Wietske Van Osch, Ph.D.’s Post

I love the research Wietske Van Osch, Ph.D. and her team are sharing! 🔥 This is a great report that breaks down the different types of users of digital collaboration platforms, and challenges community teams to think more about the type of content and interactions that contribute to an engaging community. (Hint: lots of posts doesn't necessarily equate to great engagement.) How do you help promote the types of behaviors your team wants to see? The report offers some suggestions, including having community managers "take on the more important role of ensuring that sharing knowledge — as opposed to self-promoting or reputation building — gets the attention it deserves." How are you measuring the engagement and vibrancy of your community? #Community #DigitalWorkplace #Collaboration

Collaborate, Share & Engage: The Key to Enterprise Social Platform Success In the ever-evolving landscape of corporate Knowledge Management (KM), business leaders should be aware of its critical role in organizational success. A strategic investment in a knowledge-sharing culture significantly enhances employee engagement, productivity, and innovation. However, as crucial as culture is to the success of KM initiatives, it has also been one of its greatest barriers. In a world where the norms of commercial social media have permeated every aspect of life, its deleterious impact on corporate knowledge sharing has been noted. In a recent MIT Sloan Management Review study, authors Burcu Bulgurcu, Wietske Van Osch, and Gerald Kane explore the dynamics of enterprise social platforms in the age of remote work. They challenge the common belief that a lack of contributions hampers these platforms, highlighting instead a more significant issue—the widespread deficiency in engaging with shared knowledge, influenced by public social media norms hindering the creation of true knowledge-sharing communities within enterprise platforms. The study categorizes users into four types, each representing crucial motivations in knowledge management: Accelerators (5%), who prioritize reading and active contribution; Broadcasters (10%), focusing on self-promotion and effective data management; Champions (55%), highlighting team successes for a culture of continuous improvement; and Observers (30%), connecting with knowledge to stay informed, aligning with the importance of remote work dynamics. Recognizing diverse user behaviors is vital for cultivating a vibrant knowledge-sharing culture. Managers should avoid the misconception that high contribution levels equate to an active knowledge community. Success lies in promoting generalized reciprocity, where users engage with shared knowledge as much as they contribute. Proactively shaping platform dynamics and emphasizing knowledge sharing are key to sustained organizational benefits. To unlock the full potential of enterprise collaboration platforms, organizations need to go beyond simplistic engagement metrics. By acknowledging user diversity, managers can implement tailored strategies for building a vibrant knowledge-sharing community. The crucial question arises: Can organizations break free from the influence of public social media norms and create a culture where users engage with shared knowledge as actively as they contribute? #KnowledgeSharing #CollaborationPlatforms #MITSMRInsights #PlatformEffectiveness #KnowledgeManagement #InnovationCulture #EngageWithKnowledge

Earlier this year, I conducted a study on how social networks impact employee performance within organizations. Social networks aren’t just limited to the online platforms we know; they exist within workplaces, influencing everything from communication to collaboration. Understanding these networks gives valuable insight into who the key influencers are, where knowledge flows, and how teams function. By leveraging data such as IMDb Crew Data (used in my study to track collaboration patterns in movies and TV shows), organizations can gain a clearer picture of how employees connect and how those connections impact performance. The research demonstrated that employees who have more connections in their network tend to perform better, and cross-functional networks (those that bridge different departments) drive innovation. But why does this matter for your organization? The insights from social networks help identify bottlenecks, collaboration challenges, and opportunities for development. By fostering a culture of knowledge sharing and strong interpersonal relationships, you enhance both team cohesion and performance outcomes. Data reveals a lot about how people interact and how these interactions affect performance. For example, are certain employees consistently collaborating with others on key projects? Are there communication silos that could be broken down to improve innovation? These insights can drive decisions on employee engagement, team dynamics, and leadership development. As part of this research, I also designed a poster using R Studio to visualize the social network data, showcasing how various connections impact overall team performance. Below is the social network visualization, which demonstrates key relationships and collaboration patterns within an organization. By analyzing these underlying social networks, organizations can create an environment where employees feel connected, valued, and empowered to perform at their best. The power of social connections is undeniable—let’s use data to make it work for your team! #HRTech #DataAnalysis #Rprogramming #SocialNetworks #TheReconciliationMinister

What’s the secret to virtual leadership and why do so many managers have a problem with it? Especially four years after being forced to adopt it? Many don’t approach leadership like an online community manager would. They place tasks and checkins over constant communication updates between the team. This is another way that many of us old school social media community managers parlayed our group admin skills into modern day leadership for the 2020s. And people still think social media skills are worthless? Anyways, I digress. Here’s the issue: as long as you as a senior leader tries to cover ground with lots of 1:1s and face to face meetings, you’re gonna struggle to keep up. This is good for in person settings or hybrid environments but when you have a team all over the world and remote? Gotta approach it like you’re running an online group. Group and community communication helps with SCALE and SPEED. It’s also grassroots. Problem in the org? You’ll find out immediately instead of waiting for it to come up the levels of hierarchy. This style means providing leadership where you overcommunicate your availability and communication preferences to the team and welcome day-to-day contact from employees. It’s a flat org by design which allows for a speedier business. This method helps to provide clear goals and objectives, motivates team members, approaches most parts of the business with transparency, and facilitates open conversations about engagement and wellbeing. Wellbeing is a huge metric in online communities. Everyone helps lift everybody else up. This is why you join an online community where you’re always learning and leave those filled with toxicity. Conversations are constructive. The two main metrics? 1. The physical/emotional/mental focus of everyone and their work and then 2. The health of the business. If you invert these, you’ll never succeed. People should always be the priority. You take care of them, they’ll take care of the business. (h/t Richard Branson) As long as leaders still use old school physical office communication tactics in a virtual world where you have to hunt them down, ask an admin for their time and they are basically absent outside of the occasional conversation, then the orgs they lead are probably going to keep getting the slow to no results.

I've been reflecting on a fascinating HBR article about "Collaborative Overload," which struck a nerve. The researchers found up to a third of value-added collaborations come from just 3-5% of employees. Think about that for a moment. We're burning out our most valuable collaborators. It reminds me of Star Trek's Kobayashi Maru, the infamous no-win scenario. Modern organizations face their own version of this impossible challenge. The article brilliantly captures how collaboration has become both our greatest strength and our most insidious productivity killer. In my view, Fear Of Missing Out (FOMO) is the real enemy. I see this play out daily at Unity Environmental University. Our most capable team members are pulled into every initiative or decision point. The HBR research validates what many of us have felt in our bones - this isn't sustainable. They found that the most in-demand employees can spend a staggering 80% of their workday just responding to others' requests. Looking ahead, I'm planning to experiment with what the article calls "redistributing the load." This means identifying our collaboration bottlenecks and actively redirecting requests to other capable but less tapped resources in a three-tiered system. The researchers suggest this could free up 20-35% of collaborative time. I am hoping to overhaul our approach to: 1. Map our collaboration networks to identify overloaded nodes 2. Create clearer escalation pathways that don't always lead to the same people 3. Set standardized expectations around response times and availability But here's what makes this a true Kobayashi Maru: we can only dial back collaboration by risking innovation and team cohesion. Like Kirk, we need to change the rules of the game entirely. The article suggests that the solution isn't less collaboration - it's smarter collaboration. This means being more intentional about who we pull in, when we pull them in, and how we leverage their expertise. When we launched our new Distance Education Subsidiary in 2016, instead of our usual "all-hands" approach with 50+ stakeholders weighing in, we streamlined to just seven key decision-makers. Surprisingly, we moved faster and got better results, growing the university over 10X in enrollment. The fear of missing out on meetings isn't serving anyone, as not every meal needs all the ingredients to be delicious. But here's the real kicker, and what makes this a true Kobayashi Maru: No matter how well you thread this needle, someone will be unhappy. Some team members will feel isolated, others overwhelmed. That's not a failure of the system; it's a sign that you're pushing the boundaries of conventional wisdom. What struck me most about the HBR piece was that it isn't just about productivity but sustainability. We're not just protecting time; we're protecting our most valuable asset: our people's energy and creativity. What's your take?

Need help to stay motivated while working remotely? This "lab" concept could be your solution! It's a structured collaboration setting where people with similar roles give each other feedback on projects. I love the idea of social accountability. Getting valuable insights from colleagues who understand your challenges is a game-changer. The article mentions two strategies for designing an effective "lab": 1. Build community: lab members meet weekly in person to share a two-minute update about their work the previous week. 2. Leverage synchronous feedback: instead of traditional presentations, lab members prepare a document that everyone reads together during the meeting. This eliminates the need for advance work and allows for immediate feedback using tools like Google Docs. This efficient process can lead to stimulating discussions and creative solutions. Overall, this article provides brilliant tips for leaders on creating hybrid work environments that promote intellectual stimulation, collaboration, and, ultimately, more creative outcomes. Intrigued? Read the full article for more details!" #collaboration #kellogginsight #kelloggleader #hybrid

Do you know what you're talking about? #51 Internal Social Networks: Elevating Business Connectivity & Collaboration 🌐 ISNs are digital platforms for employees to communicate, collaborate and share information within a specific organisation. They serve as private, virtual spaces for team interaction, insights and community building. 🤝 Key Components of Internal Social Networks • User Profiles 🧑💼: Employees create personalised profiles, enhancing visibility and making it easier for team members to connect based on expertise and roles. • Activity Streams 📈: Dynamic feeds display real-time updates, posts, and relevant content, ensuring that employees stay informed about ongoing projects, announcements, and discussions. • Groups & Communities 🤹♂️: Segmented spaces allow employees with common interests or working on similar projects to collaborate efficiently, fostering a sense of community within the larger organisation. • File Sharing & Collaboration Tools 📎: Integration with collaborative tools enables seamless sharing of documents, fostering efficient teamwork and reducing the friction associated with traditional communication methods. • Messaging & Chat Features 💬: Real-time communication is facilitated through instant messaging and chat functionalities, streamlining quick exchanges and enhancing responsiveness. Importance of Internal Social Networks for Business Owners • Enhanced Communication & Connectivity 📡: ISNs break down communication barriers by providing a centralised platform for employees to engage, share ideas, and stay connected. This fosters a sense of unity, especially in large or geographically dispersed organisations. • Knowledge Sharing & Collaboration 🤝: Through collaborative features, ISNs encourage the sharing of expertise and knowledge. This accelerates problem-solving, innovation, and project development, leading to more agile and efficient business operations. • Employee Engagement & Morale 🎉: A vibrant and interactive internal social network contributes to a positive work environment. It encourages social interaction, recognition, and team-building activities, ultimately boosting employee morale and satisfaction. • Onboarding & Training 🚀: ISNs serve as valuable platforms for onboarding new employees and providing ongoing training. The accessibility of information and the ability to connect with colleagues eases the integration process for newcomers. • Centralised Information Hub 🗄️: ISNs centralize important announcements, policies, and updates for easy employee access, reducing miscommunication and missed updates. • Employee Feedback & Surveys 📊: ISNs allow for feedback from employees, which is valuable for understanding sentiment and areas for improvement. . ISNs connect employees, foster collaboration, and enhance the work experience for businesses. Invest in them for a more cohesive and innovative culture.. 🌟 #searchmarkets

Are You Struggling With Team Collaboration for Social Media? Discover Secrets to Boost Your Success Now! Team Collaboration for Social Media: Secrets to Success Are you and your team struggling with social media collaboration? Do messages get lost in the shuffle, or are you just not on the same page? You're not alone. Many businesses wrestle with these challenges, especially in the fast-paced digital landscape. That’s where team collaboration comes into play. Effective collaboration for social media is crucial for boosting engagement and driving conversions. Let’s dive into how you can elevate your team's collaboration game. The Hurdles in Team Collaboration for Social Media First, let’s get real. Miscommunication can derail even the best social media campaigns. Imagine this: your team is buzzing with ideas, but you’re missing key points in conversations. Frustrating, right? Next, there’s the lack of coordination. When everyone is working in silos, it can feel like you’re trying to row a boat with one oar. Lastly, information overload is another sneaky hurdle. With heaps of content pouring in daily, it’s easy to drown in the sea of data. You need to be smarter, not just harder, about your approach. Best Practices for Effective Team Collaboration on Social Media Now, let’s talk about solutions. Here are some best practices for making your team's collaboration effective: 1. Utilise Communication Tools 2. Leverage Social Media Management Platforms 3. Embrace Collaboration Platforms 4. Adopt Project Management Techniques 5. Establish a Content Calendar 6. Create Clear Guidelines 7. Encourage Feedback The Benefits of Team Collaboration on Social Media Now that we’ve covered practices, let’s explore why all this matters: 1. Increased Productivity 2. Improved Communication 3. Enhanced Teamwork 4. Better Social Media Engagement A Creative Story on Collaboration I once worked with a team that relied heavily on email. Over time, threads became chaotic, and no one knew the latest updates. By shifting to Slack, not only did we cut down email volumes, but we also created dedicated channels. This small change turned our disjointed efforts into a symphony of collaboration. Building a Collaborative Culture in Your Team Effective collaboration in social media isn’t just about using the right tools; it’s about cultivating a collaborative culture within your team. When your team members feel empowered and connected, they produce remarkable results. Fostering a Collaborative Mindset Encouraging an open mindset begins with leadership. Celebrate team achievements, encourage cross-training, promote adaptability, and create a safe space for ideas. The Road Ahead As you focus on enhancing collaboration within your team, remember that the process takes time. Consistency is key. Take the leap today to transform your team's social media collaboration into a well-oiled, high-performing machine. Click on Upflex Digital to visit the website.

Unlocking #Growth Through #Collaboration: Embracing #CollectiveLearning in the Business Landscape   Today, competitive success hinges on the ability to harness the power of collaboration and collective learning. By breaking down silos and fostering open knowledge exchange, organizations can unlock a wealth of potential, driving innovation, enhancing problem-solving, and accelerating growth. This shift away from isolated, department-centric approaches signifies a paradigm change in how businesses approach knowledge acquisition and utilization. #Collaborative learning, facilitated by the digital age, #empowers organizations to tap into a network of diverse perspectives and expertise, igniting creativity and propelling them towards new heights. In today's digital age, silos are the enemy of innovation and growth. Imagine a world where: - Marketing teams across departments brainstorm together: They leverage collaboration platforms like Slack and Microsoft Teams to create ground-breaking campaigns, drawing inspiration from each other's successes and experiences. - Sales reps share #bestpractices in real-time: They connect through online forums and social media groups to learn from high performers, share leads, and close deals more effectively. - Tech teams from different companies collaborate on open-source projects: They utilize platforms like GitHub to contribute to cutting-edge technology, accelerate development, and stay ahead of the curve. - HR departments across industries share insights on #talentmanagement: They participate in online communities and conferences to discuss trends, best practices, and strategies for attracting and retaining top talent. - Executives from different companies come together to tackle industry-wide challenges: They leverage platforms like Zoom and webinars to share ideas, collaborate on solutions, and drive positive change within their respective sectors. These are just some of the ways collaborative learning is revolutionising the corporate world. By breaking down silos, businesses can: - Boost #innovation: Diverse perspectives lead to more creative solutions and ground-breaking products. - Improve #problemsolving: Collective intelligence helps tackle challenges faster and more effectively. - Increase efficiency: Sharing resources and best practices reduces duplication of effort and saves time. - Enhance #decisionmaking: Data-driven insights from various departments lead to informed and strategic choices. - Promote a culture of #continuouslearning: Sharing knowledge and experiences fosters a growth mindset within the organization. Are you/your organization a part of the collaborative learning revolution in the corporate world? Or are you looking forward to embrace this way of collective learning? Share your experiences, challenges, and questions in the comments below. Let's learn from each other, grow our businesses together, and dominate the market! #manavspace #knowledgesharing #manavaani

Today's workers find themselves engaged in *twice* as many collaborative teams as they did just five years ago. In light of this change, organizations must adapt their approaches to collaboration. Some ways to do this: 1.) Invest in flexible tools and platforms. 2.) Cultivate inclusive cultures that encourage open dialogue for all. 3.) Emphasize adaptability across all aspects of operations. #Collaboration #DigitalTransformation #ChangeManagement