Your current filters are…
by Rolf Skyberg
This is not my beautiful job, how did I get here? We never want to believe it, but often we watch in horror as the company that we once loved, either as a founder or as an employee, suddenly descends into a rotten, back-biting, stinking mess. Maybe it was a slow death of a thousand cuts, maybe it exploded overnight. Regardless of how it happened, we hope this could have been avoided. Whether you are an old salt or a young pup, you've probably seen your fair share of meltdowns, and probably have some idea of why they happened after the fact…
Don't quit your big company job just yet to go work for that sexy startup. At this panel, seasoned professionals give their tips on how to successfully drive innovative ideas inside big companies.
Whether you want to add social media to your company's web presence, adopt hot new technology, or have the next big business idea, we'll tell you how to accomplish it, even in the face of management that still prints out their email.
I was employee number 8. I've watched this company grow to a record of 30 people in a little over two years. Through this process, we evolved in our hiring, striving to keep the company culture and our internal identity intact. This presentation is focused on keeping the original values and ideals of the founders, and growing into the type of company and culture that they dreamed of having in their early years.
You work at a start up. You’re sketching out brilliant ideas on the back of beer-ringed napkins while slurping down ramen noodles and nursing your hangover from the massive party you had in your freakin’ cool loft the night before. Blah, blah, blah. Your culture rocks. I get it.
But what if you work for a dinosaur? An organization that needs cultural rehab more than Amy Winehouse needs straight up rehab? What if you work for an old-school, stereotypically uncool, butt-of-jokes and yet still loved non-profit that is now nationally known as an organization with a “weird child army in tablecloth dresses” (thanks SNL’s John Mulaney)? What if you work for, I don’t know, the Girl Scouts? A place where pantyhose, polyester, and clock watching are still raging like its 1985.
That’s where I work. And despite the many great things that the organization does, working there sucked until we decided to make it not suck anymore. We broke the rules and reinvented everything: clock watching turned into working however we want as long as the work gets done; pantyhose gave way to jeans; and the polyester met its demise on the Sacred Cow BBQ right next to a heap of senseless rules.
Learn how your culture can stop sucking too. Whether it’s sucked for five weeks or five years or half a century, there is still hope. Misery and work don’t have to be synonymous. Corporate doesn’t have to equal crap. If a rebel in a polyester sash can lead cultural rehab, you can rock the rehab too.
by Tim Washer
Corporate videos are a powerful media used to tell powerful stories and to visually connect content to the market. While video can be used throughout the marketing and sales process, the type, tone and measurement may change. It’s not a one-size-fits all effort. And, not all need to be rip-roaringly funny (though, we sure like those!).
Using successful corporate video case studies as backdrop, this panel will spark an engaging discussion about the many flavors, uses and measures of success for corporate videos. The panelists will ask the audience questions and do some ad-hoc polling to gauge how and why certain videos resonate more than others.
Social media is to blame. It's not destroying productivity at work — it's enhancing it. Why then are social tools being blocked by 54% of businesses, and how can we make the social business proposition so valuable that businesses can't afford to ignore it?
In this panel, we will look at the discrepancy between how people connect and share knowledge in businesses today and how they (separately) are using social media. The panel will consist of social interaction designers, consultants, entrepreneurs, and enterprise executives who will explore the causes of today's misapplication of social networking in the workplace. Our cornerstone question will be: can Twitter save us all? Could the simplest solution to solving the "social media in the workplace problem" be to get everyone using the simplest tools available, instead of the overly complex applications being deployed in many workplaces.
It seems like everyone today is pitching the next great social tool for the enterprise, yet many deployments suffer from low adoption, and struggle to prove ROI; even anecdotal evidence seems to be lacking. In this panel we will discuss how the best solution for the social workplace is one that is flexible enough to accommodate the existing workplace social construct while at the same time being simple and easy to use to encourage adoption.
by Azeez Lekan Bashua and Liz Elam
What micro and macro trends are starting to emerge pointing to a fundamentally different way people are working. We will talk about where people are choosing to work (Coworking, Socially conscience work environments, home, traditional office), tools enabling this (Apps, Google docs, social networking etc.) how this is changing management styles ( Bestbuy R.O.W.E. (Results Oriented Work Environments, Google 20% Time, Atlassian “Fedex Days” ) and what the long term implications (glut of office space, disconnected workforce) of all this could be.
Transforming a traditional organization into a social business requires a great deal of internal change. As organizations shift to become more open, policies must evolve to embrace a more transparent mode of business. The current "copy+paste" model many companies use to create their social policies is broken. Learn why it's important for your policy to accurately reflect your corporate culture and how to use your policy to both reinforce change and encourage the right level of participation.
At some point in your career, you wake up one morning, drink your coffee, put on deodorant, kiss your kids good-bye, drive to the office, and suddenly realize -- you don't have one ounce of experience at your job.
You did yesterday. What happened?
You were promoted. You became a manager. And you suck at it.
Yesterday, you were an absolute rock star at your job as an engineer. Or designer. Or salesperson. So fantastic they put you in charge.
And now, you've got six eager faces standing around your desk, looking to you for guidance.
So, you do what you've always done. You wing it. Act like a leader. Demand results. Drive the ship. Everything you've seen your former bosses do for years on end.
And a year down the road, during your Monday morning staff meeting, you announce a new initiative and see someone at the table sneer in disgust. You look around at all faces and realize: These people hate my guts. They can't stand me.
What did you do wrong?
Well the truth is, I only know why my employees hate me. But I've got some good guesses why they hate you. Seven of 'em.
In this presentation I will share with you how I have screwed up time and again on my path to creating a creative agency that has been named #1,399 on the Inc. 5000 list of the fastest growing companies in the US and rated the #1 interactive agency in the country by BtoB Magazine.
And with a little luck, you can learn from my mistakes so you don't have to make them yourself.
Forward-thinking businesses are leveraging interactive technologies to engage diverse talent, modify behavior, reduce environmental impact, and save big on their bottom line. Adoption can also result in equal improvement in employee engagement. (i.e. Have you worked with a classic asshole? Ever imagine how eliminating or retraining that person would have made everyone happier and more productive?) Leading businesses have advanced beyond Bob Sutton’s No Asshole Rule and are leveraging technology for improved social norms and accountability to their ecosystems. From micro-biz to mega-corp, attend this session for insights into achieving systemic sustainability without sacrificing productivity or access to employees, clients and work partners. The conversation will run the gamut from emerging innovations, proven solutions and first-hand experiences to implications of behavioral theory – sure to include at least one “managers behaving badly” story (just for fun!).
by Greg Hoy
Business owners and managers are responsible for a lot of stuff that requires a lot of antacid to orchestrate. Getting work in the door, paying people, developing products and services, keeping clients happy, and, oh yeah - keeping everyone at work happy.
The happy part is always the hard part.
How do you go about fostering an environment that's fun, rewarding and fulfilling? Does company culture just 'happen', or is it something you have to consciously work at?
We'll look at these and other aspects of maintaining a positive and rewarding work environment, with a laser focus on sharing candid real-world stories and solutions that can help make your work environment the best it can be.
In this age of radical transparency, can corporations that mistreat their users or cause harm in the world get away with it? Does the market discipline companies so that responsibility is now an essential part of doing business? Or is corporate responsibility just a clever trick to gain a slight marketing advantage and defer state regulation? Is the first and only duty of a company to provide value to its shareholders? This debate will consider these issues through the lens of Google, the most significant promoter of a corporate moral ethos. It will consider the ethics of doing business in authoritarian places such as China, pursuing environmentally sustainable infrastructure, and treating labor fairly.
What do you get when you lock 30+ game and visual designers, social media gurus, and tech industry rivals together in San Francisco offices for a brainstorm with gallons of coffee? Answer: An online Web 2.0 playbook for non-profits that will change the world, and give a technical and business savvy boost to Oprah’s favorite education online charity, DonorsChoose.org. Come learn how Microsoft, Google, Facebook, Twitter and others all got together in a uniquely structured event to give nonprofits an online boost. We’ll discuss the good, bad, and the ugly of having this kind of event, and share tips on how you can make this kind of change happen where you are.
11th–15th March 2011