Every year of the Digital Age produces exciting new technologies, bright industry superstars, and the purported decay or demise of some hereditary company, platform, or application that (in an earlier time) we previously could not live without. The only constant is change, as somebody probably said at some point while playing Space Invaders on his Commodore 64.
Even in the B2B world, where traditional ways of selling still reign supreme and early adoption is a dirty phrase, this past year has been one of evolution and innovation. In particular, there has been explosive growth in the use of digital technologies and social media for sales, marketing, and communications. The challenging business climate of the past couple years has resulted in very sharp marketers who know how to do more with less, always a key digital/social strength, and the improving economy has now created even greater opportunities for smart technology-driven initiatives.
This constant change is what excites me about 2011. Trends that are just now sprouting will blossom and grow in the coming year, and B2B marketing professionals will be in an excellent position to help clients leverage these evolving memes into sound business strategies for growth and market expansion.
Here are some of the things I look forward to in 2011:
Mobile keeps moving. The continued growth of mobile device use, especially smart phones, tablets, and other advanced platforms, will be a dominant story in the coming year. The ubiquity of consumer use will continue to cascade into the B2B world, as business customers come to expect the same capabilities and user experience as in B2C. Engineers and the R&D crowd have always been eager adopters of personal gadgetry, but in 2011 even the crusty traditionalists and old-timer sales reps will have advanced Blackberrys or even iPhones. The brands that provide a seamless experience on all mobile devices between web site content, email, social media channels such as LinkedIn and Twitter, and online video and audio media will have the competitive advantage.
Clients get real. This year I expect clients to become more sophisticated in their understanding of the potential business value of social media…and in what they can expect from these channels and the expert partners they hire. In the B2B world, Return on Investment is a key consideration for any expense. It is surprising to learn a recent survey found that less than 15% of surveyed companies measure ROI for their social media programs (SmartBrief, The State of Social Media 2010). That percentage will certainly increase as the buzz and resulting hyped desire to participate or get left behind, is replaced by an acceptance of social media as a mature marketing/communications channel that should be subject to the same measured consideration as any other. The ability to measure impact and demonstrate ROI will be key to continued growth of social media use for consumer brands as well as B2B.
The Cloud and the Crowd take over. From a technology perspective, the development of “Cloud” computing is almost as compelling as the growth of mobile. From the corporate Facebook page to Salesforce.com lead tracking to the branded YouTube channels, hugely important marketing, communications, and enterprise operation elements are now hosted completely outside of the corporate IT structure. This results in an unprecedented freedom of access for both audiences and employees, but also raises huge questions of security and risk management. Savvy technologists are thinking long and hard about ways to leverage the Cloud for business gain while mitigating the risk of loss of control.
In a similar vein, brands have lost a great deal of control because of the growth of social media which is fueled by the Cloud. Customers now communicate with each other about, with, and through the brand in ways they historically never could. Influential voices in an audience community now have power to directly impact brands with a broader reach than ever before.
However, this also means the learning from customers is now easier and more effective than ever, in particular with the use of social channels for almost real-time feedback and crowd-sourcing innovation. One thing is clear: brands have got to understand how to operate within the new reality to deal with both crowds and their angry incarnation—mobs--if they want to avoid public firestorms like those famously experienced by BP and Nestle in the past year.
This is a key reason why Public Relations professionals are very important in the management of social media: identification of influencers, and engaging them as champions, has always been a core PR competency. In an agency like Fleishman-Hillard, this is now coupled with expertise in social media technology and practice to create powerfully effective client programs.
One thing I know about the coming year: it is going to contain innovations and developments that nobody can predict. Something new will come along to fire the imagination and attract all the attention. The key is to be ready to decide whether and how a given splashy innocation can help a business succeed and grow, while still capitalizing on the evolving strategies and tactics of previous technological revolutions. That’s what really excites me about 2011.
Showing posts with label crowdsourcing. Show all posts
Showing posts with label crowdsourcing. Show all posts
Thursday, December 30, 2010
Tuesday, November 3, 2009
The People in the Room
Crowdsourcing at the Highest Level
I recently made a career change, joining Fleishman Hillard in their Chicago office as a Digital Strategist, primarily working on B2B accounts. As chance would have it, the company-wide FH Digital group was holding a Digital Leadership conference in Washington DC shortly after my last day with ARENDS, wherein they assembled as many of their best and brightest Digerati for a meeting of the minds. Through sheer dint of fortuitous timing, with a little on-the-fly schedule adjustment, I was able to attend this conference on my very first day on the job.
It was literally a global event, with attendees from Milan, London, Toronto, and Hong Kong as well as a number of other US cities and the large digital hubs in Washington DC and St. Louis. I found it simultaneously exhilarating and bewildering to be thrust deep into this community without much preamble or preparation. On the one hand, it was a tremendously valuable exposure to this deep and multifaceted network. An office like Chicago can tap into many resources across the world, with specialist skills available for any tactical or strategic need. Case study after case study was presented demonstrating the breadth of capabilities we can offer clients. It was great to meet these team members, and to be able to have a face with which to attach a name as we interact in the future.
On the other hand, there was a good deal of discussion relating to policies, processes, and procedures to which I was unable to add much (given my relative unfamiliarity with the agency). Even this was instructional, of course, exposing me to nuanced discussion of how things really work in an agency this large. It was especially illuminating to see so many brilliant minds, literally at the peak of their profession, bending to the topics at hand.
In fact, the leadership of FH Digital were quite open about tapping this talent mass to help solve (or at least inform) the challenges facing the practice. There were many exercises specifically designed to elicit quality input on business problems, such as how to market ourselves and how to describe the value we represent to our clients. These are things that traditionally come down from management on high; in this case, we were helping build them from the ground up.
Which struck me as being both obvious and inspired. The concept of crowdsourcing is pretty well-established at this point in the interactive space. Wikipedia is the most obvious example, but others abound. The entire Open Source software movement, for example, is based around the idea of presenting a concept to a talented and capable group, and having them dive into it and bang it around so that changes will be found to improve and expand on the original idea. Similarly, some web sites have sprung up that facilitate the outsourcing of graphics projects. Members of these networks review online requirements for a particular need, such as a logo or an illustration, with a posted budget. If the members choose to participate, they submit designs that they develop on spec with the hopes of winning the project. They are then paid the posted price for their work. Most people agree this process is less effective for complex creative projects, but it is a good way of leveraging the web to expand on the traditional creative process of submitting three options for the client to choose one.
However, I am not sure how many companies utilize the strength of their own people in a similar way to approach the challenges of business operation. Collaboration is encouraged and supported in many, of course, or at least in theory. Large manufacturing technology companies will use intranets to facilitate sharing of ideas and information between design engineers, for example, and the growth of blogs and wikis as tools for feedback and data-gathering is certainly part of this. But these are all based around support for the effort of the individual member to address his or her individual problem; for a company to use the collective abilities of its own people to work on corporate challenges is a little more unique and maybe even visionary.
It’s not hard to hypothesize why corporate leadership might not leap to the concept of using its own workforce to advise on strategic or even tactical challenges. Leaders are supposed to lead, after all. In any industry, the managers are charged with the planning and vision to direct the company in all areas. The worker bees, no matter how sophisticated their abilities or extensive their training or how broad their experience, are the ones who have to actually do the work. It is difficult to imagine that management of any company would willingly cede their authority and control to labor.
But it makes enormous sense to realize that the ones “in the trenches” have a depth of practical knowledge that can be keenly valuable in planning and strategy. And if one has the capability of mining information from each of thousands of persons who do a particular professional task every day, and do it very well, then the sheer aggregate of data will likely produce insight that can point to solutions. Statistically the crazy or poorly considered ideas will be minimized and can be ignored, but any broadly-suggested concept represents the collective wisdom and would merit support. A smart researcher can devise poll questions or other methods that will produce optimal results; technology is available that can make it very easy, and very rewarding, for subjects to participate.
While the FH Digital gathering was limited to the people in the room, and the data collection was not rigorous in methodology (admittedly, according to the FH Digital Research Group which was well-represented), it still revealed the value of approaching an executional work force (in this case dedicated to interactive communication strategy and tactics on behalf of clients) for input on organizational challenges. The feedback received by our leadership will go a long way toward crafting worthwhile strategy effective tactics that represent real-world conditions.
A common trope is to talk about the “smartest people in the room;” if you have a situation where everybody in the room is smart, then it is a smart idea to tap into that talent, especially if the “room” can be metaphorically extended across your company. That’s crowdsourcing taken to a higher level.
I recently made a career change, joining Fleishman Hillard in their Chicago office as a Digital Strategist, primarily working on B2B accounts. As chance would have it, the company-wide FH Digital group was holding a Digital Leadership conference in Washington DC shortly after my last day with ARENDS, wherein they assembled as many of their best and brightest Digerati for a meeting of the minds. Through sheer dint of fortuitous timing, with a little on-the-fly schedule adjustment, I was able to attend this conference on my very first day on the job.
It was literally a global event, with attendees from Milan, London, Toronto, and Hong Kong as well as a number of other US cities and the large digital hubs in Washington DC and St. Louis. I found it simultaneously exhilarating and bewildering to be thrust deep into this community without much preamble or preparation. On the one hand, it was a tremendously valuable exposure to this deep and multifaceted network. An office like Chicago can tap into many resources across the world, with specialist skills available for any tactical or strategic need. Case study after case study was presented demonstrating the breadth of capabilities we can offer clients. It was great to meet these team members, and to be able to have a face with which to attach a name as we interact in the future.
On the other hand, there was a good deal of discussion relating to policies, processes, and procedures to which I was unable to add much (given my relative unfamiliarity with the agency). Even this was instructional, of course, exposing me to nuanced discussion of how things really work in an agency this large. It was especially illuminating to see so many brilliant minds, literally at the peak of their profession, bending to the topics at hand.
In fact, the leadership of FH Digital were quite open about tapping this talent mass to help solve (or at least inform) the challenges facing the practice. There were many exercises specifically designed to elicit quality input on business problems, such as how to market ourselves and how to describe the value we represent to our clients. These are things that traditionally come down from management on high; in this case, we were helping build them from the ground up.
Which struck me as being both obvious and inspired. The concept of crowdsourcing is pretty well-established at this point in the interactive space. Wikipedia is the most obvious example, but others abound. The entire Open Source software movement, for example, is based around the idea of presenting a concept to a talented and capable group, and having them dive into it and bang it around so that changes will be found to improve and expand on the original idea. Similarly, some web sites have sprung up that facilitate the outsourcing of graphics projects. Members of these networks review online requirements for a particular need, such as a logo or an illustration, with a posted budget. If the members choose to participate, they submit designs that they develop on spec with the hopes of winning the project. They are then paid the posted price for their work. Most people agree this process is less effective for complex creative projects, but it is a good way of leveraging the web to expand on the traditional creative process of submitting three options for the client to choose one.
However, I am not sure how many companies utilize the strength of their own people in a similar way to approach the challenges of business operation. Collaboration is encouraged and supported in many, of course, or at least in theory. Large manufacturing technology companies will use intranets to facilitate sharing of ideas and information between design engineers, for example, and the growth of blogs and wikis as tools for feedback and data-gathering is certainly part of this. But these are all based around support for the effort of the individual member to address his or her individual problem; for a company to use the collective abilities of its own people to work on corporate challenges is a little more unique and maybe even visionary.
It’s not hard to hypothesize why corporate leadership might not leap to the concept of using its own workforce to advise on strategic or even tactical challenges. Leaders are supposed to lead, after all. In any industry, the managers are charged with the planning and vision to direct the company in all areas. The worker bees, no matter how sophisticated their abilities or extensive their training or how broad their experience, are the ones who have to actually do the work. It is difficult to imagine that management of any company would willingly cede their authority and control to labor.
But it makes enormous sense to realize that the ones “in the trenches” have a depth of practical knowledge that can be keenly valuable in planning and strategy. And if one has the capability of mining information from each of thousands of persons who do a particular professional task every day, and do it very well, then the sheer aggregate of data will likely produce insight that can point to solutions. Statistically the crazy or poorly considered ideas will be minimized and can be ignored, but any broadly-suggested concept represents the collective wisdom and would merit support. A smart researcher can devise poll questions or other methods that will produce optimal results; technology is available that can make it very easy, and very rewarding, for subjects to participate.
While the FH Digital gathering was limited to the people in the room, and the data collection was not rigorous in methodology (admittedly, according to the FH Digital Research Group which was well-represented), it still revealed the value of approaching an executional work force (in this case dedicated to interactive communication strategy and tactics on behalf of clients) for input on organizational challenges. The feedback received by our leadership will go a long way toward crafting worthwhile strategy effective tactics that represent real-world conditions.
A common trope is to talk about the “smartest people in the room;” if you have a situation where everybody in the room is smart, then it is a smart idea to tap into that talent, especially if the “room” can be metaphorically extended across your company. That’s crowdsourcing taken to a higher level.
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