tag:blogger.com,1999:blog-3856414372396224292024-03-16T20:08:53.202+13:00Mad Young ThingI'm talking here.Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.comBlogger490125tag:blogger.com,1999:blog-385641437239622429.post-90603386567669397062010-12-01T11:57:00.001+13:002010-12-01T11:57:32.735+13:00This is a blog post<div class='posterous_autopost'><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/boYvq0Z7rTbXV2qGykoIMDfrCajXx5nibkeknvU5dOyaWkO7hkntqCKbdylu/IMG_0059.jpg.scaled.1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/H8x4urJbQvMiCyFOAh5ZIjWATRYRVCXaPiImiLJsRKxsrKsAhZUXqzb08ksO/IMG_0059.jpg.scaled.500.jpg" width="500" height="375"/></a> <p>I'm just writing it to show how easy it is to do a blog post. I should have really thought of something smarter to say. Anyway, thanks for reading. <br /></p><p /><div>Also, a picture of lichen. Good luck.</div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/this-is-a-blog-post">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-88378747538264688812010-11-20T16:57:00.001+13:002010-11-20T16:57:21.913+13:00Wow @flyinglens<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/HEAqBbjsikAlynekpezoftAwsyDqIdtDgDEFbHIBqsDolGeBjBgDwpGamwJz/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/HEAqBbjsikAlynekpezoftAwsyDqIdtDgDEFbHIBqsDolGeBjBgDwpGamwJz/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/wow-flyinglens">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-81380012661739904742010-11-10T11:03:00.001+13:002010-11-10T11:03:37.056+13:00How to measure social media - notes from last night's #smcakl presentation<div class='posterous_autopost'><p>Hi, it's Simon Young here. Thanks to those of you who came to the last Social Media Club Auckland for 2010. Great to see some familiar faces and some brand new people.</p> <p>As promised, here are the notes and links from my presentation, "How to measure social media"</p> <p><strong>Useless measurements</strong></p> <ul> <li>Number of followers. See <a href="http://greaterthan140.posterous.com/five-reasons-you-shouldnt-care-about-twitter" target="_blank">Cate's post</a> for a few great explanations why.</li> <li>Number of updates. (And yet people get so uptight about this when Twitter gets it wrong!) </li> </ul> <p><strong>Important measurements</strong></p> <ul> <li>If you're in a business or organisation, return on investment. Money in, money out. (Best explanation I've seen is <a href="http://www.slideshare.net/thebrandbuilder/olivier-blanchard-basics-of-social-media-roi" target="_blank">Olivier Blanchard's slideshow</a>)</li> <li>Technology purchases used to be about buying a piece of software, and then everything was (supposed to be) easy. </li> <li>Social media is the opposite - the technology is free, it's the other 3 T's you need to think about: <ul> <li><strong>Talent</strong></li> <li><strong>Training</strong></li> <li><strong>Time</strong></li> </ul> </li> </ul> <p><strong>Let's back up...</strong></p> <p>Measuring the direct line between "money in" (ie talent, training and time) and "money out" (the specific business objectives/KPIs you had in mind) is hard! Thankfully there are some measures that can help indicate where the value is happening. I've chosen 5:</p> <ol> <li>Risk management</li> <li>Demonstrating brand values</li> <li>Traditional Customer Service Metrics</li> <li>Empathy</li> <li>Social Currency</li> </ol> <p><strong>Risk Management</strong></p> <p>Hard to come up with a dollar figure, but just asking the question "What's the cost of doing nothing?" is a great start to get us out of our ruts.</p> <p><strong>Demonstrating Brand Values</strong></p> <p>According to the Gallup Staff Engagement Survey 2009, disengaged employees cost US businesses US$416 billion in <a href="http://twitter.com/#!/simonemccallum/status/1880363328606208" target="_blank">lost productivity</a>. </p> <p>How do you combat that? A whole bunch of ways, but one of the biggest ways is for the company to demonstrate (not just say) what it's about.</p> <p>For example, AMP's Do Your Thing campaign - as seen in my column in the latest <a href="http://marketingmag.co.nz/" target="_blank">NZ Marketing Magazine</a>, page 71 - and it's not online (yet) so you'll have to go buy a copy :) </p> <p><strong>Traditional Customer Service Metrics</strong></p> <p>The trouble with social media sometimes is that it's too different for companies. But how can it fit into existing structures, like a call centre? That's the approach Auckland-based Datasquirt has taken with its product <a href="http://www.datasquirt.com/ContactSolutions/WhatIsContact/Social/Default.aspx" target="_blank">CONTACT Social</a> (disclosure: I have a referral agreement with Datasquirt, because I believe their product fills a need in the market). </p> <p>They have the typical measures you'd find in a call centre: handle time, wait time, and who are the best performers. Those are the kind of measures you can tie to profitability and cost savings. </p> <p><strong>Empathy</strong></p> <p>It sounds like a warm fuzzy thing, but UK-based Harding and Yorke have shown a direct relationship between empathy and profitability. <a href="http://www.empathy.co.uk/" target="_blank">More info here</a>.</p> <p>Empathy is even more important on social media, because there's no body language or tone of voice. And those of us who use social media personally know that empathy is a huge part of our social connections online. </p> <p><strong>Social Capital</strong></p> <p>Erich Joachimsthaler wrote the book on how to value a brand, now he sees a lot of potential in the concept of <a href="http://www.social-brand-value.com/2010/05/08/measuring-social-currency-how-brands-use-social-media-for-brand-equity/" target="_blank">social capital</a>. </p> <p>In a nutshell, social capital is how much a brand can be part of a consumer's everyday life. Instead of standing up on stage talking at you, a brand with high social capital is part of your everyday. </p> <p> </p> <p><strong>Summary</strong></p> <p>These 5 factors are only a few ways social media can add real value to an organisation or business. I welcome your thoughts and feedback on how else value can be realised through social media engagement.</p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://socialmediaclub.posterous.com/how-to-measure-social-media-notes-from-last-n">socialmediaclub's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-4478556410442919712010-11-09T18:57:00.001+13:002010-11-09T18:57:11.782+13:00It's @justinflitter talking about bringing the love to business<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/nHedzncqhbJxsFrjgEIifxfmjBccrznmzmooGnfuAFvbveDsjscxdEfbuIyj/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/nHedzncqhbJxsFrjgEIifxfmjBccrznmzmooGnfuAFvbveDsjscxdEfbuIyj/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/its-justinflitter-talking-about-bringing-the">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-80818384918978156882010-10-31T10:44:00.000+13:002010-10-31T10:44:47.021+13:00Apologies for the multiple postingsYesterday I posted the same photo approximately 12 times! Yikes! Sorry about that, it's to do with the intricate content plumbing that I have set up with my Twitter and Posterous accounts. Twitter said it wasn't posting my picture, but meantime every time I tried to post, it was successfully publishing to Posterous - and here. And a lot of other places! Ah, live and learn.<br />
<br />
I'm going to unplug posterous from here. No use duplicating exactly the same content, and in fact Google could penalise me for it. I'm still working out the different roles each blog should play, the fun problems of someone who likes to try things.Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-76418880226229616472010-10-30T14:14:00.001+13:002010-10-30T14:14:49.047+13:00I find this hugely ironic on a building full of ad, marketing & comms companies :)<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/AHuqkaHisythvJubceJuftgqbrxybjxgfHnFHbghuGbsCBxeselEhBqswHrq/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/AHuqkaHisythvJubceJuftgqbrxybjxgfHnFHbghuGbsCBxeselEhBqswHrq/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/i-find-this-hugely-ironic-on-a-building-full">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-23431922698763122002010-10-22T17:28:00.001+13:002010-10-22T17:28:49.379+13:00I like my glasses<div class='posterous_autopost'>This is my second week of four-eyedness. My drivers license renewal was a reason to do what I'd needed for probably years. It's a little weird and I got headaches the first week or so, but I'm quickly getting used to it. And the benefits are great, like: <p /> * I don't need an HD tv, just seeing it clearly is good enough! <br />* I can see people I know on the street (you know, to either greet or avoid ;) <p /> weird thing is, I forget that these aren't sunglasses and that people can see my eyes. When I go walking I tend to really make eye contact with people I pass by, which doesn't really matter with sunnies. But with glasses - it's a bit awkward at first, but y'know what, I think it's pretty cool! What's your glasses story? <p /> Sent from my iPhone <br /><a href="http://www.sy-engage.com">www.sy-engage.com</a> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/i-like-my-glasses">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-36131877154135470322010-10-16T13:59:00.001+13:002010-10-16T13:59:59.438+13:00So good to see one of my best friends again<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/FunCtHbzjEwDeistynuvturDbuBartIadddrGikoFzFmwAfrolEpeeaIlxcl/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/FunCtHbzjEwDeistynuvturDbuBartIadddrGikoFzFmwAfrolEpeeaIlxcl/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/so-good-to-see-one-of-my-best-friends-again">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-64721808345592406982010-10-12T19:09:00.001+13:002010-10-12T19:09:05.509+13:00The pizza is here! #smcakl<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/CaakCFBcwmIquFhJkvvnfxAChhJuvnvooDJewefiiuJbcGneswHEwiFtpkrq/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/CaakCFBcwmIquFhJkvvnfxAChhJuvnvooDJewefiiuJbcGneswHEwiFtpkrq/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/the-pizza-is-here-smcakl">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-25438985642526799372010-10-08T13:52:00.001+13:002010-10-08T13:52:25.563+13:00Do I look smart in these? #newglasses<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/epjvgvHGEAeblcjwEmGgGBjarizpxDcBDtrxIbeAycfmygIyllCmqmcmicfJ/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/epjvgvHGEAeblcjwEmGgGBjarizpxDcBDtrxIbeAycfmygIyllCmqmcmicfJ/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/do-i-look-smart-in-these-newglasses">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-17754676691416040202010-10-06T10:41:00.001+13:002010-10-06T10:41:20.921+13:00Fab thing about the Kindle is the screen savers. Make me feel all intelligent and well-read by association<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/DltwleDCaylazyhyDaxAugxuelacaeyDvqpBgpIrtmgJbmdnvuFCpdbIvxcA/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/DltwleDCaylazyhyDaxAugxuelacaeyDvqpBgpIrtmgJbmdnvuFCpdbIvxcA/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/fab-thing-about-the-kindle-is-the-screen-save">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-37689748177050426882010-10-06T06:17:00.001+13:002010-10-06T06:17:47.645+13:00Will is pretty powerful (who's Will?)<div class='posterous_autopost'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/t8EL7r3yZpClEnEhfEP2YrXSFEEOrcXsYzch1W3K3CuUPB3LUcalfNVtQ56J/2159357935_c5d3d199a7.jpg" width="430" height="500"/> <p><span></span><span></span><a href="/"></a>Okay, so Will is not a person, it's a character trait.</p><p /><div>In Jim Collins' book <i><a href="http://books.google.com/books?id=T2BZz8FmCt8C&dq=Good+to+great&hl=en&ei=LV2rTPvfLIGivQP3m8jvBg&sa=X&oi=book_result&ct=result&resnum=1&ved=0CCwQ6AEwAA">Good to Great</a></i> he talks about the level 5 leader, someone who shows a perfect balance of humility and iron will. </div> <p /><div>Abraham Lincoln is a good example. He was humble - when things went well, he assumed he was lucky. When things didn't go well, he took responsibility. </div><p /><div>But he also had a strong will to see things change. He had an agenda that was bigger than him, and he served it - and persuaded others to do so as well.</div> <p /><div>I've pretty much got humility covered (I'm one of the most humble people I know ... yeah, I know how that sounds...) but I could do better in the will department.</div><p /><div>Maybe I need to get in touch with my roots. My mother tells me I wasn't a passive child. Temper tantrums! On at least one occasion I needed hosing down. (If you know me, you may be surprised at this)</div> <p /><div>What I do know is that when I'm decisive, I'm happier. This is borne out by the research. In <i><a href="http://books.google.com/books?id=mpeFPwAACAAJ&dq=Authentic+Happiness&hl=en&ei=VF2rTKPbHpLSuwOimoHkBg&sa=X&oi=book_result&ct=result&resnum=1&ved=0CDEQ6AEwAA">Authentic Happiness</a></i>, Martin Seligman talks about flow, saying we experience it when we're active and goal-oriented, such as working or playing. </div> <p /><div>From the book:</div><p /><div>"Americans surprisingly have considerably more flow at work than in leisure time. In one study of 824 American teenagers, Mike (Csikszentmihalyi) dissected free time into its active versus passive components. Games and hobbies are active and produce flow 39 percent of the time, and produce the negative emotion of apathy 17 percent of the time. Watching television and listening to music, in contrast, are passive and produce flow only 14 percent of the time while producing apathy 37 percent of the time. The mood state Americans are in, on average, when watching television is mildly depressed."</div> <p /><div>Woah. I wonder if that's different for appointment viewing or DVDs, because I get a great deal of flow from a good movie or TV drama... </div><p /><div>But I digress. </div><p /> <div>Pursuing strong will, if you're like me and can be a bit too "go with the flow" at times, is likely to not only make you more effective - but also happier. I've been consciously going in this direction; it works. </div> <p /><div>(A note on the photo: I actually found this when searching Flickr for "tortoise". It's worth reading the description on the <a href="http://www.flickr.com/photos/65193799@N00/2159357935/">original photo page</a>)</div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/will-is-pretty-powerful-whos-will">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-33995341975610380842010-10-04T19:11:00.001+13:002010-10-04T19:11:45.199+13:00I like how the warning about the light is in Braille!<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/nwyGkzygskiHjkjcGjsvzoIkmJqmvkbmrsvGzJzIfcAGayzoGiIBryqtqtif/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/nwyGkzygskiHjkjcGjsvzoIkmJqmvkbmrsvGzJzIfcAGayzoGiIBryqtqtif/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/i-like-how-the-warning-about-the-light-is-in">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-77420459177398659642010-09-29T09:54:00.001+13:002010-09-29T09:54:47.047+13:00Coolest people at #marieworkshops<div class='posterous_autopost'>We have cool people here. A lot of synergies and crossovers too!<p><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/WF2aKNQpBBDNYicSn6dsCsYUZrOuI9zOlKhYUNMpuNjY3cX1CkUZ2XBjoPZJ/photo.jpg" width="320" height="240"/> </p><p>Sent from my iPhone <br /><a href="http://www.sy-engage.com">www.sy-engage.com</a></p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/coolest-people-at-marieworkshops">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-11262633935002238712010-09-17T11:15:00.001+12:002010-09-17T11:15:21.214+12:00So... About this massive storm...?<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/jkDCtlyBxEancowydIgoxqFcvsDBojohfwvnHhAefdcyFoiufBwdEdjajure/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/jkDCtlyBxEancowydIgoxqFcvsDBojohfwvnHhAefdcyFoiufBwdEdjajure/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/so-about-this-massive-storm">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-60055751085917409872010-09-02T13:07:00.001+12:002010-09-02T13:07:12.901+12:00Great idea. A bit mystifying on the iPhone<div class='posterous_autopost'><p><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/akJglqHkDoJnApIvkwpGbGwFfdJAgziEJtlnnoxcBBsjhBkoctJbHzsxufgG/image.jpg.scaled500.jpg" width="320" height="480"/> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/great-idea-a-bit-mystifying-on-the-iphone">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-47997769677406664832010-09-02T07:16:00.001+12:002010-09-02T07:16:07.176+12:00Wise words on selling from Michael Hill<div class='posterous_autopost'>"...let the customers know you have noticed them and are attentive and interested - but never make them feel like you only care about them because they might buy something. <p /> Selling is a human business. Our customers will only feel good about buying from us if they like the feeling they get in the store - and that means the relationship has to be about more than just commerce." <p /> Michael Hill, in his book Toughen Up <p /> Truer words were never spoken, about sales online or off <p /> Sent from my iPhone <br /><a href="http://www.sy-engage.com">www.sy-engage.com</a> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/wise-words-on-selling-from-michael-hill">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-57001684880540538042010-09-01T08:30:00.001+12:002010-09-01T08:30:34.675+12:00Taking a break on my morning walk. Spring is here! So is windchill<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/ytwgIgtqkFsAGtIeqasbJkJfsoAogcrFpvzuACBybrbBkxdevBbDAnDvGdGE/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/ytwgIgtqkFsAGtIeqasbJkJfsoAogcrFpvzuACBybrbBkxdevBbDAnDvGdGE/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/taking-a-break-on-my-morning-walk-spring-is-h">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-58706794362110444942010-08-31T07:32:00.001+12:002010-08-31T07:32:09.171+12:00Improvisation in leadership: More than just making stuff up!<div class='posterous_autopost'><img src="http://posterous.com/getfile/files.posterous.com/ragtagleadership/lBodBJcP9mndyKgavWdzxvBcHA8VIh4VUNZuWvoh9nMWr8vr0VP4Hpfn3sMB/453404993_4e08b99138.jpg" width="500" height="359"/> <p>Business - and life - no longer has a script. Leaders must be able to adapt to life as it happens, not as they had planned.</p><p /><div>That's why the first key skill of ragtag leadership is <b>improvisation</b>. </div> <p /><div>There are two sides to improv: performance and engineering. <b>Performance improv</b> is what we're used to seeing on <a href="http://en.wikipedia.org/wiki/Whose_Line_Is_It_Anyway%3F">Who's Line Is It Anyway</a>, where actors and comedians have to respond to challenges on the spot. <b>Engineering improv</b> is what we see in the typical kiwi <a href="http://en.wikipedia.org/wiki/Number_8_wire">number 8 wire mentality</a>, where you use what you've got to make what you need.</div> <p /><div>The myth of improv is that it's made up on the spot. In a way, improv takes more preparation than reading a script.</div><p /><div>You can rely on a script. With improv, you rely on yourself - and the environment and people around you. Performance improv takes a special kind of attitude, one of trust, one of acknowledging the worst that can happen and ensuring things go in a different direction. </div> <p /><div>What kind of prep do you need for improv? </div><div><ul><li>Knowledge. Know as much as you can about the area you'll be facing, and keep an open mind to new sources of information.</li><li>Curiosity. You'll never know all that you need to know, so keep an open, childlike, curious mind. </li> <li>Bouncy. Don't get bogged down by failure, real or apparent. Bounce. Keep moving. The language of improv theatre talks about accepting offers that others give you. Accept offers from life and keep things moving.</li> </ul><div>Some other great resources on improv:</div></div><div><ul><li><a href="http://idealog.co.nz/magazine/8/what-ive-learned-about-beating-fear">My interview with Wade Jackson</a>, who knows a whole lot more about improv than I</li> <li>The book <a href="http://www.amazon.com/Linchpin-Are-Indispensable-Seth-Godin/dp/1591843162">Linchpin</a> talks extensively about operating without a map; about building your own map</li><li>I haven't read it (yet), but have heard multiple people I trust recommend <a href="http://www.improvwisdom.com/http___<a href="http://www.improvwisdom.com/Home.html">www.improvwisdom.com/Home.html</a>">Improv Wisdom</a></li> </ul><div>And here's our fearless Captain Mal doing some improv of his own, from the movie Serenity:</div></div><p /><div><object height="417" width="500"><param name="movie" value="http://www.youtube.com/v/E6Cm5ik1kA8&hl=en&fs=1" /></param><param name="wmode" value="window" /><param name="allowFullScreen" value="true" /></param><param name="allowscriptaccess" value="always" /></param><embed src="http://www.youtube.com/v/E6Cm5ik1kA8&hl=en&fs=1" allowfullscreen="true" type="application/x-shockwave-flash" allowscriptaccess="always" wmode="window" height="417" width="500"></embed></object></div> <p /><div>(Photo: <a href="http://www.flickr.com/photos/75748253@N00/453404993/">grilled cheese</a>)</div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://ragtagleadership.com/improvisation-in-leadership-more-than-just-ma">Ragtag Leadership</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com1tag:blogger.com,1999:blog-385641437239622429.post-74678904461724708032010-08-30T06:44:00.001+12:002010-08-30T06:44:29.502+12:00When to be consultative and when to be a boss<div class='posterous_autopost'><img src="http://posterous.com/getfile/files.posterous.com/ragtagleadership/HrCE0g6gNnNhDGPrzmMEI2pynHXrFoNbyuSv7VtQKTIbRLgryuYkmBm5nsJ4/37_reavership.jpg" width="500" height="217"/> <p>When we talk about management models, we often get stuck.<br /></p><p /><div>Management (or leadership) models are like gears, we switch to the one that's appropriate for the circumstances (as we touched on in the <a href="http://ragtagleadership.com/a-clarification-dont-be-exactly-like-captain">last post</a>).</div> <p /><div>Keith Grint touches on this in his work on <a href="http://hum.sagepub.com/content/58/11/1467.short?rss=1&ssource=mfc">"Problems, Problems, Problems"</a>. Thanks to <a href="http://twitter.com/angusblair">Angus Blair</a> for letting me know about Grint's work.</div> <p /><div>In a nutshell, Grint says we have three kinds of problems:</div><div><ol><li><b>Critical problems</b>, where a <b>commander</b> is needed.</li><li><b>Tame problems</b>, where a <b>manager</b> is needed</li> <li><b>Wicked problems</b>, where <b>leadership</b> is needed</li></ol><div>To unpack those further, </div></div><p /><div>A critical problem was 9/11. Lives needed saving. Decisions needed to be made, fast. Hierarchy became important. We see this on both starships, the Enterprise and the Serenity. </div> <p /><div>A tame problem is a puzzle that has a solution, but it's complicated (as opposed to complex). For example, moving office or launching a new product. It needs the skills of someone who can make things happen.</div> <p /><div>A wicked problem is climate change and/or ongoing terrorist threat. These kind of problems can't be dealt with using command or management, it must start by finding the appropriate question and asking it, and knowing that you don't know the "right answer".</div> <p /><div>A <a href="http://www-935.ibm.com/services/us/ceo/ceostudy2010/">recent IBM study of CEOs</a> shows that complexity is increasing (and ability to cope with complexity is still low). We need a new kind of leadership more than ever.</div> <p /><div>In the next post, we'll look at the specific qualities of ragtag leadership, starting with <b>improvisation</b>. </div><p /><div>Meantime, I'd love your feedback. On track? Relevant? Not?</div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://ragtagleadership.com/when-to-be-consultative-and-when-to-be-a-boss">Ragtag Leadership</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-21554340949752053882010-08-25T19:12:00.001+12:002010-08-25T19:12:09.472+12:00I stand behind @jackyan as he starts speaking at his hui<div class='posterous_autopost'><p><a href='http://posterous.com/getfile/files.posterous.com/audaciousgloop/CftAltxCBvBrEgyreJxJFrnrdqlzisbmyyeepzrbtbjAslJdoHwrtpdndHlr/image.jpg.scaled1000.jpg'><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/CftAltxCBvBrEgyreJxJFrnrdqlzisbmyyeepzrbtbjAslJdoHwrtpdndHlr/image.jpg.scaled500.jpg" width="500" height="667"/></a> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/i-stand-behind-jackyan-as-he-starts-speaking">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-88241728072627152052010-08-23T14:25:00.001+12:002010-08-23T14:25:09.656+12:00The view from free wifi finder. Meh<div class='posterous_autopost'><p><img src="http://posterous.com/getfile/files.posterous.com/audaciousgloop/AjgCnrbBuJahoCgCxlBdppJubqBHCxuuuIlvbDvsAgduDgnyrrEkvcyssmhH/image.jpg.scaled500.jpg" width="320" height="480"/> </p> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://audaciousgloop.posterous.com/the-view-from-free-wifi-finder-meh">Simon's posterous</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com2tag:blogger.com,1999:blog-385641437239622429.post-13554986644531229792010-08-20T03:12:00.001+12:002010-08-20T03:12:41.709+12:00A clarification: Don't be exactly like Captain Mal<div class='posterous_autopost'><div style="font-family: Verdana; font-size: 13px;"><div style="margin-top: 0px; margin-bottom: 0px;">This is continued from <a href="http://ragtagleadership.com/sci-fi-management-models-2-firefly">Sci-fi management models #2: Firefly</a></div> <p /><div style="margin-top: 0px; margin-bottom: 0px;">I feel it's important to point out that the Firefly analogy is not so much about <a href="http://www.youtube.com/watch?v=1MsDfANzcW0&feature=related">Captain Mal</a>'s personality as much as the structure of the Firefly crew, and the kind of leadership.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">As for Captain Mal's personality, he is and always will be a soldier, and therefore a uniform-wearer and order giver, despite a veneer of pragmatism and humour. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">But the <i>circumstance</i>s determine the kind of leader Mal has to be - one who has to tap into the different motivations of each crew member.</div><br /><div style="margin-top: 0px; margin-bottom: 0px;"> There's a great example of this approach in the episode "<a href="http://www.fireflywiki.org/Firefly/OutOfGas">Out of Gas</a>", when we see how Jayne Cobb became part of the crew. </div><p /><div style="margin-top: 0px; margin-bottom: 0px;">The scene starts with Jayne and his boss pointing guns at Mal and first officer Zoe's head. With his hands still in the air, Mal makes Jayne question whether he's getting the best deal ... from a position of powerlessness he persuades Jayne that life aboard <i>Serenity</i> will be more lucrative - and just like that, Jayne changes sides.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">That's extrinsic motivation, and for some people (like Jayne), and some jobs (like petty crime), money can be a powerful motivator. But for most people, and increasingly for most jobs, intrinsic motivation is far more powerful. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">In the book <i><a href="http://www.danpink.com/drive">Drive</a></i>, Dan Pink explains the scientific research that shows us humans are far more about autonomy, mastery and purpose than cold hard cash. And Captain Mal is pretty good when it comes to offering his crew those things in an intertwining dance.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">He offers autonomy on a big picture scale - while they're on board <i>Serenity</i>, they're free from government intervention and control, which is important to some degree for everyone. However, they're also under Mal's command, which most times is just shiny, but it becomes important when there's trouble. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">That's where mastery and purpose come in. All the crew members are already good at something in particular (piloting, engineering, doctoring, troubleshooting, etc.), and they have an opportunity every day to do their job autonomously. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">We usually think of purpose as big and important (and that's what the follow up movie <i><a href="http://www.fireflywiki.org/Firefly/SerenityMovie">Serenity</a></i> was about) but sometimes a crisis provides an instant and urgent purpose in miniature. That's when it becomes okay to be a bit more military, a bit more hierarchical.</div> <p /><div style="margin-top: 0px; margin-bottom: 0px;">More on this next time! Meanwhile, Mal explains the first rule of flying. I like this as a rule for life:</div> <p /><div style="margin-top: 0px; margin-bottom: 0px;"><object height="417" width="500"><param name="movie" value="http://www.youtube.com/v/tGiCkd1kBHU&hl=en&fs=1" /></param><param name="wmode" value="window" /><param name="allowFullScreen" value="true" /></param><param name="allowscriptaccess" value="always" /></param><embed src="http://www.youtube.com/v/tGiCkd1kBHU&hl=en&fs=1" allowfullscreen="true" type="application/x-shockwave-flash" allowscriptaccess="always" wmode="window" height="417" width="500"></embed></object></div><p /></div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://ragtagleadership.com/a-clarification-dont-be-exactly-like-captain">Ragtag Leadership</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-29150833038720440112010-08-17T06:40:00.001+12:002010-08-17T06:40:01.201+12:00Sci-fi management models #2: Firefly<div class='posterous_autopost'>Thanks to Adrian for his feedback on the last post, including the fact that it was too long. This next one would've been longer, so I'll break it up over a few key thoughts.<p /><div><b>Firefly and 21st century management</b></div> <p /><span style="font-family: Verdana; font-size: 13px; color: rgb(51, 51, 51);">Although it was sadly cut short after just one season, <a href="http://en.wikipedia.org/wiki/Firefly_media_franchise">Firefly</a> has a lot to teach us about organisations of the future.<p /> Unlike Star Trek, everyone is on Firefly for a different reason. For some, it's to get from A to B. For others, it's a place to hide out from the authorities. For others still, it's part of their business.<p /> And at the head of it all is Captain Malcolm Reynolds, someone who, it seems, always has options. He doesn't seem particularly noble or good, just smart. And yet, over the course of the series, he inspires great loyalty from his shipmates. He is most definitely the captain, but not always in a Star Trek sense. The others look up to him, and they also expect a lot of him.<p /> He, meanwhile, expects a lot from everyone. Everyone's a paying passenger, and everyone has different arrangements.<p /></span><div><span style="font-family: Verdana; font-size: 13px; color: rgb(51, 51, 51);">It's a scenario not uncommon for a small business startup. But it's also a scenario playing out for the world's largest corporations. Turns out the flexibility afforded by Firefly-style arrangements can be very helpful to a business in fast-changing times. Also, it never hurts to look at what every party wants out of an arrangement. We can no longer assume that people just want to wear the uniform and serve the cause.</span> </div> <p /><div>(To be continued... your thoughts and comments welcome!)</div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://ragtagleadership.com/sci-fi-management-models-2-firefly">Ragtag Leadership</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0tag:blogger.com,1999:blog-385641437239622429.post-82730214689405445802010-08-10T08:26:00.001+12:002010-08-10T08:26:17.675+12:00Sci-fi management models #1: Star Trek<div class='posterous_autopost'><a href='http://posterous.com/getfile/files.posterous.com/ragtagleadership/fZ2nNQoFZTZhj80POmUMpMPTXIDJABxBZiFhrG9KDphq39QuesqkpdXdOsbU/star-trek-prototype-02.jpg'><img src="http://posterous.com/getfile/files.posterous.com/ragtagleadership/phiyzDDxjTC92DJ0oBiPqMvNgUcrzbMlFq19tTlDTuSVRqibUNDvfyIS8lov/star-trek-prototype-02.jpg.scaled.500.jpg" width="500" height="332"/></a> <p>(This is a draft version of the first chapter of Ragtag Leadership. It's a work in progress and I would LOVE your feedback, negative or positive)</p><p /><blockquote class="webkit-indent-blockquote" style="margin: 0 0 0 40px; border: none; padding: 0px;"> <div><div style="font-family: Verdana; font-size: 13px;"><div style="margin-top: 0px; margin-bottom: 0px;"><i>"</i><span style="font-family: arial, helvetica, sans-serif; font-size: small;"><i>The first duty of every Starfleet officer is to the truth, whether it's scientific truth or historical truth or personal truth! It is the guiding principle on which Starfleet is based. And if you can't find it within yourself to stand up and tell the truth about what happened, you don't deserve to wear that uniform!" </i></span></div></div> </div><div><div style="font-family: Verdana; font-size: 13px;"><div style="margin-top: 0px; margin-bottom: 0px;"><i>Captain Jean-Luc Picard, in the episode </i><a href="http://memory-alpha.org/wiki/The_First_Duty">The First Duty</a></div> </div></div></blockquote><div><div style="font-family: Verdana; font-size: 13px;"><p /><div style="margin-top: 0px; margin-bottom: 0px;"><div style="font-family: Verdana;"><div style="margin-top: 0px; margin-bottom: 0px;"> <div style="margin-top: 0px; margin-bottom: 0px;">When I used to watch <i>Star Trek</i> as a kid, I wondered why everyone in the future wore the same kind of clothes. I didn't realise it was speaking about an organisation with a uniform. Star Trek has a lot to do with the uniform, with being part of something.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">The Star Trek crew speak the same language, because they've been through the same training. Their goals and mission are clear: to seek out new life, new civilisations. Their parameters are clear: the prime directive guides their behaviour (except the odd occasion where circumstances dictate otherwise).<p /> There's a clear chain of command, even when a merger takes place (as in Voyager), or when working in a joint venture (as in Deep Space Nine).<p />Everyone's cross-trained. When consoles blow up in Chekov's face (as happens with astounding regularity), Uhura is always able to take the conn while he goes to sickbay. And so on.<p /> The fact that so many people on present-day Earth want to wear this uniform is tribute to the culture that Starfleet, this imaginary organisation, has created. </div><br /><div style="margin-top: 0px; margin-bottom: 0px;"> Want proof? See the documentary <i>Trekkies</i>, which delves into the culture of Star Trek fandom, from conventions to fan fiction to one woman insisting on wearing her uniform to jury duty. While others thought it was a bit of a joke, she was serious about the values that uniform stood for. (Full marks for courage!)</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;"><b>What's it really about?</b></div><div style="margin-top: 0px; margin-bottom: 0px;"><br /> And yet, Star Trek is not all about sticking to company procedures. Star Trek has always been about deep space exploration, where the buck really does stop at the captain's chair, even though there are officers higher than him or her back at starbase. The best person to make a decision is the person closest to the action.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">In fact, some of the most compelling episodes of Star Trek are those which contrast captains who've been through the same training, and deliver different results. In <i><a href="http://memory-alpha.org/wiki/Equinox">Equinox</a></i>, a Star Trek:Voyager episode, Captain Janeway comes face to face with a captain who has cut ethical corners in order to survive. </div> <br />When she discovers what the other captain has done, she has little sympathy:</div><br /><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px;">Captain Ransom: "<i>It's easy to cling to your principles when you're standing on a vessel with its bulkheads intact, manned by a crew that's not starving.</i>"<br /> Captain Janeway: "<i>It's never easy, but if we turn our backs on our principles, we stop being human.</i>"</p> <b><br /></b><div style="margin-top: 0px; margin-bottom: 0px;">For Janeway, it's not so much a matter of Starfleet protocol as it is being human. When you're millions of light years away from home, being human is pretty important.</div> <br /><h4 style="font-size: 10pt;">Variations on a theme</h4>Over five different incarnations we've seen plenty of variations on the Starfleet management model. <p /><div style="margin-top: 0px; margin-bottom: 0px;"> The <a href="http://memory-alpha.org/wiki/Original_series">original series</a>, <i><a href="http://memory-alpha.org/wiki/Next_generation">Star Trek: The Next Generation</a></i> and <i><a href="http://memory-alpha.org/wiki/Star_Trek:_Enterprise">Enterprise</a></i> showed us a Starfleet ship with a Starfleet crew, but <i><a href="http://memory-alpha.org/wiki/Star_Trek:_Deep_Space_Nine">Star Trek: Deep Space Nine</a></i> showed us a joint venture (a Starfleet outpost near the planet Bajor, staffed by a mixture of Starfleet and Bajoran personnel) while <i><a href="http://memory-alpha.org/wiki/Star_Trek:_Voyager">Star Trek: Voyager</a></i> showed a merger between the stranded Starfleet Voyager crew and the equally stranded outlaw maquis crew. </div> <br />Okay, that's two variations on a theme. But still, these series provided some great moments of truth when it came down to the true nature of leadership. It goes far beyond position and title (particularly when you're far from the rest of the chain of command) and relies a lot on your personal negotiation ability.<p /> <div style="margin-top: 0px; margin-bottom: 0px;">Of note: even though the Maquis in <i>Star Trek: Voyager</i> were outlaws, they had still been through the same Starfleet training as the rest of the Voyager crew. The Bajorans in <i>Star Trek: Deep Space Nine</i> had not, and it's interesting to see how far Captain Sisko associated himself with the Bajoran cause rather than representing Starfleet. His personal dilemma was between representing and advocating Starfleet's interests, and serving the people of Bajor. In the end ... well, I won't spoil it for you if you've never watched it.</div> <div style="margin-top: 0px; margin-bottom: 0px;"><h4 style="font-size: 10pt;"><b>What's awesome about the Star Trek model</b></h4><div style="margin-top: 0px; margin-bottom: 0px;">Strong shared values can set a team on fire, and cause them to do together what they could never do alone. Military groups know this, that's why they draw heavily on their history and traditions and shock recruits into identifying with each other rather than any other background. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">We also see it in the corporate world, with mixed results. Before the financial crisis and the scandal of early 2010, Goldman Sachs was admired for its strong culture. In a 2005 BusinessWeek articlehttp://<a href="http://www.businessweek.com/bschools/content/feb2005/bs20050210_3129.htm">www.businessweek.com/bschools/content/feb2005/bs20050210_3129.htm</a> , Aaron Marcus, head of campus recruiting, describes the teamwork culture at Goldman Sachs:</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">"teamwork means taking a passionate interest in facilitating the success of other people with whom you work."</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">The 2007 book <a href="http://www.amazon.com/Meaning-Inc-Blueprint-Business-Success/dp/1861978839/ref=sr_1_1?ie=UTF8&s=books&qid=1281385261&sr=8-1">Meaning, Inc</a>. praised the bank's "restrained, almost cerebral tone", where "excessive individualism is frowned upon". The book also identifies Goldman's strong sense of long-term success ("a view that doing the right thing and building strong, enduring relationships with clients works out in the end. 'Long-term greedy', they call this orientation.")</div> <br />A strong culture also comes with a sense of history. Again according to Meaning, Inc., Goldman Sachs hired anthropologists to "dig into its history and unearth key themes".</div><br /><h4 style="font-size: 10pt;"> What's worrying about the Star Trek model</h4><div style="margin-top: 0px; margin-bottom: 0px;">For one thing, it's worrying that I'm referring to <a href="http://www.politicsdaily.com/2010/04/20/goldman-sachs-scandal-fabulous-fab-and-masters-of-the-universe/">Goldman Sachs</a> as a good example of the Star Trek model. Being in a tribe can lead you to do things you wouldn't do alone, and that can be bad as well as good. How many sins have been committed by people "just following orders". </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">And this is an issue that's addressed in many Star Trek episodes and movies, case in point being <i><a href="http://memory-alpha.org/wiki/Star_Trek:_Insurrection">Star Trek: Insurrection</a></i>. In it, the Enterprise crew uncover corruption and must act outside of their Starfleet capacity to put things right. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">In a confrontation, the corrupt Starfleet Admiral Dougherty threatens Captain Jean-Luc Picard with court martial. His response: "If a court-martial is the only way to tell the Federation what is happening here, Admiral... I welcome it." </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">It goes back to what that same Picard said at the beginning of this section: the first duty of every Starfleet officer is to the truth - not to comrades. </div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">And that's the challenge facing any tribal organisation with a strong culture: encouraging the individual courage to stand up against the system when the system is wrong.</div> <br /><div style="margin-top: 0px; margin-bottom: 0px;">Another worry about the Star Trek model is simply its unsuitability for early 21st century employment patterns. Gone are the days of lifelong tenure, or even 25-year stints at a single job. Now the average length of tenure for a marketing manager is under two years. In this environment, incentives and messages need to be different.</div> <p /></div></div></div></div> <p style="font-size: 10px;"> <a href="http://posterous.com">Posted via email</a> from <a href="http://ragtagleadership.com/sci-fi-management-models-1-star-trek">Ragtag Leadership</a> </p> </div>Simonhttp://www.blogger.com/profile/09657138758289333314noreply@blogger.com0