It certainly sounds better than Human-Centered Data-Backed Agile Design, or the mouth-cluttering acronym that would accompany it. All the hoola boo around the labels of “social business” (and its greatest evangelist’s pivot away from it) distracts from what is emerging as a blend of highly powerful business strategies.
So let’s fix that.
- Use Design Thinking: in particular, human-centered design puts user experience at the start of the process, not just as an after thought.
- Apply Big Data: more buzz words? Maybe, but great social business leaders put data to use to give users and staff personalized and memorable experiences like never before. They help them lead and connect tribes.
- Connect: we operate in the connection economy (as Seth Godin would tell you), and great social businesses are as good at listening as they are at telling.
- Innovate: this isn’t just an R&D term anymore. Everyone is responsible for innovation and customer service – this is the new six sigma.
You don’t need a gagillion dollars anymore to do any of these things, in fact, some of the best tools for each are nearly free. Social businesses create movements. This is worth much more than speculative equity.
Originally posted at DZone. Republished with permission.
Be the change you want to see in the world. – Ghandi
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Driven to improve education through innovative, design-driven solutions. You may also find me on a Catskill peak or in the kitchen making gnocchi.
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Observations, reflections, and ramblings on education, collaboration, and innovation. And Tanzania too.
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Working with non-profits and small businesses to be better through innovative and design-driven data, collaboration, and communication solutions.
Just as management schools got “disrupted” by a shift to more focused organizational training, so too should organizations be on the look-out to be “disrupted” by Massive Open Online Courses (MOOCs).
In my last post I suggested that MOOCs will play a growing role in organizational professional development in the next two years. The writing is on the wall – MOOCs are less expensive, simpler, open, and full of incredible content (fortunately the movement got a kick start by some of the brightest and best). So what can companies that thrive off organizational learning do to keep up?
Does your organization have a Learning & Development team or something like it? Is there a “Org University” that encompasses everything from new hire training to ongoing certifications, “degrees”, and so forth? Does your company spend millions of dollars educating people in things that
will likely be are available for free in the near future now?
Massive Open Online Courses (MOOCs) have been wreaking havoc in higher education and no one is really sure what the long-term impact will be. It’s like Khan Academy went on steroids before reaching the minor leagues. But I haven’t seen much discussion about how they play into corporate learning culture. This seems like an obvious win. If you combine the social learning power of the new breed of “inranets” or whatever you want to call them with MOOCs, you get what amounts to high quality, free, employee-driven PD.
Sure, it won’t meet every need that a business has and can’t be a stand-in for context-specific training but when hundreds of top universities across the world are opening up their classrooms and professors to these opportunities my only question is what are you waiting for?
In that spirit, I’ve signed up for Coursera’s Innovation Management class offered in March. Hands-on experience is the best way.to judge.