Six Obstacles to Building Communities in Organizations

Rachel Happe begins her latest post, 10 Trends for the Future of Communities, with a comprehensive description of the various intersecting and intermingling streams and characteristics that inform communities, and I am quoting her below:

Communities sit at the intersection of a number of trends; social media, digital transformation, a generational shift to prioritize purposeful work, the future of work, change management, leadership and social learning.   

This is one of the most inclusive descriptions that captures the various threads and reasons for building communities in organizations. Yet, this is where organizations are struggling. In this post, I want to explore a few reasons for this struggle. I have written before about the fallibility of trying to have social learning as a bolt on strategy, on the role of social technology as an avenue for building communities in organizations, and the importance of building communities to facilitate emergent learning. 

The role of a Community Manager is becoming well-established with communities being perceived as platforms that have the potential to reduce the cost of communication, bridge organizational silos, facilitate cross-team conversations thus creating opportunities for innovation, knowledge transfer, expertise location, and more. However, despite of the various tangible and intangible benefits of communities, organizations are in reality discovering that establishing thriving communities and building a social business is challenging on various fronts, calling into question some of the very fundamental principles and frameworks on which organizations have been created. Here are some of the challenges:

1. Proliferating Platforms - Organizations, especially large, globally distributed organizations suffer from what I call the "unconscious silo syndrome". Most often, the inadvertent unawareness of what is happening in the rest of the organization give managers, decision-makers and other employees a feeling that "we are the new age torchbearers" and once it works in this team/project/business function, the initiative can be taken to the rest of the organization for an enterprise-wide implementation. Needless to say, it is human for all to want a bit of fame that comes with being the trendsetter and a possible organizational visionary. In reality, this leads to pockets of experimentation and duplication of effort without a holistic view of or alignment with the organizational strategy and business goals. The result is of course a less than desirable state of platform overdose, and an amplification of the offline silos onto a now online medium.

2. The "Bottom-Up" Approach - Many organizations tread on the conservative and cautious side and stay away from a big-bang launch for various reasons including skepticism at the leadership level, lack of skills in putting together a strategy for community building and management, fear of investing too much time and money without a clear idea of the intended results, and so on. The general approach usually adopted is to put in place a platform, do a bit of word-of-mouth marketing, and hope that people will start conversing and engaging on the platform. The initial few weeks, or even months, may see some traction, but it is usually scattered, disconnected and directionless. Very soon the enthusiasm of the initial few die down, the platform either becomes a ghost town or a land of thousand flowers and the expected outcome of communities and collaboration do not materialize. As Andrew McAfee, et al. highlight in their book Leading Digital...:

"...we saw no successful transformation happening bottom-up. Instead, executives in every Digital Master steered the transformation through strong top-down leadership: setting direction, building momentum, and ensuring that the company follows through." 

3. Policy-Driven Paralysis - When a decision is made to embark on a community and collaboration journey on the duly selected enterprise collaboration platform, organizations become suddenly fearful of all the possibilities of information leakage, open expression of sentiments by irate employees, sharing of sensitive and politically incorrect information, and so on. The reaction is to begin by creating guidelines and policies trying to encapsulate and articulate everything that employees cannot and should not do on the platform. The result is anything but inspiring or conducive to open collaboration. It is akin to tying people up in chains and then expecting them to do a tango. IMHO, it is time to let go and show more trust in the very employees that the organization has selected through well-defined recruitment and interviewing processes. 

4. Collaboration Conundrum - While we keep hearing the impending death knell of the bell curve, the truth is that a large percentage of organizations still abide by it for various reasons - lack of another system, familiarity syndrome, alignment of business and operational processes, management capability (or lack thereof in handling a new way of appraisal), HR and leadership lethargy, and more. The result is the creation of a tension between a competitive and a collaborative mindset. To be absolutely honest, it is very hard to be collaborative and share openly if an employee knows that s/he will be judged and measured against their peers when the appraisal time comes around. It is difficult for a manager to justify and facilitate open collaboration, and then do a rank and yank to fit a designated set of high-performers in the bell curve. And woe betide the manager who has too many high-performers and collaborators in his/her team. This false system of forced ranking eliminates collaboration, creates a sense of scarcity over abundance (be it for a specific rating or that prized project), and turns team members into opponents. Bye bye communities and collaboration!

5. Leadership Detachment - Many a times, something as critical as the building of a collaborative culture and thriving communities are left to the HR and L&D departments to drive. It is posited as "let's see if collaboration & social business works because everyone is talking about it". Senior leaders and C-suite members feel they are too time constrained to dabble in activities like communities when issues of graver import like shareholder profit, top line and bottom line figures, M&A's are awaiting their attention. However, the reality today is that without a connected, collaborative and resilient organization, all other strategy is likely to fail. Times of intense change and ambiguity as we are living in today demands collaboration and a strong leadership who will walk the talk. 

6. Dearth of Digital Skills - It is not that people do not know how to tweet or post pictures on Facebook or create a Pinterest board. IMHO, digital skills go beyond the common activities that almost everyone with a smart phone can indulge in today. Digital skills are closely related to a digital mindset, which I define as "the ability to understand the power of technology to democratize, scale and speed up every form of interaction and action." Very often, organizations -- this includes employees, leaders, managers, and everyone comprising the ecosystem -- lack this inherent capability of using technology to facilitate the building of PLNs (Personal Learning Networks) and communities. Digital skills include capabilities like working out loud, pattern sensing, sharing and connecting openly to develop a rich and diverse PLN, collaborating with a defined purpose, using technology with an awareness of its potential to promote self-driven learning, democratization of information, and so on. This mindset requires a degree of comfort with ambiguity, willingness to make mistakes, adopting a beginner's perspective, welcoming of diversity, and a willingness to learn from all possible sources. 

#BNLF - 7 Key Takeaways and Other Impressions from Day 1

#BNLF I've learned means Blog Now, Live Forever. Pretty cool I thought! 

This weekend—31^st Oct and 1^st November -- was spent at the #BNLF conference held at The Lalit, Mumbai. Intrigued by the name and impressed by the lineup of speakers consisting of people like Purba Ray of the A-Musing fame (I have always been intrigued by that hyphen), Arnab Ray, the author of May I Hebb Your Attention Pliss, better known as the @greatbong, Anshul Tiwari, Founder and Editor-in-Chief of Youth ki Awaaz, Christoph Trappe, the writer of The Authentic Storytelling Project blog, Jeff Bullas whose blog I have been following from years, Preeti Shenoy and none other than Bruce Dickinson of Iron Maiden – decided how I would spend my weekend. This post is a summary of my impression of Day 1.

This was my first BNLF, and I wasn’t quite sure what to expect from the blogging fraternity. I had somehow assumed that a hundred odd people would turn up and most would be fans of writers like Arnab Ray and Purba Ray… . I turned up at The Lalit well-ahead of time as I’m wont to do, and was ready to meander in the lobby when I encountered at least 300+ people generally hanging around – some in clusters, some alone and some evidently #BNLF organizers wearing the hashtag T-shirt. Hmm! Not quite what I had envisaged for sure. Within a span of 15~20 mins, the 300 swelled to 500+ with more coming. And registration was yet to start. I learned that this amorphous bunch of people consisted of #BNLF regulars as well as the uninitiated like me. “Welcome to the tribe,” someone said. “Are you’ll all bloggers,” I asked? “Yes, of course,” was the somewhat astonished response. That shut me up for sure!

Purba Ray on Stage

There were bloggers from all over India—from Delhi, Chandigarh, Pune, Kolkata, Banglaore… There were bloggers writing on every kind of topic imaginable—from gardening to lifestyle, urban yoga to urban homes, from quilling to political spoofs – if you can think of a topic, there was probably a blogger there writing on it. There were bloggers ranging from 21 year olds to folks in their 50’s. I couldn’t have been more mistaken in my assumptions. And everyone had come to learn, to improve their blogging skills, to pick-up techniques and methodologies to take their blogging to the next level. I was impressed and a little bit awed.

Being used to conferences like #SHRM, #HRTech, and other corporate affairs, I was in for another dose of shock when we entered the main venue post registration. It looked nothing like a conference room. It resembled a rock-show arena with a brightly lit, kaleidoscopic stage, laser lights doing their thing and various musical instruments (I don’t know all the names so won’t get into the details) casually strewn about. The long hall held rows and rows and rows of white chairs – at least a 1000 it seemed -- and looked somewhat surreal to me. I quickly grabbed one in the first row and settled down. The day began with rock music—yes! no corporate affair this one! 700+ people were on their feet rocking and swaying and clapping to “We don’t need no Education” and other favorites. What a start!

The day maintained the momentum and the speakers didn’t let us down either. Each had their unique story and perspectives to share. I’ve made a holistic list of my key takeaways from the day that I felt would be worth sharing for other bloggers like me. 

1. Bring Constancy and Commitment: This theme cropped up in everyone’s talk and the masterclasses that followed on Sunday. More about these in my next post. Without exception everyone spoke about being committed and regular with one’s blogging schedule, to post on a specific day of the week, and even at a specific time. The trick is to have a set of posts ready and scheduled to publish. This not only helps loyal readers keep track of your writing but also helps in search engine rankings. While I theoretically knew all this, I had not gotten around to being this disciplined. Coming from some of the most respected bloggers and writers, it was a hard-hitting message for me. 
2. Keep it Conversational: Apparently, while we all like to sound erudite and believe that obfuscating points make them more interesting, it is not true. I pondered a while and realized that the blogs I like in my domain are all written in the simplest language without any loss of depth or impact. The first example that came to my mind was @AbhijitBhaduri ‘s blog! So, keeping it simple, using short words, and writing as if we were explaining a concept to a friend is a good approach to follow. 
3. Make it Authentic: In their various ways, each of the speakers emphasized this with Christoph Trappe making it the core of his piece. Of course to be authentic, it is essential to feel deeply and passionately about our domain of blogging. It is impossible to be authentic without being passionate. It also implies being vulnerable and open, considering readers as friends. A stilted and fake voice will neither get us loyal readers nor make us feel satisfied with our writing. 
4. Re-purpose Content: I often forget that I can use my blog post to create a SlideShare presentation, craft unique tweets or use the images for Pinterest boards. Re-purposing content across different social media channels in different forms not only ensures a wider and more constant reach but also addresses varied audience preferences and needs. 
5. Keep an Eye on the Headline: According to research, listicles are a great way to get attention for primarily three reasons -- 1) provide a container around content pieces; 2) make it easy for the readers to keep track, and go back and forth; and 3) make it easy to recall. While definitely not all my posts can have a title beginning “7 ways to…” and “9 things to keep in mind…”, it is an advice worth remembering. Headlines are very critical, especially in this era of content abundance and attention deficit. Headlines should clearly tell readers what they can expect from the post. 
6. Remember the 60-30-10 Rule: This specifically struck a chord with me. Christoph Trappe mentioned that successful blogging is defined by this rule of time and effort breakup – where 60% is devoted to creating authentic and original content; 30% should be given to listening and conversation because blogging is not a siloed activity; and 10% effort can be spent on sharing and linking on different social platforms. This is a good rule of thumb I intend to practice more consciously. 
7. Don’t be Over-Dependent on Social Media: Jeff Bullas emphasized the importance of focusing on search and doing keyword research for those serious about growing their readership. Good content is of course a must and a given. According to him, the power of headlines, images and email lists should not be ignored. I’m going to explore these one at a time and test for impact.

All in all, Day 1 gave me plenty of food for thought and action. I know consistency is going to be my key issue, with procrastination my Achilles’ heel. Look out for posts on the Day 2 Workshops and other unique moments. 

Demystifying Working Out Loud

“When people leverage collaboration platforms to contribute and to build relationships, that appeals to their intrinsic motivators of autonomy, mastery, and relatedness.” ~ Working Out Loud-Better for You; Better for the Firm

Working out loud has been steadily gaining popularity and has become a topic of conversation on many forums including the Facebook community of the same name. In the post 5 Gifts for the HR Department, John Stepper describes working out loud as a “different kind of talent program” writing, “as more employees work out loud, more of their work is visible along with public feedback on it”. Dion Hinchcliffe in What Are the Required Skills for Today’s Digital Workforce?, mentions working out loud as one of the “genuinely transformative new digital skills”, and as seen in the diagram below, it heads the list of critical skills for a digital workforce.

I have been writing about working out loud as a practice for some time now. Here are some of my older posts: Working Out Loud 101, 7 Strategies to Facilitate Working Out Loud, and Working Out Loud: Using the Tools We Already Have. In this post, I want to demystify working out loud and highlight the organizational as well as personal growth that accrues from the practice. I am a huge believer of the practice because I have experienced the effect first hand. It has helped me to develop my personal learning network (PLN) and enabled my PKM. However, individuals for whom it’s a seemingly new way of working are still beset by doubts, and some may even express outright skepticism. Given this context, I have tried to explain what #wol entails for those like me who might be trying to spread the approach, believe in the fundamental philosophy of transparency and open work, and wish to empower everyone with a simple yet powerful learning tool for self-driven learning.

First let me clarify what working out loud is NOT… It is not any of the descriptors given below:

• A tool/methodology to boast about oneself

•  A mindset that can stem from selfish interests

• An approach that implies networking for personal benefits

•  A methodology that can flourish under very controlling and hierarchical organizations

• A process to be mandated by management/supervisors/organizations with defined rules

I’m going to take a step back and examine the world we live in today and how the notion of work has changed. 

1. Work has become location agnostic; workplace is no longer defined by a brick and mortar building 
2. The 9:00 am to 5:00 pm notion of work is all but vanishing, at least for the knowledge workers 
3. The workforce today is not only globally distributed but also contingent giving rise to the notion of the extended enterprise 
4. The workforce is ubiquitously connected, networked, and mobile 
5. The ecosystem we operate in is volatile with rising complexity & ambiguity – the quintessential VUCA world 
6. Five generations are working side-by-side (often virtually) 
7. The baby boomers are retiring taking their tacit knowledge and experience with them 
8. We live in an age of information abundance but lacking in insight and wisdom; it is almost impossible to make sense of it as an individual 
9. Exceptions are the norms; making sense of exceptions require a coming together of cognitively diverse individuals 
10. Disruptive business models are upending traditional org structures

Demystifying #WOL: Some questions I have encountered when discussing working out loud in forums & conferences or with colleagues:

Q. Does working out loud need digital technology in the form of an online platform or tool?

Fundamentally, one doesn’t need any tool to practice working out loud. However, in an era of distributed, dispersed and global workforce, an online platform becomes a necessary connector and amplifier. It is perfectly possible to share one’s experience over a “lunch & learn” session; however, if that session can also be aired on Hangout, the impact is amplified tenfold. I would say that a platform that facilitates easy and seamless interaction, forming of groups and threads, a powerful search mechanism and a way to aggregate conversations across topics (#) would be ideal for working out loud effectively.

Q. Why should I work out loud when my immediate team sits right next to me?

Organizational silos form because we don’t know what the teams across the hallway are working on leave alone being aware of what other business units and divisions are doing. Thus not only do we lose out on diverse inputs and knowledge, we also proverbially reinvent the wheel many times over and feed into systemic inefficiency. An organization that shares openly –successes and failures, learnings and insights, explicit and tacit knowledge – learns faster, builds an ambient awareness and paves the road for serendipity. The practice of working out loud across and beyond the borders of a conventional org chart leads to a much higher probability of expertise location, talent discovery, innovation, cross-pollination of ideas, and a resilient and constantly learning organization. It is an excellent method for bridging those very gaps and silos – the white spaces – between the defined boxes of the org chart. To illustrate this, I have slightly modified Dion Hinchcliffe’s diagram (see below) to show how the process of #wol can benefit all of us – employees as well as the organization.

Q. It’s not natural for me to post whatever I want to say or think online. What are some of the compelling reasons that will make me do so?

Given this VUCA world, it is imperative for and incumbent on all of us to remain learning agile and relevant. A distributed workforce requires a digital platform for connect. When we refuse to acknowledge that the fundamental paradigms that defined organizations of yore have changed, we kill our chances of personal development and growth by continuing to operate in silos and with people who are cognitively aligned. We run the risk of suffering from a “frog in the well” syndrome and fail to see signs and symptoms of change. Today’s work requires us to collaborate with folks we have never met, often from the other side of the world. These call for an adoption of some fundamental digital skills of which #wol is one.

However, it is not all gloom and doom! While the practice may seem novel, it actually taps into the basic human nature of sharing, learning and collaborating – aspects of humanity that traditional organizations suppressed in the name of efficiency, economy of scale and productivity. What working out loud requires is for us to collectively go back to the days when we swapped stories sitting around a fire, the only difference being that the fire has been replaced by a participative medium like a social collaboration platform, communities of diverse individuals and a global mindshare. Just as we would not have survived as a species had our ancestors not swapped those early stories, our survival and relevancy as individuals and organizations today may well be threatened if we fail to tap into the wider network of diverse and global intelligence. A complex world requires collaborative and cooperative problem solving.

Q. I deal with sensitive information and data. Why should I post it for all to see?

First of all, the definition of sensitive information is changing as organizations morph from complete control and hierarchy into more flatter and networked organizations. Having said that, there may well be data like employees personal information that must be protected. Working out loud does not imply exposing sensitive information. #WOL is a lightweight way of doing open work, i.e., sharing one’s learning, asking questions, sharing resources you may have found useful and hope others will too. It is based on the fundamental principles of generosity, a growth mindset, leadership and a desire to build a purposeful network. The latter is one of the most profound and meaningful outcome of generously working out loud. Consistent practice leads to a network that is open, diverse and deep. The image below (came across it via the Facebook Working Out Loud community) captures these core characteristics succinctly and beautifully.

Q. I barely have time to finish my tasks; when will I share and work out loud?

Working out loud is not an extra activity we do over and above our regular work. It is how work will get done as digitization and globalization become driving forces. On an average we send out more than 30 mails in a day and receive ten times that number. If we pause to think, how many of those mails are in search of that elusive information, that particular PowerPoint presentation or that one person we know who has experience in the current problem scenario. The same ask posted on an open network is ten times more likely to throw up more relevant information at a much faster pace, reduce all the back and forth, and also help us to locate that expertise much more quickly. This reduced time and cost of coordination that #wol facilitates is one of the key drivers to practice the approach. We need it more than ever now – because we don’t have time. It is one of the ways to save us those precious hours while also building our network and meta-learning skills for the digital world.

Q. How will working out loud impact my professional development?

Working out loud enables us to practice and hone skills like reflection, synthesis, evaluation, online collaboration, co-creation and so on. No one will argue that these are invaluable meta-learning skills – especially in an era characterized by complexity and exceptions. Working out loud not only helps us to make our work visible to others in a way that they can find useful, it also helps us to build crucial skills. By sharing openly, we demonstrate generosity that invites others to share with us thus building a virtual cycle of giving and learning together. It wouldn’t be an exaggeration to say the practice of #wol lays the foundation for other skills depicted in the diagram on top – skills like building one’s PLN, becoming adept at digital collaboration and letting the network do the work. The diagram below summarizes the different ways that working out loud manifests itself.

  

"Digital Mindset": What is it All About?

"Digital mindset" seems to have become another buzzword--rather buzz-phrase to be grammatically precise--whenever the conversation (online or offline) veers toward social business, social learning, collaboration, and other 21st Century phenomenon in general. One of the oft-repeated reasons for the failure of Enterprise Social Networks (ESNs) in organizations is often attributed to a lack of "digital mindset" in the employees or leadership or both. It has become a specter looming over everyone's head. This post is an attempt to distill some of the skills/attitude/knowledge that possibly make up the "digital mindset". In an attempt to crystallize the skill sets, some of the finer nuances have been lost. It is also important to remember that there is no black and white distinction between digital and non-digital mindsets. It's a spectrum, and we need to move along the spectrum to make the best of the world we are in. The trigger for this post comes from a tweet-chat hosted by @WiproLPS with @bill_fischer sharing his insights on this topic. Unfortunately, I couldn't participate as I'd have wanted to but was lurking and following the stream. For those who missed it, here's the compiled chat in Storify. Thanks to @nidhisand for putting it together. 

As a precursor to my description of the defining characteristics of a digital mindset, here's a diagram created by Jacob Morgan--author of The Future of Work--encapsulating 14 Principles of the Future Organization. 

This diagram, by putting in perspective the characteristics of a workplace of the 21st Century, acts as a trigger to define certain qualities that everyone (employees, leaders, managers, partners, customers, and all other stakeholders) need to inculcate today. And these characteristics are what we term as "digital mindset". It's a way of being, an evolving philosophy. One of @bill_fischer tweets encapsulates the spirit of an organization that embodies the "digital mindset":

To substantiate my understanding, I also spoke to my daughter--a quintessential 23 year old--who juggles her education, projects and social life with apparent ease. Some of the insights gleaned from her adds depth to my analysis. I have noted down my cumulative understanding here. 

A "digital mindset" is not about using technology alone although that is a large part of it. While heralded by the growth and evolution of disruptive tech, it is characterized by a different perspective of the world. An individual with a "digital mindset" understands the power of technology to democratize, scale and speed up every form of interaction and action. Technology is playing a transformative role in virtually every domain today-- from IT and Telecom to Retail and Manufacturing. To cite an example: a 3D printer can reduce the design to prototype time dramatically while also allowing the flexibility to tweak the design as the model evolves (created). Technology is thus an amplifier. Having a digital mindset is the ability to grasp this spectrum of impact that the Network Era has on us and thus truly appreciate the futility of actions like knowledge hoarding for power, enforcing hierarchy, building siloed work environments, following old world processes, and such. The tweets by +Abhijit Bhaduri from the tweet chat synthesize the core qualities. 

I have tried to contrast the characteristics of the Industrial Era with the Digital. While it is obviously not always black and white, it's an attempt to delineate what differentiates this era from the ones gone by.

• Agile and adaptable - Agility here is more than just adapting to change. In the age of disruptive tech, we must be able to foresee and change before the need to change arises. Agility in this context encompasses the skill of being able to scan the landscape and ecosystem of one's domain of work, keep pace with what is happening at the edges, and evolve to remain relevant. In the digital era, this would mean being comfortable with technology, seeing change as an opportunity, and accepting the new ways of working without feeling threatened. It means a comfort with ambiguity that would have been undreamed of in the process-driven era of assembly line production. 
• Flexible about time and space: In a connected world where we are very often working, learning, and interacting with individuals across the globe as a normal course of life, time takes on a different meaning. We have to let go off a rigid definition of "work time" versus "personal time". We often complete personal work during the nine-to-five slot and collaborate with global colleagues post dinner to co-create proposals for clients. While many organizations still insist on office presence, it is becoming a thing of the past and anytime, anywhere work is becoming the mantra. What this means for IT, Cyber-security and other infrastructure-related challenges is a vast topic of debate and exploration. The emerging reality is that work and life are becoming one. Does this mean work will take over every bit of our time? It might if we let it. It also means we have to be excellent managers of time, have a clear vision of our life's purpose and devote time to what is important to us accordingly. It means taking full responsibility for all aspects of our life...
• Comfortable with ambiguity: In today's landscape, we are more often than not operating in the Complex zone of the Cynefin framework. I often refer to this sense-making model because it provides a simple yet powerful heuristic for evaluating where we stand in relation to other contexts. I have included the diagram below for reference:

When we operate in the Complex zone, we can only connect cause and effect in hindsight. Exceptions, unusual business models disrupting traditional ways of operating, disruptive tech with their emergent nature, all fall in the Complex category. One needs to be agile, adaptive, and vigilant to operate in this zone. 

• Taking risks and exploring: A digital mindset includes using technology as a tool for exploration. Possessing a traveler's exploratory nature and an innate curiosity to go beyond one's defined work role is a critical skill to have today. Complex, unknown work and exceptions cannot be captured by pre-defined Job Descriptions. Those who can seize the opportunity to explore and learn beyond the call of duty will be the ones who remain relevant, fearless in the face of change and bring value to themselves and the organizations they work for. The doors that a networked world have opened for us can be the playground. 
• Open to learning and collaboration: "Collaboration" seems to be the mantra of the era. Whether it is about remaining agile and connected to the edges or about completing a project, collaboration gets called upon. And along with it comes "collaborative learning". In the Complex zone, past experiences and expertise are not necessarily reliable predictors of the future. And an individual with a handful of frameworks and heuristics cannot make sense of the immensely complex and rapidly changing ecosystem. Innovating and creating value in this context require a coming together of cognitively diverse individuals who come with varied experiences and different ways of seeing. Collaboration is the only way to make sense in a complex world and define emergent practices that work. 
• Respectful of diverse perspectives: Collaboration alone won't suffice unless it is inclusive. Cognitive diversity is what helps us to make sense in the Complex zone. People thinking alike are unlikely to come up with innovative ideas when faced with an exception or an unknown challenge. It requires people with different mental models and holding divergent worldviews to do so effectively. Hence, a digital mindset has to be essentially open, respectful, and inclusive. This is perhaps one of the most critical ones and difficult to inculcate. We as humans are naturally prone to homophily and confirmation bias. Any person, idea or situation that threatens our preconceived and pre-held notions are usually met with defensiveness or evasion. A digital mindset essentially means going beyond the obvious and engaging in dialogues with different minds. 
• Connecting the global with the local: This generation has grown up with a uniquely global perspective. They didn't have to wait to acquire global experience through travel. It was all around them, brought to them by the power of technology in a uber-connected world. Thus, there is an innately greater tolerance, acceptance of diversity, and an overall inclusive attitude. And those still unable to grasp the implications of a global world find themselves left behind made unfit for a more open world. The digital era requires the ability to switch context between the global and the local and to understand how each impact the other. 
• Connecting through ideas: A critical digital is also the ability to build trusted connections with colleagues, communities and networks without necessarily any face-to-face connect. We often have a wide network of professionals and colleagues with whom we share a deep connect without having ever seen them. This is the era of connected ideas. We voluntarily come together and form communities and Personal Learning Networks (PLNs) because of our aligned passions, worldviews even though geographically we may well be worlds apart and mindsets. I have never met 70% of my most trusted and respected members of the PLN community and yet do not feel the distance. 

Hence, IMHO, digital mindset is not only about using technology but it is much more about changing the way we operate in the world, in our community and in our lives. It comes with its drawbacks but that is inevitable in a period of deep and hitherto unimaginable transition. The key is to remember that these characteristics do not exist in isolation. They are all interlinked and feed into each other. Someone who is open and collaborative is also likely to welcome diverse perspectives. It is a set of behavioral patterns that signify a digital mindset. It is about changing the lenses through which we view the world.

"Working Out Loud": Using the Tools We Already Have

While the concept of "working out loud" has been gaining popularity, thanks to the work done by thought-leaders like Jane Bozarth (Show Your Work), John Stepper (Working Out Loud), Austin Kleon (Show Your Work) and such, I still encounter bemused looks when I bring up this topic. I wrote about the strategies and benefits of working out loud earlier here and here. In this post, I want to break down the activities based on the tools/platforms we already have at our disposal, and often access on a daily basis. These tools are free, easy to use and accessible to all as long as we have a device (smartphone, tablet, computer) and an Internet connection. A bit more conscious thinking behind why, when and how we use these platforms can transform our daily meandering interactions into purposeful habits around learning, sharing and community building. This thought was triggered by David Kelly's presentation - Social Media, Social Learning, and Curation where he highlights the role each of the social tools/platform can play in our sharing and learning. 

Before I get into how each of the tools facilitate and inspire #wol, I want to highlight that the process of working out loud is not only restricted to synchronous sharing of what one is doing at the moment with a closed group or team. Working out loud ranges from specific, objective-driven collaboration (as in the case within project teams) to just sharing of thoughts and ideas with the wider social networks. The former leads to focused learning and the latter leads to serendipitous discoveries. These wider implications are brilliantly captured in the diagram by Harold Jarche below. 

The different elements of working out loud from sharing with purpose and leading with generosity to building relationships, engaging in visible work and learning are all achieved through thoughtful and generous use of the different tools. I have discussed each platform based on my usage pattern and preference; the order in which they are listed is not a reflection of the  tool's inherent quality or characteristics. 

Twitter: The trigger question, "What's Happening"? that Twitter greets you with is a great initiator to begin "working out loud". Summarizing what you are doing, learning, or being challenged by in 4~5 tweets of 140 characters each can be very useful in sharing it with the outer world and in putting one's work process and learning in perspective. Articulating a dilemma or a question or a learning adds clarity and often brings insight. These kinds of summation comes out of reflection - a key component in the learning cycle. Adding relevant (#) hashtags make the tweets easy to find later. In effect, it can act as a set of notes of one's day's learning aggregated and filtered via hashtags and shared with the broader world. Any response to the tweets brings additional insights and new  perception. The additional advantage is the ability to @mention individuals and thus share with definite folks or direct questions at specific individuals. Working out loud on Twitter therefore has dual advantage of collaboration & cooperation as well as the ability to seek direct help. Small working out loud circles can use Twitter effectively through facilitated tweet chats as well. It may require a facilitator to add cohesion and keep the live conversation on track. 

When is it most useful to use Twitter?

Sharing and #wol on Twitter is most useful when one is engaged in the activity -- it can be a project, a subject/skill/topic one is trying to master, a client challenge or any other activity. Sharing on Twitter encourages synthesizing the work in micro-chunks, reflection and collaboration. Because of it's byte sized updates, Twitter encourages live conversations and exchanges -- a hugely advantageous aspect of #wol. 

LinkedIn: It's a professional networking platform that offers various collaboration and sharing features like "Share an Update", "Upload a Photo" or "Publish a Post". While it's not a platform where one may be comfortable sharing updates regarding semi-complete work-in-progress projects or the day's challenge, it still offers possibilities of reaching out to a wide network of experts and professionals across different domains. LinkedIn's Group feature offers interesting #wol possibilities since these can be kept Open or Private as per the group's objectives. Creating private groups can help to eliminate inhibitions around sharing and create a safe environment. A group facilitator can channel discussions and encourage participation. Since LinkedIn is a professional network, trolling is likely to be controlled. The "Publish a Post" feature encourages thoughtful sharing around one's area(s) of expertise and passion. Since it's primarily a professional network, this also builds credibility, enhances your brand, and becomes a one point of reference to showcase skills and experience. Other professionals in the same field stand to gain from your sharing and you can come to be perceived as a thought-leader in the space. 

When is it most useful to use LinkedIn?

LinkedIn is most useful when #wol has been given some time to crystallize such that the sharing is more cohesive and holistic. It might encompass the entire process one followed when managing client expectation or the approach one took to learn about sketch-noting and implement the learning. Abhijit Bhaduri's post, Want To Improve Listening Skills? Try Sketchnotes is a great example of the latter. After reading the post, I have a better sense of how to approach sketchnoting, a skill I've been trying to pick up for some time. 

Facebook: While the platform gained traction as a social networking site where individuals find and stay in touch with lost friends and far-flung family members, I see it increasingly being used as a learning and sharing platform by various groups including passionate photographers, wildlife lovers, travellers, artists and such. Facebook invites its users to "Update Status", "Add a Photo/Video" or "Create an Album". Any or all of these features can be used to share what you are doing, seek other's help or just be a good community member and share one's learning. Facebook Groups are large communities where people are already working out loud in their varied areas of interests and sharing tips ranging from which lens to use when doing macro photography to where one might buy/hire such a lens. The group features encourage #wol in various ways as highlighted in the image below. 

The ease with which a group can be set up and content shared and discussed is a key to attracting users. As is evident, this #wol group set up by John Stepper is not only encouraging everyone to discuss what they think but is also helping to build a community around the concept and build it into a practice. It is therefore quite easy to see how #wol can have far-reaching impact beyond just sharing what one is doing at the moment - it enables skills like reflection, articulation of ideas, building of a personal learning network (PLN), managing one's learning (PKM), and connecting with similarly passionate people across the globe and thus build a learning community of cognitively diverse individuals.  

When is it most useful to use Facebook?

This is a platform that is perhaps most often used by the majority. Because it allows easy uploading of videos, images and text updates, Facebook can be used for any kind of #wol. For team level sharing, there can be private groups. For broader community building, one can have open groups. It is easy to add other interested individuals to the groups and thus build a community gradually. 

SlideShare: Presentations are a great medium for visually capturing complex thoughts and ideas. Synthesizing abstract concepts or showing a process via a presentation and posting it on SlideShare can be a very powerful means of sharing. Designing a presentation calls for multiple skills: visual representation, content design, pattern making and story telling. These skills are advanced meta learning skills that require consistent practice and effort. Crafting a presentation to share on SlideShare once a month or so can be an effective #wol habit that not only communicates your ideas to a wider audience but enhances your processing and meta-cognitive skills. I have tried to combine a couple of blog posts into these presentations: L&D Re-imagines - 21st Century Workplace Learning and Community Management - Towards a Learning Organization. 

When is it most useful to use SlideShare?

It is most useful when you want to capture your ideas in a cohesive flow and make it easy to assimilate at a glance. While it is possible to add comments to presentations on SlideShare, it is not a platform for conversation. It is more suited for sharing of well-thought out ideas in an engaging format. Since SlideShare users can Like, Share and download the presentations, it is best to make each presentation complete in itself. Thus, in contrast to the fast-paced, real time, informal sharing on Twitter, SlideShare requires a more thorough output. 

Pinterest: This can be a unique #wol space which uses the visual medium in powerful ways. Pinterest allows one to create Boards around topics. Within each topic, a user can collate images as Pins which can be shared with a broader network. You can also pin images from other people's boards to your boards, thus creating a rich network of images created/curated around specific topics. I find various boards on topics as disparate as social business to visual thinking very useful. Boards by Sunni Brown or Abhijit Bhaduri on sketchnoting and visual thinking are great learning tools for me. While on immediate thought Pinterest may not seem like a #wol tool, it can be used very effectively as one. It is primarily a curation and aggregation tool that lets you curate images/photogrpahs, infographic, diagrams and models around a topic. It is easy to share the link to your boards or specific pins. Here are the links to a couple of my boards: Future of Work and Content Curation. 

When is it most useful to use Pinterest?
When you have a collection of images (either created or curated) that can be grouped into topics, Pinterest comes in handy. Here is a Pinterest board on using Pinterest effectively. 

Finally, for those keen to begin working out loud, here is a You Tube video by Helen Blunden (@ActivateLearn) called Have I been Working Out Loud? that provides a practitioners' take on the topic. 

7 Strategies to Facilitate "Working Out Loud"

I spent the greater part of the weekend mulling over the practice of working out loud, what makes some folks adopt the habit with ease while others struggle, and what could be some of the possible enabling factors that support working out loud. The more I thought about it, the more it seemed to me that it is one of the fundamental blocks of building a community of practice. A community grows around a domain where practitioners share their insights, knowledge and doubts, the work processes. A community grows through conversation, collaboration, and showcasing of work in progress. Community members learn together, share feedback, take onus of building the domain. Explicit and tacit knowledge gets shared. Take Linux or the GitHub community for example. Talented coders and developers come together to learn, share and co-create. The more evolved and engaged a community is, the more it acts like a "talent magnet". Even as I was mulling over and revisiting my old posts on the importance of communities, serendipity struck. I came across this post by +Abhijit Bhaduri - Talent Communities Must Go Beyond Hiring. Organizations like Google and Apple have become such talent communities attracting the best of the best in their areas of expertise. 

Today, most organizations are caught between the crossroads of traditional training (top down sessions, expert created content, L&D owned programs) and the modern workplace learning practices reflective of networked learning, collaboration and cooperation, user-generated content, ongoing conversation and debate, open feedback and transparent sharing. If we critically examine the characteristics of networked learning, it becomes evident that these are also qualities that foster and enable communities to thrive which in turn pull creative, passionate individuals to the workforce. As Bhaduri points out in his post, communities have always attracted talent. The spirit that drew writers and thinkers to the smoke filled iconic Coffee House of Kolkata is the same spirit that draws people together in communities. 

The fundamental characteristics of individuals who formed these communities were their willingness to share their thoughts, view their ideas, express half-baked opinions and begin conversations - in short, working out loud or "showing their work". This begs the question - how does one inculcate the habit of working out loud and inspire the passion so that people will want to continue doing so. I blogged about Getting Started with Working Out Loud. In this post, I want to focus on the support and environment needed to get people started. I am going to continue using the Coffee House analogy here and there.

What Makes Working Out Loud Easy

1. Safe environment - How comfortable do people feel sharing their doubts and half-baked ideas? Is there fear of ridicule? Given that the organization culture encourages sharing and transparency, it still takes some effort to create a community space that is safe. This is where a community manager can be indispensable. S/he can be a coach and mentor helping people to get started with working out loud, keep the community space free of trolls, and connect individuals to each other and to relevant content/discussions/groups. When individuals see others (especially those in positions of authority and leadership) revealing their vulnerabilities and fears, a safe place is automatically created. It encourages deep conversations, honest feedback and authentic support.

2. Inspirational role models - There are always a few early adopters and trend setters. These individuals are not scared to take a leap and start something new, no matter how silly it may seem to others. They are not afraid to seem weird. However, typically this forms a small percentage of any employee base. The majority prefer to wait and watch before jumping onto the bandwagon. They wait for approvals. The latter need strong role models whose behaviour they can emulate, whose successes and failures are out there for all to see. Each organization will need to find a handful of such people who will demonstrate the habit of working out loud fearlessly for others to follow, who will be the champions. If these happen to be from the senior management, so much the better. 

3. Meaningful conversations - Most often, organizational learning gets locked up as a conversation between 2 or 3 people in their inboxes. When these individuals leave their organizations, they walk away with their tacit knowledge. Their inbox is deleted. The exchanges are lost. The same conversation practised in the open not only invite wider participation, diverse thinking and contribution but is also of immense benefit to others. The organizational hive mind gets captured, context is built and conversation takes place. We all know that true learning takes place through dialogues. 

4. Easy entry and participation - In Coffee House, participation amounts to pulling up a chair at the table of choice, ordering chai and perhaps the ubiquitous cutlet to accompany the discussion. Some folks at the table would know you and some wouldn't. Introductions get casually made. What matters is the participation and the contribution. In the online world, this ease can be created by a community space or platform that is easy to access, like Twitter or Yammer. Some help from a community manager in the case of an enterprise community is helpful. Organizations looking to inculcate the practice of working out loud in their employees will need to provide the support, perhaps with L&D acting as facilitators. 

5. Beyond information sharing - "Working out loud" is not about sharing information. That can be better achieved via reports, datasheets, and meetings. It is about providing the context to the information, the exceptions to the processes, the failed attempts and successes. It's about sharing "how" one arrived at the outcome, not only the "what". When the moving parts, the complexities and the exceptions are openly discussed, conversation automatically happens. People get an opportunity to chime in with their opinions, experiences and solutions thus leading to innovation, co-creation of new knowledge and a better informed community. This kind of sharing is generative leading to improved organizational know-how. 

6. Thinking cooperation - One of the objectives of working out loud is to share our work in progress, show the "how" we do it rather than only the what, and expose the processes behind the outcome. However, we expect and seek responses to what we share. The reality is this may not always happen, and at least not instantaneously. Jeff Merrell makes a very valid point in his post Working Out Loud Lesson: Ignore the Network:

"We write with the full expectation that the network will respond. That’s supposed to be the value of the network, right? It gives us something when we give it something.But I’ve just found that the network is fickle. And I am ok with that.By definition, serendipity happens by chance. If it were predictable it would be no fun."

That is the crux. It is easy to lose motivation when no one responds. However, we never know when serendipity will take place. It is about being consistent, about showing up and sharing. Apart from anything, working out loud is a valuable self-reflection and learning tool. And cooperation is the key. 

7. WOL is a Mindset, an Attitude - Working out loud is not dependent on an individual's savviness with various social sharing platforms. It's a mindset. We can all remember classmates who willingly shared how they had worked out a math problem and those who wouldn't. WOl comes from the same attitude of sharing with the intent of helping others learn from what I know and the mistakes I've made. As Nigel Young aptly writes in his post, When Working Out Loud isn't Really WOL:

WOL…is a practice and I do this in the office, on my whiteboard, in the collaborative tools I use and even when I speak (I've been known to form new ideas, change them and take new directions whilst actively involved in conversation).  This comes partly back to my previous point that WOL is an attitude and partly down to the fact that the media for sharing and collaboratively working is less important than the action.  

Finally, here is a check-list from Austin Kleon from Show Your Work: