative behavior associated with their brands? In the case of the iPod, Apple surely can’t take responsibility for the actions of every criminal that targets their consumers – but they could try to reduce the their consumers’ exposure to risk by embedding some features into iPods that might make them less attractive to steal and re-sell. Wouldn’t this add even more value to the brand?

Tony Barr, Marketing Strategist and Founder of Brand Reasonality, believes that there are brand benefits to addressing user risk:

“As a parent of two teenagers who own iPods, I find your question particularly thought-provoking. The brewing industry’s advocacy of “responsible consumption” may be useful analog. Certainly, in some circumstances, companies have a legal duty to warn against certain types of conduct – known or potential – associated with their products or services. I suppose that one might posit, as a general principle, that companies who claim social responsibility as one of their brand pillars have an implicit duty to act reasonably against legitimate risk to their brand audience – and, derivatively, against risks to their brand value. In the case of the iPod, in particular, we would do well to remember that parents – while they might not be brand adopters per se – play an important gate-keeping role in purchase and usage behaviors. I suspect, again, as a parent myself, that reaction of the gatekeeper class to such social responsibility would be generally favourable. Moreover, I suspect – or, minimally, hope – that the reaction of the brand adopters would be similarly favourable.”

Peter Mojica, VP of Product Strategy at AXS-One Inc in Charlotte North Carolina, feels that “corporate brands have a responsibility to build products that meet consumer demand, and can be sold at a profit and build shareholder value.” During this business process, he feels that companies should act responsibly but cannot be expected to “take responsibility for miscreant’s societal ills.”

Peter goes on to draw parallels between Apple and Nike:

“I can recall a lot of news stories around Nike and the desire for Air Jordan sneakers which led to many a crime wave. It’s hard to peg Nike for some diabolical plan to create a product that would generate a desire for one fellow to knock another fellow senseless and take his sneakers off his feet! Meanwhile, behind the scenes, Nike and the Jordan brand gave away millions to charitable foundations.”

Public Relations in the Face of Negative Brand Evangelism

What should companies do when faced with negative brand evangelism? In the case of “iCrimes”, there has been some press (associated with police agencies) suggesting that consumers should swap out the traditional white iPod ear buds less obvious black ones…but I’m not sure if there has ever been a formal statement regarding this issue from Apple.

Nathan King, Art Director at Austin and Williams in New York City, suggests that the lack of any “very public announcements from Apple” is an indication that they are not concerned about iCrimes having a negative effect on the brand. “They didn’t try to change their product to react to the negative behavior. The masses of people wearing the white ear buds is a constant, visual reminder that people are using iPods – why would a company want to get rid of that?”

Brent Skinner, President & CEO at STETrevisions and a Web 2.0 public relations and marketing expert, suggests there really only two ways for companies to address Negative Brand Evangelism:

  1. Ignore it completely – the goal being to starve any attention negative brand evangelism might create
  2. Face it head on with the logic that open communication breeds truth – If the brand is undeserving of negative press, the issue will burn out more quickly with a formal series of rebuttals

Brent goes on to say:

“I know folks in communications positions at very large, high-profile companies who take option one as a matter of course and I know others who embrace item two as dogma. However, in my opinion, the approach partially depends on the strength of your brand in the first place, and your assessment of your own brand’s strength had better be accurate. For instance, GM seems to have largely ignored the groundswell of viral anti-GM sentiment that followed the release “Who Killed the Electric Car?” I think the company overestimated its brand’s strength, and now may be paying the ultimate price.”

Andrea Hill, Director of Social Media and Interactive Technology at Worldways Social Marketing in Denver, feels that it’s important to understand how your brand is perceived and to be active in managing your brand reputation. “I believe it’s far better to recognize a problem than to ignore it, and appear obtuse and out-of-touch.”

In the end, I think if a product or service has enough brand evangeslists it can likely avoid any long term erosion due to negative behaviour association. Mark Sofman, an experienced business communicator and manager of outreach, advocacy and issues management programs in Washington DC, feels that brand evangelists help protect a brand value in face of negative evangelism. He thinks that passionate consumers can be “harnessed to good purpose…not just to studiously ignore bad news, but to be motivated to critique negative stories.”

Long Term Brand Damage?

Can negative brand evangelism cause long term damage or do passionate consumers simply ignore negative brand stories? Logic might suggest that negative evangelism should erode brand value to some degree. However, using iPod as an example, I really wonder whether the brand will suffer when I read stories about kids risking getting stabbed rather than giving up their iPods…that kind of loyalty is scary!

Peter Mojica believes in the unfortunate truth that any kind of attention is better than no attention at all and feels that negative brand evangelism may actually fuel sales increases in certain situations. In the case of iPod, he doesn’t see a huge impact on the brand because the negative incidents taking place likely represent a very small percentage of the overall brand experience, which is overwhelmingly positive.

Brandon Mendelson, Editor in Chief at GSO Press in Albany New York, doesn’t think strong brands suffer long term damage:

“Look at the WWE, it took a real hard hit after the Chris Benoit incident, but over the long term their stock went up and the audience came back to watching their programming. The passionate consumers will look at the negative stories, but (after a short period of time) it won’t weigh too much into the purchasing process.”

Walter Jones, Director of Morris News Service in Atlanta GA, feels that most media is fair is dishing out brand criticism and that consumers are smart enough to recognize whether or not brands are victims of circumstance. He feels that the level of brand damage has a lot to do with how companies market their products:

“If a company deliberately sought a gangster image, say, then a news story about crime associated with the product would inevitably mention the possiblity that the company’s marketing may have set the tone for those crimes and the company would be fair game for criticism in such a case. On the other hand, I think reporters can recognize when a company is a kind of secondary victim. For example, when gangs adopted the jerseys of professional sports teams because of their colors or no-nonsense mascots rather than their success on the playing field, no one accused those teams of encouraging gang activity.”

I find this issue very interesting and been having trouble establishing a firm opinion:

  • As an “iPod Parent” I don’t expect Apple to help mitigate my kids risk…I see this as my responsibility as a parent. But the issue is real – kids are getting rolled over for their iPods. Luckily, my son has taken matters into his own hands and has established his own policy of not taking his iPod to school and has traded in his white ear buds for innocuous black ones.
  • As a socially responsible citizen, I have to say that I am troubled by what I perceive to be indifference on the part of Apple. A trial that began recently crystallizes the point for me – A youth is charged in the stabbing death of 22-year-old Michael Oatway, an Ottawa man allegedly killed for his girlfriend’s iPod on a city bus. It’s ridiculous to even suggest that Apple has any control over this type of behaviour or is culpable in any way, but, as an iconic brand, wouldn’t these type of stories prompt some sort or response? The kid died because he was wearing an iPod…Is Apple not disturbed by this?
  • As a marketer and business person, I appreciate and understand the stance that a company’s main (and some would say only) goal is to make a profit – and it can’t be held accountable for negative brand evangelism, particularly if their product or service is safe to use and does not pose a direct risk to consumers.

Michael Oatway was 22 years old when he was fatally stabbed over the iPod he had borrowed from his girlfriend (Image: Globe and Mail)

What do you think? Please submit a comment

(To enter comments from the main blog page, please click the article title and scroll down to the bottom of the post)

FREE is Recession Proof

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In times of economic uncertainty are internet users less likely to trade a permission asset i.e. name. phone number, email address, etc. for content?

In a recent study conducted by Marketing Sherpa, 64% of paid content web publishers were either experiencing or expecting to feel the effects of the recent downturn in the economy.

Trends and user attitudes affecting paid content may also be applicable to gated content. I think we all know that cash flow starts to tighten in a negative
economy, but how about information flow?

When the economy is slumping and people are less interested in being “sold to”, will users presented with gated content
be even more reluctant to give up their permission asset? Will more and more organizations adopt The New Rules of Marketing and PR as best practices and start offering free content?

What do you think?

Small Business Interview Series – Employee Benefits

By Mark Smiciklas

Employee benefits are an important topic for many small business owners and managers. In the first installment of an ongoing series, I speak with benefits specialist Rachel von Sturmer, Principal at True Benefits Financial, about employee benefits best practices, trends and challenges.

Challenges

What are some of the challenges small businesses face when it comes to providing benefits to their employees?

“The most common challenges are in setting up the plan, cost, and administration. It’s best to work with a broker who can provide a comparison of quotes from several insurers; that way a small business owner can see where they can get the best plan possible for their budget.

Employers also have questions about what their obligations are after their plan has been set up. I’d recommend using the online management portals now provided by most carriers. This will help save time in managing the monthly invoices, downloading forms, and updating employee enrollment information.

Benefit plans renew each year, at which time the insurer has the opportunity to adjust their rates. This can be a challenge for employers if the plan utilization has been very high, and rates are raised. It’s their advisor’s job to negotiate rates on their behalf, and also to design the plan in a way that will help prevent large rate increases.”

Strategies

What are some benefit strategies small businesses can use to compete with larger companies?

“Small businesses don’t always have the deep pockets that large companies do, but they are often able to be more flexible and offer employees a greater variety of hands-on experience.

Some suggestions for becoming more attractive to employees:

  • Offer flexible work hours, such as 9-5/10-6, or a 4 day X 10 schedule
  • Covering a portion of work related education
  • A good benefits plan, which is often more affordable than expected
  • Health Spending Accounts that allow employees to cover medical and dental expenses at their discretion”

Trends

What are some new trends within the benefit industry?

“Critical Illness insurance, where if an employee is diagnosed with a covered condition they receive a tax-free lump sum benefit. This is newly available as a group benefit and many small employers are able to offer $10,000 or more at a very reasonable rate.

Health Spending Accounts are becoming incredibly popular, especially as a management benefit or recruiting tool. This benefit is like a bank account for medical and dental expenses for employees. For example, an employer may offer $1,000 a year for each employee to use at their discretion.

Health and wellness has become a major focus also. Insurers have built some very sophisticated online tools for employees. They can perform a health test, or check medication information at a secure personal site.

Employee Assistance Plans (EAPs) are often bundled into benefits plans, and are great for small employers who don’t have a dedicated HR department. EAPs provide confidential 24 hour access for employees who need help with everything from financial counseling to finding a babysitter.

Selecting a Benefits Provider

What should small business owners look for in a benefit provider? Are there any pitfalls to watch out for?

“Most employers are very interested in the initial rates that they’re quoted and will want to make a decision based on the cost. This is only one aspect of choosing an insurance carrier. I’d be wary of switching carriers only to save 5%, when it’s likely that this cost will be recouped by the insurer at the next renewal.

Business owners should be comfortable that the insurer is reputable, can adjudicate claims quickly, and offer solid administration.

Small business owners should be aware of the Target Loss Ratio. TLR is the break-even point set by the insurer for your plan, and at your renewal time they will be important in determining next year’s rates. The TLR is a ratio of premiums paid to claims paid, and for a small plan different insurers’ TLRs can range from approximately 67-75%.

Also important to look at is the plan design. Although the general description of coverage may look the same from one plan to the next, each insurer has specific clauses that will impact what can be claimed. For example, some carriers will require a minimum of five employees before they offer coverage for dental crowns. Be very clear with your advisor about what you want to cover before setting up your plan, or switching carriers!”

Advisor Services and Fees

How are benefits brokers compensated?

“There are two models: fee-based and commission-based. The majority of advisors are commission-based, in which they’re paid a small percentage of premiums by the insurer; this cost is built into a client’s costs. Fee-based advisors are usually consulting firms that deal with larger client accounts.”

What services should you expect from your benefits advisor?

“Your small business should expect the following primary services:

  • Marketing your plan to a variety of carriers and comparing the quotes for you
  • Assisting with setting up the plan and online administration
  • Negotiating the plan’s renewal rates on your behalf each year, and presenting a report 30 days before the renewal date

Some “above and beyond” services to look for are:

  • Training your plan administrator
  • Offering assistance with any difficulties that may arise during the year
  • Being in touch to let you know how the plan is running
  • Setting up employee satisfaction surveys
  • Benchmarking your plan against competitors’
  • Providing customized benefits promotion materials
  • Employee seminars and learning sessions”

About Rachel von Sturmer

Rachel von Sturmer is the Principal at True Benefits, an employee and executive benefits firm that specializes in designing, pricing and implementing benefits programs for small to mid-sized businesses. During her many years as a Benefits Specialist, Rachel von Sturmer has managed plans for a wide variety of clients, ranging from sole proprietors to large companies and university associations. Rachel takes pride in getting the details right, forming relationships with clients and learning about their businesses, and thrives on providing clients with the kind of service she herself would expect: friendly, prompt, and results oriented.

Rachel holds the Certified Financial Planner (CFP) and Group Benefits Associate (GBA) designations, has completed the Canadian Securities and Professional Financial Planning courses through the Canadian Securities Institute, and has a Bachelor’s Degree from the University of British Columbia.

Shared Vision

As a small business leader, one of the most important things you can do is develop a mechanism to include all employees in the vision of your organization. Some of the benefits of a shared company vision include:

  • Employee satisfaction
  • Increased productivity
  • Unity
  • Dedication
  • Loyalty
  • Organizational pride
  • Faster and more disciplined decision making

Kouzes and Posner, authors of the Leadership Challenge, state that “leadership is a dialogue not a monologue”. So how do you start the dialogue about company vision with your employees? The first step is to make the commitment to schedule that first meeting. If possible, the session should include every employee in your company and be organized to encourage participation, open discussion and the sharing of ideas.

I have had the opportunity to facilitate a few of these types of meetings and have witnessed how effective they can be. The company I work with sets up “strategy sessions” every six months. The goals of these meetings are to:

  • facilitate the exchange of ideas
  • offer all employees an opportunity to participate in shaping the vision of the organization
  • provide an opportunity for the company to communicate vision, objectives, strategies, etc to their whole team

The first session focused on the marketing of the company’s products and services. Through various small and large group activities, brainstorming, white-boarding, etc., the company harvested a number of great ideas from the group (18 employees). Some of the concepts flushed out during the marketing session found there way into the annual strategic plan.

The next session addressed strategic planning. During this meeting everyone received a copy of the annual business plan. This was a great shared vision strategy – employees saw that there ideas from the previous meeting were being used in the plan and they also had the opportunity to learn about, discuss and question the strategic direction of the organization.

In this particular case, the management group of the company established the final strategic plan. The process of including all employees in strategic discussions and offering the opportunity for honest dialogue and shared thought helped create a “shared vision” scenario – and a fertile environment that has positioned the company for future growth and success.