Top 5 Predictions for the Next 5 Years in Business Social Media

social_shift_v4
Image by Tac Anderson via Flickr

In this post I take a predictive look at social media and its effects on the future of business and communications? In a future post I’ll look at social media and the future of Journalism/Publishing and Marketing.

Playing futurist is always fun. Nobody can prove you wrong (at least not yet). But history has shown that even when we’re right we tend to get our time lines off. We under predict how quickly we’ll see our one year predictions realized and over predict how long our 5 year predictions will take. So, in the spirit of CYA, I’m making this a 1-5 year prediction.

1) The Recovery Will Accelerate Social Media Investments-

The recession is not over, but it will feel like it’s over for most of us. If you worked in social media through 2009 you may not have even noticed a recession. It was a great industry to be in this last year. Everyone I’ve talked to has been busy all year and only been getting more busier in 2010. (Like insanely busy to the point that you don’t know how you could possibly do any more.)

The recession, however, will flatten out in most industries and begin to recover in several key industries. This will feel like a full recovery to most everyone. Everyone except those who still wont find jobs in 2010. A jobless recovery is not much of a recovery in my opinion.

But this partial recovery will dramatically accelerate social media investments. Those companies that spent a little will spend a lot and many who didn’t spend any will make at least small, if not dramatic, investments beginning in 2010. As the market truly recovers over the next 5 years the investments will grow dramatically. The disruption we’ve felt over the last 5 years will only be matched by the level of adoption we’ll see over the next 5.

2) Marketing Communications Consolidation-

We will begin to see big companies do away with separate marketing and PR groups. In some cases we will even see HR and customer support get rolled up. (You can read my previous post on the great marketing/communications roll up here.) PR and Marketing, especially as it relates to their go to go to market activities, are largely duplicating each others efforts. It doesn’t make sense to have two separate groups *internally*. You will still have separate PR and advertising agencies. There will continue to be real value in discipline expertice.  But some agencies will start (continue) to consolidate (see point #3).

We will see a few big brands do this in 2010 and I predict it will become a best practice over the next 5 years. Look for the McKinsey type consulting groups to make this a practice area and Harvard Business Review to publish an article on the topic in 2010.

3) Agency Acquisitions -

My first two points will drive this point. We will see a lot more activity among social media talent and company acquisitions. I mean A LOT. Enough to make your head spin. Both with high profile individuals and niche firms. We’ve already seen a fair amount of this in the tail end of 2009. As the recession levels out and we start thinking about a recovery we will see the big agencies make huge investments in order to make up for lost ground in 2009.

As mostly publicly traded companies the big agencies suffered through the recession. They cut staff as fast as they could without hurting their cash cows. But the big agencies will do what they’ve always done – follow the money. They did this during the early digital days and they’ll do it again.

Companies that hold Agency of Record (AOR) positions with big brands will aggressively move in this direction to support point #3.

4) Enterprise IT and Social Media become BFF -

The last 5 years have seen incredible IT disruption. In 2009 internal IT departments have been driven by one mandate from the CIO: Cut costs at all costs. Their second market driven mandate: adopt social tools. Fortunately a few smart IT managers realized that you could do both. Resourceful IT managers found a way to cut cost in one area enough to drive small investments in social tools. In 2010 budgets will loosen a little but market demands will continue to crescendo. IT managers will need to bee smarter and more resourceful.

In 2009 we’ll also see API’s continue to standardize and big IT companies like Microsoft and IBM leverage the work they’ve done standardizing open source technologies for enterprise use. This work will drive greater social media adoption in the enterprise. 2010 will see huge investments, internally and externally but the real gains won’t be seen or felt for 2-3 years when the mainstream enterprise companies adopt this technology, largely driven by offerings from the big IT companies.

5) Intranets integrating with external social networking -

This is closely related to point 4 but I felt deserved it’s own point.  This one may not be realized in 2010 but driven by points 2 & 4, IT organizations will come to realize the cost savings in leveraging external social networking applications and Communications groups will realize the efficiencies driven in employee communications as well the power of data mining those networks.

In fact, in 2010, I believe we will see Business Intelligence (BI) and Middleware security companies begin offering products that securely facilitate Intranet integration with multiple social networks like Facebook and LinkedIn. What I don’t know is if we’ll see an existing startup pivot in this direction or if we’ll see one of the big guys develop a specific practice in this area. There’s probably someone already in this space I may just not be familiar with.

Conclusion -

If you work in social media the money will flow again in 2010.
Scale should be your #1 priority. This means process and workflow.
If you have a lot of experience doing (not just talking about) social media, 2010 is your year.
If you’re not well positioned with social media experience, get there now.

What do you think? Am I crazy? Am I wrong?
Even if I’m crazy, that doesn’t mean I’m wrong ;)

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Do You Think Your Company Should Be On Twitter

If you do there are some things I’d recommend you thinking about first. Or if you’re too impatient you can skip to the end.

Content is King

We all understand that content is king but we also need to understand the important differences in how different types of content flow through the Web and are consumed by different audiences.

Not all content is created equal and what’s good content to one person is noise to another.

In the very early days of Communication research social scientists quickly realized that you couldn’t have influence without measurement. Without the work up front to establish a base line, identify target audiences and then measure the delta on that group you are just wasting your time. This is where the industry of Public Relations was born from. It’s time to get back to our roots.

Listen and Engage

How often when in a conversation with someone can you sense that they are only listening for their opportunity to jump in and say what they have to say? As communicators how often do we do this with our customers?

We need to be active listeners, engaged in the process. Every interaction doesn’t have to have KPI’s attached to it. We don’t have to insert our messages into every conversation. Public Relations needs to get back to building relationships.

We are used to building relationships with the media. Now that everyone is the media we need to broaden the scope of our relationship building.

Influence has never been more important. The greatest effects of influence will be felt inside your company. For those of us at agencies the greatest damage we can do to our clients is by not insisting they serve an active role in their social media efforts. If they aren’t you are robbing them of the greatest benefits of social media and that’s the change that will happen inside their company.

Pushing Social Media to the Front Ranks

In PR we’re used to acting behind the scenes. We have to step out and join the conversation. It is no longer a two way engagement between our brand (or clients brand) and their customers. We are now facilitators of conversation. It is now a many to many dialogue.

Insurgency’s are almost impossible to beat because every single insurgent knows the strategy and is empowered to act on their own. We need to fuel the insurgence within our own companies. Every member of our company down to the front line needs to know the strategy and be empowered to act on it.

This does not mean that everyone has to have highly ranked blogs and thousands of followers on Twitter. It does mean everyone had to know how to use the tools and be strategic with them.

Where to Start

Start by putting your own house in order. Use the various tools out there to monitor Twitter (shameless plug for Twendz).

Look around at your team. Who gets it? Who’s using it, personally or professionally.

Who are you and your team connected to? Who’s in your sphere of influence?

Who should be? Build those relationships.

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Sometimes less is more. Sometimes less is just less.

The HUMAN Resource album cover
Image via Wikipedia

There’s an article in BusinessWeek that talks about the growing trend that some companies have been taking (my former employer included). Instead of cutting staff they are cutting salaries, and bonuses and benefits.I always feel a little callus when I talk about job loss because I don’t come across as very sympathetic. If I do, I don’t mean to. I just think layoffs are the result of bad decision making on the part of the employer and/or the employee.

Cutting Salaries Instead of Jobs – BusinessWeek

Traditionally, criticism of pay cuts has focused on the impact they have on morale and productivity.

Rationally this makes sense. And having gone through it I can tell you that employees will *say* they agree with the approach. Better cut our pay than see our fellow workers (or ourselves) loose their jobs. And for the most part they mean it.

The problem I have with this is that usually they are just avoiding the inevitable. While I was at HP I went through multiple rounds of layoffs and ultimately saw our salaries cut. When companies cut salaries they are told that management thinks the worst is behind them. That they think they won’t have to cut again. If they didn’t they would be cutting jobs not salaries, because you can’t go back to that well again.

Last week I heard HP was cutting more jobs, as are many other companies. This has to be demoralizing to the employees that are left. They layoffs are slowing and the amount of jobs that are being cut are less but the approach is wrong, in my opinion.

The BusinessWeek article quotes several HR experts who call this managerial cowardice because they should just cut jobs. Employees will remember these cuts. Top performers know they can always find a job. I was never afraid for my job at HP. I knew they wouldn’t cut me. I was fortunate enough to have a rare skill set and set of experiences. Even if they did cut me I knew I’d not have any difficulty finding a job or starting a company.

I also disagree with the BusinessWeek article. At this point companies should not be cutting jobs or salaries. Large companies need to be cutting business groups. The first couple rounds of layoffs at companies got rid of under-performers. As I’ve said before these employees were not bad, probably just complacent or in the wrong position. At this point companies need to salvage the top 10% that’s left. Move them into critical businesses and cut under-preforming businesses.

The media world could especially learn from this.

The problem is that cutting businesses is even harder than cutting people. That business might be bringing in money. Or companies have invested a lot of money into that business.

These may be true but what if you focused on your core businesses cut everything else and then gave your remaining employees raises? How hard would those employees work? How likely would you be to succeed and gain market share in that business?

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Screw the Press Release. Blog It!

I Love This! Validation is such an empowering thing. Having been arguing the power of blogs and social media for the last ~5 years I have loved watching things evolve.

  • At first no one thought blogs would be taken seriously by businesses.
  • Then no one thought they’d be used for anything other than marketing.
  • Then journalists said they’d never replace.
  • Then people said regulated industries (legal medical etc) would never be able to fully embrace blogs.

Are these people tired of being wrong yet?  Because I’m not tired of being right.

Today I was reading on The Next Web about Microsoft’s (disclosure: Microsoft is a client) latest legal happenings with the EU, when I reads this:
Microsoft withdraws from EU antitrust hearing. Claims it’s just not fair. – The Next Web

In a blog post on the company blog titled “Why hold a hearing in the EU if key decision makers are unable to attend?”, Microsoft explained its actions…

Did you catch that? Let me show it again: In a blog post. In a blog post!!!! Not “In a press release.” Love it.

In a blog post, on their Microsoft On The Issues blog, they talked about an ongoing legal case AND the post is open to comments. To Microsoft’s credit they have always been leaders in the blog space.  There are still very few companies that would be willing to do this, for now. But like all the barriers we’ve seen, that too will change.

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Enterprise 2.0 Needs a FriendFeed

my real office with a window
Image by Tac Anderson via Flickr

We have dozens of Twitter-like, microblogging applications for inside the enterprise but where’s the LifeStreaming applications? If there is one already, I’m not aware of it.

Where is the Enterprise 2.0 version of FriendFeed? Where is the app that captures my work progress? Every time I create a document, edit a wiki, have a conference call or client meeting that activity should be captured in my work-LifeStream. All the pieces are there. In the enterprise Microsoft Office is the predominant OS and Vista and Office 07 have RSS built into the entire system (disclaimer: Microsoft is a client). There is no reason*  that all of my work activity (probably excluding emails) couldn’t be captured in one activity stream.  Details about the activity could be limited to little more than something like a document title and possibly a summary or snippet. (*By ‘no reason’ I do not mean to minimize the difficulty of building this type of app.)

Then all of those streams could be connected by work teams, projects and any other various ‘net-work’ connection.

IMO, project management would reach new levels of efficiency. I’m sure (I hope) there are several smart companies working on this (send me an email if you are). I also think that this type of activity would do more to break down company silo’s than anything else.

What do you think? Am I crazy? Would this type of activity overwhelm the average worker (initially yes). Is that a bad thing?

You may be wondering what the picture in this post has to do with the article. This is the office where 3 years ago Rich Breton and I tried to make a product similar to this idea. You can read about that effort here.

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Where are the lunch lady blogs?

Where are the lunch lady blogs?

Often when I speak I like to pose this scenario:

Imagine that you are on a flight home and you get upgraded to first class. Now imagine that you end up sitting next to the CEO of a big company that’s based in your home town. That company has recently missed their numbers and analysts are speculating what’s going on inside the company and what they’re going to do about it.  As you’re chatting it up with said CEO you ask him how things are going with the company and he tells you, what you think is a reasonable answer.

After your trip you attend your child’s soccer game and there on the sidelines is the lunch lady for the company who’s CEO you just shared a flight with. As you’re chatting it up with said lunch lady you ask her how things are going and she tells you a completely different answer than the CEO.

Who do you believe?

One thing that we’ve learned about why social media is that we all trust “people like me.”  Whenever I give this scenario and ask the question I have NEVER had anyone pick the CEO and I’ve even posed this question to a room full of CEO’s.

There are so many companies that are doing great things with social media right now but we haven’t taken it far enough. We’ve enabled our marketing teams, key communication groups and our engineers and product developers but we have not yet pushed social media all the way through the company.

We will have finally reached truly social businesses when we let the lunch lady blog.

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CIO.com tries to explain Twitter to your Boss’s Boss’s Boss

Still life
Image by RubyJi via Flickr

For most of you, CIO magazine is not very relevant. But for us B2B Enterprise IT marketers this is a pretty big deal.

If you’re selling IT to the Enterprise, the CIO (or your companies equivalent) is the most important person you want to influence. And CIO is a highly read magaizine in these circle.

Not only does CIO’s online property have an article on Twitter, they have a whole series on Twitter:

Twitter: How to Get Started Guide for Business People – CIO.com – Business Technology Leadership
Twitter’s Potential for Business Users – CIO.com – Business Technology Leadership
Twitter Etiquette: Five Dos and Don’ts – CIO.com – Business Technology Leadership

I don’t know if these actually ran in the print version but if you’re trying to sell your company on the value of Twitter (or social media in general) and you’re in the B2B IT space, pointing to these articles could at least give your points some validity.

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[NCB Best Of] How to Implement Social Media inside Your Company

This week marks my 2 year blogiversary. To commemorate one of the things I thought I’d do is re-post some of my better older posts. This blog was originally posted on 6/4/07

These tips are for all of my friends working inside of large companies, wanting to take advantage of new media but are not sure where to start. Here are some steps I recommend. This advice is meant for deployment *inside* your company. I find it a much easier sell to your higher ups on deploying new media internally than it is to launch external efforts. Once you’ve demonstrated the power of new media it becomes much easier to extend those efforts beyond the firewall.

1) Start Small

- I can’t over state this one enough. People get easily excited about the possibilities of what they can do with new media (instead of what they should do) and start making grandiose plans of turning their corporate website into the next MySpace. Start with one internal forum or wiki in one department, or find a few other managers that may want to collaborate on a blog. Check around, people might already be doing this (start with IT they are notorious for hogging the coolest toys for themselves). This could be as simple as going to wordpess.com and setting up a password protected blog.

2) Start with internal champions

- In order to create buy-in, you need support and you need help continuing the content during the lulls (which there will be). You want the influential connectors in your company to contribute. These are the “go to guys/gals” that know how to get things done. The problem is that they are usually the busiest. The good news is that they are also the ones who like getting recognition for helping out on cool new initiatives.

3) Grow it organically (using fertilizer)

- Don’t pass down a mandate. Don’t implement a new policy. You only want those people participating who want to participate (but you want them to want to participate). ***Warning the following suggestion may seem underhanded*** If you have an internal blog and someone not participating shares a great story or experience with you, invite them to write it up and share it on the blog. If that doesn’t work, interview them and post the interview on the blog. Then go back to those internal champions and have them comment on it, sparking
additional conversation. You won’t have to do this too often before people are participating on their own.

4) Education

- New media tools can seem intimidating at first. There is a steep but incredibly small learning curve. Constantly provide ongoing training on how to use the tools. Have a monthly luncheon where people are invited to get together and talk about what’s working and what could be improved, how the tools work, tips, tricks, etc. It can also be good to circulate tutorials, both written and video. If you have access to web conferencing technology the video is probably the easiest to do.

5) Provide encouragement

- Reward those that are participating. Quote someones blog in a meeting, give all of those that are participating a Moleskine to keep their ideas in. Sometimes this means sending out encouraging emails during the lulls. This is important because after the initial excitement of launch there will come a point where the initiative will face stagnation. Its important to continue to nag encourage people to keep participating.

6) Ask for forgiveness not permission

– Supposing that you have an old crusty conservative boss who may not quite understand the technology, this may be the only way to go. If you can demonstrate how effective new media can be with little or no cost then there becomes nothing to apologize for. If you follow the first 5 steps you can most likely generate enough momentum that your company will have no choice but to get on board.

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Managements Misguided Social Media Efforts

Most corporate employees I talk to lately are dealing with one of three scenarios:

  1. They are trying to convince their managers that they need to be doing social media
  2. Their managers are on board with social media and are relying on them to put together a plan, they’re not sure how to put together
  3. Their managers are pushing a social media plan or tactic that the employee is not  comfortable with

There are plenty of people talking/blogging about points one and two. I’ve even covered these topics before and they are probably worth addressing again, but not right now.

Right now I want to help those few people that are dealing with point three. Why? As more and more companies enter the social media space, more and more managers, with the best of intentions, will push misguided efforts.

First off we have to help you identify a misguided efforts. I must tell you at this point that if you are not active in social media, at least from the point where you’re reading blogs and books on the topic you’ll have a hard time answering these questions.  Of course if that’s the case then you aren’t reading this blog anyway, so we’ll move on.

Ask yourself:

  • Does this feel right?
  • Is this transparent?
  • Is this honest?
  • Is it real?
  • Will this achieve the goals management is expecting?

If you can’t answer all of those questions with a yes, then you have a potential problem. If you answer no to any of those questions you need to go do some research. You need some case studies, examples or at the least some good blog posts explaining why said tactic is wrong.

Where do you go to get these answers? This is where being active in social media pays off.  Ask your Twitter followers. Ask a question on FriendFeed, LinkedIn or Facebook. I’ve done all of these and they all work great. You don’t have to give specifics or violate any company sharing policies but ask in generalities about the topic.

Now that you’ve armed yourself with reams of data showing why this is a bad idea, you need to make a convincing presentation not about what not to do and why, but what you should be doing and why. In your backup slides put your arguments why the other plan won’t work, but first try selling management on a better idea before you tell them their baby’s ugly.

What if you present your case and no one listens? What if it’s just plain wrong? You need to make a choice, and it can be a damn hard one to make.

Are you willing to ruin your reputation and the reputation of the company over this?

Don’t be afraid to phrase this to your management this way. I have and it worked.

What if you don’t come up with a good reason why not to do something? What if it’s not unethical, devious or even wrong? You need to ask yourself why are you uneasy with it? I’ve usually found that it’s because of one of three reasons (again with the threes):

  1. You’re not comfortable with how to pull it off
  2. You’re afraid that the tactic won’t deliver the ROI management is after
  3. You’re concerned about the motives behind the request

#1 fortunately there’s a relatively easy solution for this one. Get some help. Either through an agency, consultants, books and blogs or maybe there’s someone in your organization that has more experience than you. I can tell you that I have worked on more social media campaigns at HP for other department than I have my own. I see it as we’re all part of the same family and it gives me more experience.

#2 If management is hell bent on doing something you know won’t deliver the results then I recommend you temper expectations and move forward with it. This can be a scary proposition because no one want to be the sacrificial lamb. Cover your bases, document the process and your KPI’s and do what you can to pull it off.

#3 Why is management so determined to do this, even when everyone thinks it’s wrong? I’ve often found it’s because of ego.

We had a manager with a company blog who wanted to blog more frequently. The easy solution was to open the blog up as a group blog and get some regular internal contributors.  He wouldn’t go for this. The compromise we eventually came up with was that we would get internal guest posters, but he insisted that each post have an intro written by him. This caused extra delays in posting and extra work on the teams part to coordinate. Yeah we were playing to his ego, but it’s his blog and he could do what he wanted.

Knowing when to trust your manager

Finally I’d like to address the hardest lesson for me to learn. Sometimes, your manager, who has no experience with social media, is going to be right and you’re going to be wrong. <cough><cough>

Your manager is *probably* a pretty smart person. They *probably* have a better understanding of the overall business than you do. They *probably* have years more general marketing experience than you do. They *probably* got to be where they are for a good reason. At some point you may have to trust them to make the call. And I’ve found that more often than not, things turn out alright. They may have turned out better (at least you think so).

If you do your homework, things will rarely turn out as bad as people sometimes imagine.  We love to focus on the social media dissasters. In reality there are far more examples of successes out there than failures. Don’t let the bloggers and consultants preaching FUD get to you. Not every effort will be a homerun, but very few will be a dissaster.

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How to Implement New Media inside Your Company

These tips are for all of my friends working inside of large companies, wanting to take advantage of new media but are not sure where to start. Here are some steps I recommend. This advice is meant for deployment *inside* your company. I find it a much easier sell to your higher ups on deploying new media internally than it is to launch external efforts. Once you’ve demonstrated the power of new media it becomes much easier to extend those efforts beyond the firewall.

1) Start Small

- I can’t over state this one enough. People get easily excited about the possibilities of what they can do with new media (instead of what they should do) and start making grandiose plans of turning their corporate website into the next MySpace. Start with one internal forum or wiki in one department, or find a few other managers that may want to collaborate on a blog. Check around, people might already be doing this (start with IT they are notorious for hogging the coolest toys for themselves). This could be as simple as going to wordpess.com and setting up a password protected blog.

2) Start with internal champions

- In order to create buy-in, you need support and you need help continuing the content during the lulls (which there will be). You want the influential connectors in your company to contribute. These are the “go to guys/gals” that know how to get things done. The problem is that they are usually the busiest. The good news is that they are also the ones who like getting recognition for helping out on cool new initiatives.

3) Grow it organically (using fertilizer)

- Don’t pass down a mandate. Don’t implement a new policy. You only want those people participating who want to participate (but you want them to want to participate). ***Warning the following suggestion may seem underhanded*** If you have an internal blog and someone not participating shares a great story or experience with you, invite them to write it up and share it on the blog. If that doesn’t work, interview them and post the interview on the blog. Then go back to those internal champions and have them comment on it, sparking additional conversation. You won’t have to do this too often before people are participating on their own.

4) Education

- New media tools can seem intimidating at first. There is a steep but incredibly small learning curve. Constantly provide ongoing training on how to use the tools. Have a monthly luncheon where people are invited to get together and talk about what’s working and what could be improved, how the tools work, tips, tricks, etc. It can also be good to circulate tutorials, both written and video. If you have access to web conferencing technology the video is probably the easiest to do.

5) Provide encouragement

- Reward those that are participating. Quote someones blog in a meeting, give all of those that are participating a Moleskine to keep their ideas in. Sometimes this means sending out encouraging emails during the lulls. This is important because after the initial excitement of launch there will come a point where the initiative will face stagnation. Its important to continue to nag encourage people to keep participating.

6) Ask for forgiveness not permission

– Supposing that you have an old crusty conservative boss who may not quite understand the technology, this may be the only way to go. If you can demonstrate how effective new media can be with little or no cost then there becomes nothing to apologize for. If you follow the first 5 steps you can most likely generate enough momentum that your company will have no choice but to get on board.

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