Recap f/ ASAE Technology Chat with co-authors of Humanize Jamie Notter & Maddie Grant

  1. Okay, so let’s get started! Q1) What motivated you both to write this book? #asaetech #humanize
  2. A1. The more I learned about social media, the more I realized the way we run our orgs is incompatible. #asaetech
  3. A1. We hear social media frustrations, and realized it was broader organizational issues getting in the way. #asaetech
  4. Q2) You discuss the importance of true, generative collaboration, not linear. “Generative” comes up a lot. Can u elaborate? #asaetech
  5. A2) the idea of being generative is pretty important and not a common word. About creating new, better value all the time. #asaetech
  6. A2) Not just more as in more product, more sales – but better, self-sustaining growth.
    #asaetech
  7. A2. Generative is about creation and growth and change. Always reinventing yourself. Developing. #asaetech
  8. A2. We argue our organizations need to be more generative. Growing, changing, developing. Humans just want to be a part of that #asaetech
  9. #asaetech What are your top tips for what EVERY corporate employee can do to help their company with social media?
  10. @briancarter ask for forgiveness, not permission. 🙂 #asaetech
  11. @briancarter one tip: convene more people to have open conversations about how social media is changing the org. itself #asaetech
  12. My friend BJ asked me: if you’re eager to drive change, but the org. is timid, how do you “push” them into a spurt of courage #asaetech
  13. @bobledrew $64K question – how do we encourage people to be OK w/ change, possibility of failure, criticism – wish I knew! #asaetech
  14. #asaetech is it that as staff move into higher Exec roles pressure closes opp to be Open as Leaders feel SM can expose them & the Org?
  15. @ewengel @bobledrew find what is working, do more of that. Social media successes can really help, I think. #asaetech
  16. @ewengel @bobledrew find what is working, do more of that. Social media successes can really help, I think. #asaetech
  17. My friend BJ asked me: if you’re eager to drive change, but the org. is timid, how do you “push” them into a spurt of courage #asaetech
  18. And control culture seems to stem from perpetual mistrust of Org staff and volunteers. Why only in SM? Drives me nuts to @ewengel. #asaetech
  19. @bobledrew $64K question – how do we encourage people to be OK w/ change, possibility of failure, criticism – wish I knew! #asaetech
  20. #asaetech is it that as staff move into higher Exec roles pressure closes opp to be Open as Leaders feel SM can expose them & the Org?
  21. @robertmbarnes exposure idea…you’re on to something – huge fears of transparency, just telling ppl the truth #asaetech
  22. Definition shifts are such hurdles to overcome – trying to change the meaning of growth from more to better #asaetech
  23. @ewengel People have to change and learn to be okay with change. I don’t know how much encouragement comes into that. #asaetech
  24. great question! RT @ewengel @bobledrew how do we encourage people to be OK w/ change, possibility of failure, criticism #asaetech
  25. @KyleeCoffman to be okay with change: people at the top need to give voice to their own failures. Make it okay to talk about #asaetech
  26. People will be okay with change if we stop calling it change – use just the verb not the noun. #asaetech
  27. @ewengel I think I”m trying to say: Some people are always going to be slow to embrace change until you prove change is good. #asaetech
  28. I don’t think it’s change people are uncomfortable with. It’s loss. #asaetech
  29. Observation: Being open is something most don’t get to practice at lower levels…when you move up, you’ve never worked that way. #asaetech
  30. @KyleeCoffman re: selling social internally: patience. Repetition. Concrete examples. Tie to existing metrics people value #asaetech
  31. Why not change? I know what @garrisonwynn would say- “no one wants to be a senior beginner” #asaetech
  32. Fear of losing face particularly in view of direct reports causes lack of Openness. Leadership requires self-awareness. #asaetech
  33. @adriennebryant “proceed until apprehended” is a cultural assumption we list for “open” organizations. #asaetech
  34. #humanize says #sm challenges are really organizational challenges. Once you’ve trained “the elephant” how do you motivate it? #asaetech
  35. motivating the elephant is about appealing to emotion. social media taps into our passions. #asaetech
  36. @maddiegrant I think that’s what makes a lot of people nervous about it–they’re not comfortable with passion & emotion #asaetech
  37. @maggielmcg agreed, but that still confuses me. Passion and emotion are human. We can’t help but have them. Why not in orgs? #asaetech
  38. As long as the Elephant is not in the door to Generative Org progress, it is OK if he sits quietly in the corner & we let him. #asaetech
  39. @adriennebryant is right. Remembering not all results are numbers, a lot of the “result” is qualitative and comes from feedback #asaetech
  40. I have a question: there’s a lot of “should” in here; most orgs don’t do should. Tips for staying optimistic/positive after “no”? #asaetech
  41. @maggielmcg A challenge is to get others in the system to want it, rather than being told they “should.” #asaetech
  42. @maggielmcg keep trying. Don’t ask for permission next time. #asaetech
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