“Leadership in the Age of Twitter”

1. “Leadership in the Age of Twitter”

2. Practical Methodology…from“My Little Blue & Gold Handbook of Everyday, Real Leadership” & George Washington’s “Rules of Civility”“Drink not, nor talk, with your mouth full…”Geo. W. Rules of Civility

3. Why am I here talking about this today...?? • Leadership is hard to define, but we know it when we see it, experience it... • There are timeless concepts surrounding the development of effective leaders • Effective leadership is learned

4. WARNING:::::::::… • To proceed further involves • Commitment • Courage • Check your ego • Taking chances • Being Accountable • Willingness to, perhaps, change behavior…? Tread carefully…!

5. Twitter (Social Media) in the Workplace... • Easy to update colleagues, partners, customers about marketing, hiringactivity, other company messaging. • Tool for listening to customers as they talk back and forth. • Split reality re business vs. personal use is an emerging science... • Some anecdotal instances from the Web: • More than half of Twitter users are under the age of 45 • Dell reported twitter promotions sold $6.5 million in product. • 51% of active twitter users follow companies, brands, or products • 65% of the Fortune 100 use social media to communicate with customers and stakeholders

6. Twitter (Social Media) in the Workplace...(continued) • Why should an organization have its own official presence on social media... • Facilitates open communication, leading to enhanced information discovery and delivery. • Allows employees to discuss ideas, post news, ask questions and share links. • Provides an opportunity to widen business contacts. • Expands market research, implements marketing campaigns, delivers communications and directs interested people to specific websites. • Targets a wide audience, making it a useful and effective recruitment tool. • Improves business reputation and client base with minimal use of advertising. • Promotes diversity and inclusion.

7. Twitter (Social Media) in the Workplace...(continued) • PC World advises implementation steps... • Get buy-in from management • Do not fear replacing legacy media with the new social media • Start small, grow gradually • Identify a business problem you are trying to solve • Establish expectations • Provide adequate resources • Keep it simple from the outset • Ensure the data available is relevant • Metrics • Security

8. For What it’s Worth...CEO’s on Millennial’ s • Always on their cell phone • Lack face-to-face communication skills • Expectations are too high <Caution> Keep this in perspective, these CEO’s - are not necessarily in tune with this generation - have they set clear expectations? - job of leadership is to groom the future

9. Likability at Work Matters (WSJ 3/26/2014) • Becoming a bigger factor for success as social networks grow and videoconferencing increases • Likable people are more apt to be hired, get help at work, get useful info from others, have mistakes forgiven • Social networking places a premium on likability • Employers track on in-house social networks and chat • Recruit those trusted, well-liked to spread info, push changes

10. Likability at Work (con’t) • Likability is more important and harder to pull off on video than in person • Videoconferencing to grow 47% annually next three years • Applicants interviewed on video score lower than those interviewed in person • Likability can be taught, a learned trait • “Big three” behaviors on video • Look into camera • Smile naturally as you speak • Vary tone of voice to convey warmth and enthusiasm

11. Likability at Work (con’t) • Be authentic, natural rather than stiff, self-absorbed • Be curious, show interest in others, ask questions about others’ opinion, activities, make eye contact • Be expressive, vary tone of voice, smile and show enthusiasm • Be a listener, focus on what others are saying • Show positive body language • Look for shared similarities, topics of mutual interest

12. Now, to Leadership - Is it “ok” to . . . • Aspire to high performance? • Participate in an organization that values each member? • Each member continues to develop personally and professionally? Of course it is! Sit not when others stand, speak not when you should hold your peace, walk not when others stop… Geo. W. Rules of Civility

13. How Leadership Works... • Levels/Stages/Progression • People follow you because they have to, by virtue of your Position • People follow you because they want to, you have their Permission • People follow you because of what you have contributed to the organization, you Produce • People follow you because of what you have done for them, People Development • People follow you because of who you are and what you represent, Pinnacle

14. Reality Check So, we read all these books by famous individuals who lead in war, dire circumstances...fine and good. But where does that leave you and I, the “not so famous” deep in the org chart, charged with leading a group of 5, 10, 30+ people while contributing to a bottom line and the successful performance of your organization/company? Oh no…Our probable destiny is not to lead in some tragic calamity or great battle. Our role is to be there each day, every day & produce positive results

15. Basic Elements… • Trust • Respect • Open Communication • Shared Information • Adequate Resources • Shared Vision • Training/Professional Development If anyone comes to speak to you while you are sitting, stand up…Geo. W. Rules of Civility

16. Trust and Respect • Leader models behavior • Expand individual responsibility and authority wherever possible • Achievable, mutually agreed goals and objectives • Continuous Feedback and Interaction Strive not with your superiors in argument, but always submit your judgment to others with modesty…Geo. W. Rules of Civility

17. Open Communication and Shared Information • Networked environmentmoving to Social Media • Equal resources • E-mail • Voice mail • Outreach • Individual accountability and responsibility Being to advise or reprehend anyone, consider whether it ought to be public or in private, presently or at some other time…Geo. W. Rules of Civility

18. Adequate Resources • Staffing • Equipment • Software • Funding Wherein you reprove another, be un-blameful yourself…Geo. W. Rules of Civility

19. Training and Professional Development • An organization’s single, most fundamental responsibility • Minimum standards • At least one off-campus opportunity per year, for example… • Again, reasonable goals and plan for success (catch people succeeding…) Use no reproachful language against anyone, neither curse nor revile…Geo. W. Rules of Civility

20. The Mold That Holds the Mix • Vision - where we wish to go! • Mission - what we do while going there! • Values - concepts we hold dear, never-changing! • Guiding Principles - steer our daily efforts! • Goals, Objectives, Strategies! Be not hasty to believe flying reports to the disparagement of any…Geo. W. Rules of Civility

21. Remember… Any organization should have a clear vision, as well as a practical grasp of the relevant realities, of its purpose, presence, direction, and effect in its particular area of goods, services, operations, etc….that said I would look to any organization to: • Demonstrate a viable and effective ability to communicate up and down the organization • Develop effective and capable leadership throughout the organization that allows innovation and creativity to flourish at all levels • Clear understanding of who the customer, or client, base is in the context of its core identity and competencies… Speak not injurious words, neither in jest nor earnest…Geo. W. Rules of Civility

22. …and, please keep in mind • The line worker in a university power plant, the production line operator in a manufacturing facility, or the purchasing agent faced with a complex procurement issue are no different than a nineteen year-old plane captain on a carrier’s flight deck. They do not want to reflect on the creativity of the soul or the concept of fractals while dealing with the hard issues at hand. They simply desire an opportunity to succeed, knowing with confidence they are fully trained, with adequate information and resources at their disposal, and, most importantly, their leadership supports and believes in them! Labourto keep alive in your breast that little spark of celestial fire called conscience…Geo. W. Rules of Civility

23. Last thoughts… • Real Leaders actually are visionary. • Real Leaders continually seek knowledge. • Real Leaders do communicate. • Real Leaders help develop all in the organization. • Real Leaders do foster good working environments. • Real Leaders invariably take responsibility. • Real Leaders always acknowledge and recognize others. • Real Leaders are good stewards. • Real Leaders delegate effectively. • Real Leaders always foster personal growth. • Real Leaders are fair, just and ethical. • Real Leaders are energetic and decisive. • Real Leaders create team opportunities.

24. Result: A Team in action…

25. A Couple of References... • Maxwell, John C.; How Successful People Lead; Center Street; 2013 • Bradt, George and Davis, Gillian; First-Time Leader; John Wiley & Sons, Inc.; 2014 • My Twitter: Richard Scharff @Stjoesailor • Dick Scharff, navyusn1@gmail.com, 619 316-2083