Empress Dowager Cixi and the launch of modern China

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Empress Dowager Cixi

Jung Chang’s new book about Empress Dowager Cixi challenges the view that China’s first lady in the late 19th and early 20th century was a autocratic despot. The book portrays the (once) concubine as an empathic political master mind who through wit and charm brings modernisation to the ancient empire. It’s a highly insightful book for anyone working on innovation in institutions and larger organisation.

In the 19th century the need for China to modernise is urgent. The country needs the revenue of international trade and the strength of an up-to-date army to face both internal and external military threats. Cixi’s challenge was to turn around a thousands-years-old highly bureaucratic empire with hundreds of millions of subjects who’s primary objective is to maintain traditional values. The country and its leadership are deeply conservative and most of Cixi’s initiatives face powerful opposition. If you’re a change agent or innovator, this may sound familiar.

Cixi’s approach and attitude and the scale of her modernisation efforts are inspirational to all of us. Chang’s writing style brings her reign and a very interesting time in world history to life and makes it accessible to all of us. Rather than summarising the lessons we can learn from Cixi (respect conservative forces, be just, appoint the right people, pick your battles, …) I recommend you pick up the book and go through it yourself. I promise it’s worth your time!

The problem with dinosaurs

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Dinosaur!

The problem with dinosaurs is that they have been pretty much the same for many million years, give or take a few feathers. That’s a problem, because as a result there is no urgency to them. Dinosaurs are super exciting, but they will still be so next year.

(Of course, you grow up, but at the age you like dinosaurs best there’s no urgency in that either.)

In the digital age, to make content stand out it needs to answer two questions, immediately: why and why now? Why is this relevant to me, why should I care? And why is it relevant now, should I care now?

I like to tell students and workshop participants they have 2 seconds to answer both, but the truth is you might have a bit longer (the average attention span is now 8 seconds).

It is relatively easy to make people care about dinosaurs. It is much harder to make them care about dinosaurs now, for instance because you want them to visit you before they’ve waited too long, have grown up, and stopped caring about dinosaurs.

In a Digital Engagement Framework workshop earlier this week in Stockholm, we talked about making dinosaurs relevant now. One trick could be to give the dinosaur a digital identity and de-extinct it (digitally, unless you want to live through a 90s movie), another to bring the activities around the dinosaur (preservation etc.) to life, yet another to turn the focus on people working with, caring about and enjoying the dinosaur.

When you think about it, it’s not the dinosaur that is exciting but what we do with it (in our imagination or if we’re lucky in our work). The dinosaur may be extinct, but to us it is not. Dinosaurs are like zombies, but (even) more real. Treating them as such is the solution to the problem with dinosaurs.

Photo by Tony & Wayne.

Radical change starts with small actions

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changes

I’m just back from Germany where I did a workshop on social institutions for a group of international fellows working in German cultural institutions. They were some months into an 18-month placement and over dinner the conversation turned to making change happen. How much can a (junior) staff member change an organisation in a limited time?

Very much, I believe, if you put your focus right.

Some years ago a good friend became the Dutch youth representative to the United Nations. One of the main issues with the United Nations is the unequal structure of the Security Council. However, instead of using her time in New York to lobby an almost impossible change, my friend rallied for the much smaller (yet very significant) issue of girls’ and women’s rights. By focusing on a topic she understood well and that was manageable, she succeeded in influencing policy and contributing positively to a better United Nations. The Security Council may not have changed, but with enough people like my friend, one day it will.

Likewise New York didn’t become a safer city in the past decade by starting with the crime families and corrupt officials, but by initiatives such as quality-of-life policing where a vision of a better city was enforced through countless small initiatives. When there’s no more graffiti on the subway, life really looks different.

To change an organisation, no matter how junior your position and how limited your time, start with a bold vision and then find the most tangible, smallest improvement towards that goal that actually impacts people. A good place to start is to talk with the people at the the front desk, customer support, security or housekeeping. They have the best eyes and ears for small nuisances that may not be noticed in the board room or staff offices. Find an improvement. Then improve it. Then celebrate. (Read more »)

Dealing with the different dynamics of a webinar: 6 tips and tricks

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NHL 5 - digital learning

I’ve been doing quite a few webinars lately, which is a fun and affordable way to work on strategy with geographically dispersed teams or do capacity building with organisations halfway across the globe. Apart from the benefits, there is obviously a different dynamic when working with teams remotely over an (at times tricky) internet connection. There’s less non-verbal interaction, more distraction, discussions have a different pace, etc.

As I’m a firm believer in interactive and participatory workshops that acknowledge the many possible levels of learning when I’m physically in front of a group, in my webinars I’ve been experimenting with replicating such experiences online. As MOOCs and other innovations show, there’s a great future for working together and learning digitally and I’m happy to share six of my tips and tricks about dealing with the different dynamics of a webinar:

  1. Digitise the coffee break
    In sessions, the coffee break is a moment where participants can ask individual questions and those who got behind can be brought up to speed for the next part. In my experience, coffee breaks are essential to keep a group together all throughout a process. Short breaks in a webinar, understandably, are used to check email, so the digital coffee break is the time between two webinars. I use this time to chat individually with participants (using Skype, phone or email) to make sure everybody speaks the same language at the beginning of the next webinar.
  2. Provide for the social experience of workshops
    Coffee breaks also strengthen the social ties between participants, as do drinks at the end of the day, a remote location, etc. A great workshop is first and foremost a social event. Every session has team building as an objective. In front of a screen some of this social experience might be lost, but in the age of social networking it doesn’t have to. I make sure I engage participants in conversation on Twitter, Facebook, Tumblr and wherever else they are active so webinars are social experiences too. (Read more »)

28 new, free and simple things to do with online & social media in your organisation

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Late night

Next week we’re in Sarajevo to participate in a conference that will help regional institutions develop and increase their capacity. Among the many things we’ll be doing, I will give a workshop about the very basics of web and social media for people and organisations with limited time, budget and other resources. In preparation I’ve updated a list with low-budget and easy-to-do online and social media activities for cultural institutions, which I will give away as a handout and gladly share with all of you.

Since the original list from September 2010 a lot has changed in our thinking and the digital landscape. What hasn’t changed is that I’d love to hear your ideas and additions. Feel free to leave them in the comments. Thanks in advance!

The list of things to do:

  1. Define the ‘why’: what are your objectives with online and social media. Choose one to begin with, e.g. brand awareness, customer service or press relations.
  2. Focus: rather do 1 platform well and work towards 1 objective than doing many poorly and achieving none of your objectives.
  3. Make a list of key words that define your organisation and its projects. Check Twitter and Instagram for matching hashtags that are regularly used (enough for traffic, not too much for spam) and use these whenever relevant.
  4. At least weekly, check Instagram, Flickr and other photo sharing services for new images about you or your projects. Share the best ones on your Facebook page in an album and link to them on Twitter. (The web is visual, after all.)
  5. Install relevant Google alerts, subscribe to the blogs of competitors and people discussing the same topics (e.g. using Feedly) and follow relevant hashtags to know what people are saying and…
  6. …leave at least one comment/encouragement/clarification on an external platform each week in response to somebody else’s content.
  7. If you have a Facebook page, before anything else, follow up daily on your ‘recent posts by others’. Even if it’s not a question, give it at least a thumbs up. (Read more »)

From ideas about the future to everyday action 4: Capacity and team building

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The Waterford School

As the social media generation well knows, the best change happens bottom-up, not top-down. In the past weeks we’ve explored the concept of organisational change. We’ve looked at creating a shared language for ideas in your organisation, so that people understand each other. We’ve discussed tools to bring your ideas for a better future to life. In this post we will look at one of the basic ingredients for any successful change process: an enthusiastic and able team driving the change, bottom-up. But first…

Just another model for innovation

5-step model with DEF

The 5-step model above is a simple representation of how we structure (digital) innovation processes at Inspired by Coffee. Reality is never as straight-forward as the happy right-pointing arrows make believe, but you get the point. Each step can be taken using different tools and techniques. The Digital Engagement Framework for instance is best used as a tool for vision development but also works towards urge and enthusiasm and ‘people’.

Capacity and team building runs throughout most of the steps of the 5-step model, as does leadership, monitoring and answering email.

In fact, as you will see in this post, we see capacity and team building as great tools to help organisations move forward in innovation processes. For most organisations (and especially the creative, cultural, educational and non-profit sectors we usually work for) their people are the most important asset and if they are empowered and enabled, there is no stopping to their ability to create change. (Read more »)