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...]

Learning at work ? More proactivity is needed

Summary : considering how fast things change and knowledge becomes outdated, employees can’t rely anymore on the official enterprise training programs that are only relevant for heavy and “structuring’ trainings. Moreover, knowledge and know-how acquisition is not enough : people now have to understand the fast-moving context where they’ll use it all. Beyond training programs there’s a room for awareness ones.

Keeping employees’ knowledge up-to-date is essential for both employers and employees. Everyone has to keep the pace of a fast-moving context and except a few very structuring things, most of what we know as a life durations that’s getting everyday shorter.

Moreover, any knowledge makes no sense without a deep understand of the context. A recruiter, a communication project manager etc… have still been doing the same job for decades and have to master some basics. But if they spent the three last years doing “as usual” they may experience some some troubles in a close future, if not already, because they have too little or even no understanding of the fast-emerging practices and tools.

That’s were the problem is.

The traditional corporate training programs have a big downside : they made employees become passive if not assisted. While the enterprise has not said that something is important, trying to know more about it is not worth it. If the enterprise does not say that the context is moving, it means that it’s not moving. With such behaviors, it’s not impossible to see this kind of thing happening : in 2010 the head of communication wakes up and says “we don’t master our message anymore : people talk about us on the we. We have to join the conversation”. Scene of panic among employees. Facebook ? Twitter ? “But we were not told it was important”. “Do businesses have something to do on these platforms ?”…”Oh but there’s no training session about Twitter on the catalog !”.

It reminds me of a friend working at the HR dept at a large company. The conversation took place in 2008. “You know linkedin ?”. “Heard about…”. “It does not interest you ?”. “No, because we’re not using it”. “And what about being the first who wonders how to use it ?”. “No. We don’t use it. Not one of our business tools. Moreover, we have not been trained to use it”.

Enterprises and HR dept can’t do everything, can’t keep the pace of context evolutions, build training sessions for anything. There’s a flow of continuous evolutions that has to be captured, understood in such short cycles that a centralized system can’t meet this kind of need.

But there’s an unfortunate belief according to which :

- all that is not “official enterprise usage” does not exist. There’s nothing to learn by looking by the office window.

- if anything new is needed, then the enterprise will tell and teach and train.

But there’s also a need for awareness, context understanding that have to come before training. Moreover the “learning how to” can also be dangerous : people have to understand what they do and why. Back to the anticipation and awareness need…

The fault is “shared” :

- employees are not enough curious about their work, their job, the coming evolutions. What can explain a kind of fear of the future….

- organizations make everything to prevent employees from being proactive while they would benefit a lot from it. Awareness and watch are parts of anyone’s job and reduce the risk of seeing, one day, a lot of employees being outdated and off topic because “they didn’t know”, “they were not told”, “they did not anticipate”, “they did not see” things were changing that fast and their job was being transformed on a 3 years cycle.

Employees should know they can’t expect everything for the “welfare enterprise”, that they have to care themselves of their knowledge, watch, benchmark, network. They should be told why, shown how and, most of all, not been prevented from doing so.

In addition to training programs, awareness programs would be fully relevant today. knowledge are not only stocks we receive but more and more flows we need to capture.

Do not mistake tab keeping for stupidness. Responsability is needed on the web

In my “web and society” series, I can’t prevent from saying a few words about the tab keeping theory which is put forward by many people as we leave many traces on the web.

Assumption :we leave traces on the web, anyone can use it and not only to help us. We leave traces, the web stores them and it’s dangerous.

I repeat what I’ve already wrote many teams : the web is the world, there are the same people that are not better or worst than in real life and thinking the same social rules may apply is everything but stupid.

Imagine you’re the hero of the following story…

[Read more...]

Social computing is key in economic watch

Everybody knows strategic watch is a major stake for the organization. And those who didn’t understant may not survive enough to learn from their mistake.

But watch is difficult : so many sources, how to sort, how to make information usable… enterprises who have a dedicated department know they’ll never have enough ressources to put on it. Acknowledging you’ll never be able to do enough, the idea slowly emerges that watch may be partly distributed within the enterprise.

Another fact is often neglected : watch isn’t only about finding informations outside the enterprise but also inside the organization.

Employees are unrecognized information collectors : they’re in contact with the outside, suppliers, clients, watch their surrounding…and the organization try go find elsewhere informations that are already inside but aren’t identified. [Read more...]