How is it that firms cannot train managers to train people to manage people and communicate to make them successful managers. How is it that we get to the point where we are asking questions like the above without thinking about why we are even asking that question to begin with?

I really liked this post, Phil. The confusion between hearing and listening is so easily rectified and so powerful to those that need to be heard.

Thanks for looking through these for me. I am excited to use these in class to see if we can improve the application of strategic planning inside organizations.

Take care,

I think your scenarios look fine to me. You provide enough circumstances that everyone should be able to identify with at least one or more of these situations. I also like that you kept it vague enough that it will really make the students think.

I wish you well. I loved my time spent at PCBS.

Todd Carr

Thanks for the feedback! The leadership challenge of a socially engaged enterprise is by far the most difficult factor in the social transformation of an organization. It is truly because of this challenge that I wrote this post. The first step in effecting change at the leadership level is getting the leadership team to fully understand what social media / networking is and is not. Then and only then can we begin an informed conversation about how it can benefit the organization both internally and externally. Social media is not ‘something for everyone else’ in the company but the leadership team. Instead leaders need to understand that they are the key influencer of the tone, purpose and effectiveness of the organization’s social voice. Once they understand this, they can move away from the fear of not being able to control the conversation. Then and only then can leaders begin the transformation.

The best way to get this awareness into their leadership literacy is to engage LAG in the social transformation process as early as possible. We have been very successful in helping corporate leadership teams take this first step. We have a short workshop specifically designed for leadership teams that brings social media into focus on the leadership and corporate culture levels.

Thanks again for the feedback! I like the quote you mention too! But then, I coined the phrase myself. (shameless plug!)
Karl

Thanks for the feedback! The leadership challenge of a socially engaged enterprise is by far the most difficult factor in the social transformation of an organization. It is truly because of this challenge that I wrote this post. The first step in effecting change at the leadership level here is getting the leadership team to fully understand what social media / networking is. Then and only then can we begin an informed conversation about how it can benefit the organization both internally and externally. Social media is not ‘something for everyone else’ in the company but the leadership team. Instead leaders need to understand that they are the key influencer of the tone, purpose and effectiveness of the organization’s social voice. Once they understand this, they can move away from the fear of not being able to control the conversation. Then and only then can leaders begin the transformation.

The best way to get this awareness into their leadership literacy is to engage LAG in the social transformation process as early as possible. We have been very successful in helping corporate leadership teams take this first step. We have a short workshop specifically designed for leadership teams that brings social media into focus on the leadership and corporate culture levels.

Thanks again for the feedback! I like the quote you mention too! But then, I coined the phrase myself. (shameless plug!)

Karl