Are curators the missing thing in enterprise 2.0 approaches ?

Summary :in a few weeks, a new concept burst into the web : the curator. It can be defined as filter and broadcaster for qualified and targeted information. Is it a new fad or a key element of a successful approach. With hindsight it seems that it’s the perfect complement to community managers when the latter makes no sense, one targeting actual communities, the other those who want informations without interactions as well as those who need to be stimulated to interact. The curator may be the person who feeds “social skeptics” as well as community discussions or community managers themselves when they need expert contents to do their job.

Sometimes, there are themes that emerge from who knows where and find themselves at the heart of the discussions. That’s how what what supposed to be an insignificant on twitter with Anthony Poncier and Benoit Faverial ended in a real debate that lasted long at night with Xavier Bartholome, Vincent Berthelot and Mark Tamis. In this post I’ll try to sum up what was said.

Why talking about curators here ?

Because, in my opinion, it’s one of the most important levers to successfully achieve 2.0, social (use the words you prefer) projects within the organization.

What is a curator ?

As for any emerging concept we need to be very cautious when trying to define what anything is. We can say that curators are people who process, rate, contextualize, enrich and broadcast information.

Here’s the diagram shared by Anthony.

There’s something I like a lot with the concept of curator and what it refers to. Like curators in museums, they do not transform the primary matter but understand it, explain it, expose it in a context that increases its value. We can consider that their contribution is rather about meta-data and meta-information.

What’s the difference with KM ?

At first sight I can see three major differences with KM : feeds, maturity and the exclusive nature of the role.

• Curators are not processing information to tidy it up but to broadcast it. KMer ended in a container filling role while curators are rather broadcasters. So, curators are more “filters and pumps” than meticulous archivists.

• KMers don’t address the same level of information as curators. KMers deal with mature, validated and consolidated information while curators are more focused on emergence and weak signals.

• Kmers were, in some ways, knowledge depositories, a mandatory agent any knowledge related thing had to go through. Curators act rather by subsidiarity : anyone can do one’s own sourcing and filtering job without dealing with curators. But, for those who don’t want, don’t know how to, can’t, the curator is here to make things easier.

That’s a watch work isn’t it ?

Yes, there are lots of similarities. The difference is that curators are not necessarily “institutionalized” and depends on a less structured, managed and constrained approach. On the other hand, curators may work at a narrower level and be in a more instantaneous logic when watch often needs time to finally reach employees.

To be also taken into account :

• Brokerage. Curators directly transmit information to employees while watchers make it through a complex and  nebulous intermediary called enterprise or organization which has its rules and constraints that make the system less reactive.

• Scope : watchers watch what’s happening out of the enterprise while curators are also dealing with internal information. So they’re the possible missing link between internal social and community activities and conversations that only interest those who participate and those who need the information that can be found here but don’t have the time or will to find it…or are even convinced that these activities are useless and don’t believe in social approaches.

Curators can even be seen as those who facilitate a P2P watch system in complement to an heavier and institutionalized one. [Read more...]

Nothing is lost, nothing is created, everything is transformed…but not luckily

Summary : there’s a missing link in the enterprise 2.0 discourse that does not reassure organizations. They’re being asked an impressive effort to generate information, connect people, they’re being told all the benefits they can draw from that but are not explaine the mechanism that will turn this information potential into tangible results. The fact this link misses is certainly one of the reasons that explain why we still lack some matter in the ROI discussion. This transformation, that’s too often overlooked, will certainly be made possible by the implementation of organizational and management mechanisms as well as a redesign of some process.

If a chemist observes an organization through Lavoisier’s words, he would say that it’s impossible to get anything from such a system :

• Nothings is lost : wrong, organizations lose everything. They lose their non capitalized knowledge as people retire of resign. The NASA and Boeing have already painfully learned it, but not everyone has begun to prepare the future. Worse, they can’t even find what’s within their walls. A former CEO of HP used to say “if HP knew what HP knows we’d be three times more productive”. The problem still remains.

• Nothing is created : that’s the difference between business and chemistry : businesses creates, and innovates. In fact that’s theory. Practically talking they don’t create enough. Not enough innovation, not enough solutions to new problems (or not fast enough) : it’s hard to find how to solve a problem, without even mentioning how hard it is to implement any new solution.

• Everything is transformed : of course…provided organizations want it. Not only a reaction does not happen by luck, most of all in organizations where silos are built to prevent elements to mix together and where any reaction has to be kept under control. The taylorian legacy dies hard and the “silos and control” approach still rules, what causes few transformation except by luck or when a manager builds a clandestine laboratory.

Many organizations understands this is a critical stake and know they should favor transformation if they don’t want to be at risk in a near future. Favoring information capitalization and sharing, breaking down silos to create and innovate more and faster…that’s a current (or scheluded) program in many organizations and initiates call it “enterprise 2.0″.

But, to be honnest, most of them are still afraid of embracing this new paradigm, wonder if it’s really worth. They’re still waiting for an answer to this questions, some in terms of ROI calculation some others looking for the certainty that things will improve. Said in other words, they want to be sure the new potential they’ll built will be turned into tangible results. That’s a double edged issue because it both brings an answer to a strategic questions and force organizations to think about reinventing the way their employees actually work, their managers manage. But that’s the difference between an actual improvement and a façade change. [Read more...]

Social networks : are companies looking for the ROI or something else

Whatever people may say, it’s still the hot issue of enterprise social networks. Considering ools that that are not processing tools strictly speaking, benefits have to be found on the new way of doing things they make possible rather than in the tools themselves that are only enablers. As I wrote here, benefits are not on the cloud but in the operational reality.

This said, the answer is still hard to be found.

So we may follow Forrester :

costs-benefits-internal-communities-forrester

I found the list of direct and undirect benefits very exhaustive and clear. But is that enough ?  No. If we can explain, for example, how intangible assets contribute to value creation, we cannot explain in which measure. Let’s consider the CISCO case. Chambers can give a backed up by figures ROI in terms of capacity to drive projects and in financial terms, but I’m not sure that when the decision was made had any figure he was automatically sure he would reach.

[Read more...]

Web 2.0 tools to improve information readiness

Today, many opinions converge to admit two things :

• companies need to be more and and more reactive in order to run their traditionnal activities in a more and more complexe context, where foreseeability is very uncertain and where sharp competences and complex competences assembling are needed in a short range of time. Something like “special forces forces for special taks”, running in parallel with traditionnal activities which are companies common background operations.

• in order to match this need, adequate expertises and competences are needed.

We have no choice but to admit that high levels of performance are reached in legay and “institutionnalized” activities and the money that has been invested to improve many business processes often provided a ROI. Competencewise, we also have to admit they are really present within organizations. But, for what’s about building efficient adhoc self-organized teams, even if the need is identified it gets harder and harder to be successfull since more and more situations requires this way of doing things.

One reason is that what we call intellectual capital, if present, is not easily accessible and its owners can barely be identified. To improve things, experience and knowledge should be “findable” and “findability” can only come from putting it all in words because it’s (and will remain for years) the more efficient way of indexing and finding datas in an online network, the so-called online network being the only commons space shared by all employees in scattered companies. So people would be able to search the experience and, if they can’t find what they’re looking for, identify referent people they could contact and ask.

All this is nothing more than a matter of information and readiness.

[Read more...]

Are companies optimizing response time or only maximizing workload ?

Time is key to performance. It’s a well known fact. But while industrial companies have been taking it into account for ages, inventing just in time, it seems that non industrial companies have still some things to learn.

Of course, everybody wll tell me that time is a priority. And everything is done in order employees won’t loose even the smallest piece of time. No time to have a rest, to take two minutes to think, to look around or, even, to help a colleague looking for any key information you have. Everything is made to be sure people will really work every minute they are in the office. They are even been given more work than can be done, just to be sure not a second will be lost.

But is it the right solution ? I won’t tackle the myth of “presenteeism” which is an actual issue. It will come later…

Though I’m not very far from doing so : managers want to see busy people without wondering if they are really efficient. They think a full time working employee is productive. Sure he is if you only consider time. But what’s about results ? I’m not that sure.

What matters is not working a lot but doing one’s job quickly. It changes everything. [Read more...]

Information is like water (part 2)



Thanks to Oscar Berg.

Information is like water



Via Oscar Berg.

Giving problem solving a framework

Since today collaboration means solving problems together, it’s important companies provide their employees with a problem solving framework.

Why not a methodology or a process ?

In fact both are needed but the most important lack is about the framework.

There are high level issues where problem solving needs a strong methodology, a dedicated taskforce (that’s what I saw I Bell Canada for example). What doesn’t prelude crowdsourcing.

In the other hand, in people’s day to day job, it not necessary to build and heavy and expensive system, but to provide people with a framework which will make it possible for people to find by themselves.

The notion of framework is very important because since what people have to solve wasn’t predictable (if it was it wouldn’t have happen…), and if we want people to use a methodology (or even serendipity), the first thing to do is to make it possible, and provide them with what’s necessary : raw materials, tools and methodoly. And the possibility to use them !

[Read more...]

How to link formal and informal within the enterprise : the “still” company

Since intangible assets only create value when they support formal business process, enterprises don’t have to create an enterprise 2.0 organization relying on informal but a system allowing formal and structured activities to take advantage from what isn’t.

If we want to visualize that, the “still” metaphor seems very relevant to me.

[Read more...]

Conversations and the emergence of unsuspected knowledge

A large part of companies’ knowledge is not available for all for the only reason people are not conscious of the importance of some details of their experience and that, since others don’t know what these people know, they don’t think of asking them anything…

Hence the importance of not organising knowledge capture on the only base of “forms people have to fill” and pay attention to what can capture conversations which are the only way to make emerge “what we don’t know people know and they dont measure the importance”.

That reminds of this famous Donald Rumsfeld’s sentence. It made me laugh at this time, but perharps it has more sense than I though (even if he didn’t did it in purpose…)

There are known knowns. These are things we know that we know.

There are known unknowns. That is to say, there are things that we know we don’t know.

But there are also unknown unknowns. There are things we don’t know we don’t know.