I spent most of last week in Vancouver for product meetings and TELUS team focused sessions. On Day 2 of our Performance Culture sessions, Jocelyn Berard (VP Leadership & Business Solutions International at Global Knowledge) sat with us to talk about leadership and influence.
The session was inspiring, but the big aha moment (or a-ha moment?) for me was a quote he shared from a physician placed in charge of a hospital. When asked what made a physician a good leader, the doctor suggested that before you can lead physicians, you need to prove you actually are a good physician.
The concept of being an expert before becoming a leader is something concerning in today’s world. Technology provides everyone a platform for thought leadership (undoubtedly, sharing ideas and theories helps progress leadership and collaboration at the speed of fiber optics), but it also changed the job description of most HR professionals. We are no longer expected to simply understand benefits and hand out forms; we are essentially tasked with being technology champions (for anyone that’s seem their organization migrate HR process to the cloud, we can commiserate over a drink) and solution architects in addition to any traditional expertise our roles might require.
We are constantly asked to display our knowledge and establish trust with the people we help on a daily basis, and as a result we need to be equal parts visionary and subject matter expert. We are not just asked to teach people about our tools, but how to use them most effectively. In simple terms, if we can’t help people how can we lead them?
Over the last year, my role has switched from big picture visionary to task based efficiency. Truthfully, I’m okay with that. If we are asking employees to change how they work, why they work and also learn how to use tools to help execute on either transformation, as an HR professional, I need to be able to help when questions are asked. At TELUS, three of us are tasked with promoting JAM (our social hub) and collaboration. We’ve spent the last few months creating demos, providing tips and tricks and hoping to show employees how social collaboration can improve business efficiency and drive results.
Over the next few weeks, I’m going to share a few of the tips here. Ideally, people will read these tips and want to share their own. Mine will be focused on JAM, but collaboration is about capabilities, not tools.
Sharing targeted content in Jam
One of the biggest complaints we get from our users is that there is just too much information being shared. The feeds move faster than they can process/digest, and groups become unruly within weeks. You often hear that too much collaboration is a problem that most orgs would love to have, but in reality, too much content is as scary as not enough content for many users.
To help “promote” relevant content, you can use the Featured Content option, but that is a very manual and restrictive process. If you use the Featured Content (or any of the default settings), you cannot feature specific, user generated content over time. Instead, we made the decision to filter content widgets by hashtags. Using the hashtag is an incredibly easy way to promote content that aligns to key corporate objectives or is timely and appropriate (for example, we leveraged the hashtag for our career development process and yearly objectives to coincide with the deadlines for both).
In most cases, your Content widgets will be filtered by type. Whether you chose “Featured”, “Last Updated”, “Most Viewed” or “Most “Liked”, you are basically locking into a singular strategy for content promotion.
You are either leaving the decision to the group admin (featured content) or the voice of the crowd (any of the filters that rely on views or updates). In this example, our Content widget is filtered to display the last five documents (this includes a video, pptx, image file, Jam poll and a wiki page) that were updated within this specific group.
Using hashtags allows you filter the content displayed but still leverage the voice of the crowd. You can surface documents based on key topics, but allow update date, likes or even views determine what documents get highest priority. In this example, we want to showcase any content applies to leadership. By adding the hashtag “leadership” to the Content widget, we ensure that only users will only see content that has been tagged appropriately.
To add the leadership hashtag:
- Click Edit to switch your wiki page into edit mode.
- Navigate to your Content widget.
- Click the Edit button.
- Type “leadership” into the Filter by tag text box.
- Click OK.
When the page reloads, you can see that the Content widget now only displays the content that has been tagged.
Instead of five documents, you only see three. Essentially, the group admin has determined what topics are most important to the group, but allowed the group to determine what content is most effective or important.
Hopefully this tip will help you streamline the user generated and social content and provide a more tailored and effective environment for your group collaboration.
If you have any strategies you’d like to share, please leave links or comments.