Monday, March 19, 2012

12 Ways Leaders Can Use Twitter, and Other Innovate Management Techniques

Every week, we publish an exciting summary of the best articles, videos, events, and posts that relate to innovative management. This week, check out these 6 articles that inspire better management. Enjoy! 

12 Ways Leaders Can Use Twitter

How can leaders best use Twitter?

  1. Share thoughts 
  2. Share reflections 
  3. Share an inspirational quotation 
  4. Share a lesson 
  5. Help people focus on their goals 
  6. Ask a great reflective question 
  7. Help build community 
  8. Stay connected with your team
  9. Ask for and receive feedback 
  10. Watch competition and be aware of environment 
  11. Practice concise thinking and communication 
  12. Stimulate creativity – by trying new things

All of the things on this list are the stuff of great leadership! Perhaps the biggest aha from this list for me comes not the items themselves; but that thought these suggestions, Twitter can become a leadership development tool, or a part of a leadership development program.

Diego Rodriguez: This is What Leadership Should Look Like at IDEO

Diego's IDEO colleague, Tatyana Mamut, stopped by Stanford last week to serve as judge for the final project in our course on scaling-up excellence. Somehow, we got to talking about leadership and she told me about a video that Diego had shown people and told them "This is what leadership should look like at IDEO." Watch it here. You have to see it, I won't tell you anything else.

P.S. As a bonus, if you click on the link for Tatyana, you get a great short talk on how tools, rules, and norms and how they explain the spread of deodorant use in Russia. It reminds of when my dissertation adviser -- Bob Kahn, half jokingly -- defined organizations as "rules, tools, and fools."

Climbing the Great Wall of Trust

In recent conversations with US executives doing business in China, Harvard Business School Assistant Professor Roy Y.J. Chua heard about a new trend. In an East Asian version of cutting deals on the golf course, Chinese executives often take partners to teahouses to discuss business and negotiate deals. The problem, according to these executives, is that foreigners are rarely invited.

Building on past research, Chua and his colleagues investigate two types of trust: cognitive trust, which is based on confidence in a partner's technical competency, and affective trust, which is based on a shared concern for a partner's welfare and personal interests. "Cognitive trust is trust from the head; it's a very rational way of assessing ability and reliability," says Chua. "Affective trust is trust that comes from the 'heart.' This type of trust involves considerable emotional investments."

Finding a Sense of Wonder

Often we look at kids and wish we could recapture some of that magic of childhood. One of the many things that make children magical is that complete willingness to have a sense of wonder.

“We need a renaissance of wonder. We need to renew, in our hearts and in our souls, the deathless dream, the eternal poetry, the perennial sense that life is miracle and magic.”
- E. Merrill Root, educator and poet

3 Steps To Pursuing Your Ideal Career

There's often a gap between identifying what you naturally gravitate toward and gain energy from and how that translates into your full-time work. Take a deep breath and dive in with these three steps that'll start closing it.
Here are three steps that will help you gain internal clarity so you can plan toward your ideal future.
1.     Gain clarity around what to focus on.
2.     Define the world you imagine.
3.     Replace old thoughts with new ones.

How to completely, utterly destroy an employee’s work life

Recall your worst day at work, when events of the day left you frustrated, unmotivated by the job, and brimming with disdain for your boss and your organization. That day is probably unforgettable. But do you know exactly how your boss was able to make it so horrible for you? Our research provides insight into the precise levers you can use to re-create that sort of memorable experience for your own underlings.
Over the past 15 years, we have studied what makes people happy and engaged at work. In discovering the answer, we also learned a lot about misery at work. Our research method was pretty straightforward. We collected confidential electronic diaries from 238 professionals in seven companies, each day for several months. All told, those diaries described nearly 12,000 days – how people felt, and the events that stood out in their minds. Systematically analyzing those diaries, we compared the events occurring on the best days with those on the worst.