E L S U A ~ A KM Blog Thinking Outside The Inbox by Luis Suarez


What’s Your Purpose?

Gran Canaria in the Winter

Apparently, ‘two thirds of digital transformation projects fail’. I know that headline may well be both a bit too provocative and rather pessimistic at best, but I guess we can’t deny there are far too many reasons out there as to why that may be happening, as Dion Hinchcliffe himself wrote, quite nicely, over 6 years ago, in a rather insightful article titled: ’14 Reasons Why Enterprise 2.0 Projects Fail’. Even today. When looking into it with a bit more detail though, one can find that perhaps, right at the heart of the matter, one of the most powerful reasons as to why that happens is because most organisations haven’t been able to answer properly the one question that matters: ‘What’s your purpose?’

When talking about Social Business Adaptation (not the same as Adoption, by the way), there are 5 different pillars, over the years, I have considered essential for any successful Digital Transformation programme (not a project either, by the way); and since I mentioned earlier on, in another blog post, that I’d start sharing plenty of the methodologies, strategies, processes and tools I use for my work as an independent adviser, I thought I would get things started with the one single question that, to me, triggers those transformation efforts: figure out the why first, before you dive in to the how.

Throughout all of these years of having been involved in Social Business Adaptation (both while at IBM and nowadays as a freelancer) I have been exposed to a good number of different purposes as to why both people AND organisations embark on that so-called Digital Transformation journey. And time and time again there have been a number of them that typically fall sort of the expectations towards the second year that they have been put in place. Three of them in particular come to the top of the list and I thought I would share them over here in the hopes that, if you bump into them, you may have an early warning, and some pointers, on what you may need to do to shift things a fair bit in a different direction perhaps. On the other hand, there are also plenty of other great purposes for which people/organisations have pretty much nailed their efforts into becoming a Socially Integrated Enterprise. So we will talk about those other three as well in a few minutes (Yes, I know, I like to see things in threes and multiples of threes :-D).

Why Digital Transformation Projects Fail?

I am pretty sure that, by now, your head may be spinning around a fair bit coming up with a good number of different reasons as to why you think Digital Transformation programmes keep failing over and over again over the last few years. To me, it’s all down to figuring out what your purpose is. Why do you want to do what you are about to do? What is it that you expect to happen, once you get started with the Social Business journey? And what are, potentially, some of the expectations you would want to meet up at some point in time?

Now, this is not, at all, at this point in time, about trying to figure out the ROI of Social Business. We already had that conversation a while ago and it didn’t take us anywhere. Total waste of time, really. In fact, if you look around, today, you would hardly see anyone trying to question the return on investment from your digital transformation efforts anymore. It’s just not happening. It’s 2015, it’s considered a given. Why? Well, mainly, because we no longer have a choice (never had, actually!). I mean, look at the alternative(s) of not diving in to the Digital Transformation journey. It’s ugly and it will become uglier over the course of time even more so if we keep ignoring the inevitable: change. 

With all of that said, you may be wondering what are the main three purposes I bump into, every now and then, that are bound to create more trouble than help out with those transformation efforts. I am sure you all have your own favourites and I would love to read about them in the comments, but, for me, here are the Top 3 Reasons as to why digital transformation programmes fail, based on what their main purpose may well be: 

  • Cost savings: Bean counters, and everyone else, dealing with the financials of your organisation would love you lots if this is the main purpose of why you would want to start the Social Business journey. Yet, the reality would be quite different. Justifying the existence of a Digital Transformation programme within your organisation as an opportunity to cut / save costs and become more efficient as a result is bound to fail on the second year of life of the initiative. Why? Well, mainly, because there will always be something out there that would help you cut costs, specially, in the technology space, and that means the moment you find something else to help you cut costs there goes your Social Business effort. Down the drain. To no avail. Efficiency has never been a good friend of Change and Transformation programmes. What you are after is effectiveness. Big difference. 
  • Competitors driving your agenda: ‘My competitors are all going through this Digital Transformation programme already. We are late into the game!’. That’s typically another popular reason as to why people figure their purpose is just to play catch up with their competition. Don’t worry, you are already late, if you are just getting started now. Why worry then? What you may want to do is shake off that strong feeling that your competitors are driving your agenda, whatever that may will be, and perhaps re-focus on what you really want to do as a business, which, last time around we checked was no other endeavour than delighting your clients through an excelling employee experience. Focus on that. You will be much better off, believe me.

    Take a look, for instance, into IT vendors, specially, in the Social Software / Collaboration space. There are plenty of them that will always tell you that they are doing much much better than the competition, so they will flood you with all sorts of information, brochures and marketing speak on features and capabilities on a certain product, etc. etc., almost as if it were a whitewash of sorts, to then match themselves against their competitors for you to see how good they are, when, eventually, they keep failing on meeting up with a clear premise: what business problems are they trying to solve for you? Then there are other vendors that just focus on helping the competitioncompeting accordingly, and they are doing just fine, because that’s their main focus, both the employee AND the customer. Seriously, if the products you are trying to sell your customers are wonderful and meet their needs, you don’t need to worry about the competition. There isn’t any. Go the extra mile. 

  • Change for the sake of changing: It’s not a good idea. It’s never been. On the contrary, it would just show that you are not ready for the change itself, nor the (digital) transformation process. Whether we like it or not, we just can’t change organisations, nor can we change people, for that matter; we can only provide the (right) conditions for knowledge workers to be self-empowered to come forward and change themselves leaving it all up to them. So thinking that we need to change because we don’t have a choice anymore will only create even more trouble. If only, it would work out as adding another layer of (social) tools and think we have changed. When we have only put but more lipstick on the pig. Still a pig. 

    Yes, I can see the urge from most organisations to want to hang out with the cool kids who have already gotten started with their own transformation journey. I realise how plenty of businesses would want to jump the shark and join those very same cool kids on the open Social Web, interacting with their customers, business partners, even their competitors, but then again still operating, pretty much, as v1.0 on the inside. Frankly, to be 2.0 on the outside, requires that you may well be 2.0 on the inside, because otherwise you are off to a massive wake-up call when things go messy. And they will. 

The Journey of Becoming a Socially Integrated Enterprise 

Like I said earlier on, I am pretty sure there are tons of other reasons as to why organisations have decided to embark on the so-called Digital Transformation journey, that may well not have worked out as planned, while trying to answer as well the key question ’What’s your purpose?’ I bet you all know, or have, quite a few and I would certainly love to hear them in the comments, if you would have a minute to share them with the rest of us, but for now, let’s go ahead and focus on the Top 3 Reasons as to why digital transformation programmes are a wonderful success within (some) organisations: 

  • Transform how the entire organisation works: Through a co-creative process, where no-one and everyone owns it, the social business and digital transformation journey is mostly focused on transforming how the entire business works. The focus moves on from being on either technology and business processes and, instead, it’s all about the people, about self-empowering them to become more accountable and responsible for what they do, how they work, connect, collaborate, share their knowledge more in the open, transparently, and, eventually, get work done in a much more democratic, egalitarian, wirearchical, engaged manner. The change process begins when the organisation realises they need to relinquish control, become less risk averse, more open and transparent, to then re-gain it back through how they nurture and build healthy networks and communities as the new operating model. The wake-up call? That these conditions of operating through social networks are not going to go away any time soon, so we better adapt to them and act accordingly. Or we are in trouble. Big trouble.
  • Address business pain points: Perhaps the toughest of reasons. I mean, no-one wants to air out, even internally, what doesn’t work, whether it’s related to technology, processes or people. We all want to keep drinking the kool-aid, to control the message, to continue distrusting our peers, because, after all, we never did, so why start now, right? Alas, it doesn’t work out that well in reality, so if you take those business pain points and turn them into business opportunities through both some bravery and courage admitting not all things are working all right, there is a great chance you will find the right purpose to correct your due course.

    And if you are brave, again, one more time, to involve your entire workforce to help you not only surface what doesn’t work, but also try to provide different solutions to each and everyone of those issues, there is a great chance that you will be on the mend sooner than you think. Both the change and transformation processes will kick off by themselves, without even needing to have a certain strategy. Biggest leap of faith to come across? Understand we are not the experts we all think we are; we are all weak, vulnerable, constantly making mistakes (and learning from them!), and it’s our relying on building those strong networks across the organisation that will only help us, collectively, address those pain points and venture to suggest some potential solutions. And initiate that process of self-healing that’s so very much needed in each and every single business today, in each and every single individual knowledge (Web) worker. 

  • Finally, identify new business opportunities: Indeed, create new markets. I know, I know, easier said than done, but what’s stopping us? What’s stopping us from thinking we can, collectively, change the (business) world for the better? The realisation that it’s going to be impossible? Or perhaps the itch that we can’t attempt to realise the impossible, because, you know, it’s the impossible, after all. How could we? That’s exactly why we need to venture into creating those new markets. New frontiers and I’m not necessarily just talking about technology in general. Think about the world we would all want to live in, say, 15 to 30 years from now. 2030 and 2045. What’s the world going to look like? Most importantly, what’s your dent in this universe for which you would want to be remembered when you are gone. How would you like your offspring to remember you? As those folks who had the chance to change the world and failed because they were not courageous enough to explore and create new markets? Or those folks who didn’t have a clue about what they wanted to do down the line, but there was a very clear premise in the air: leave behind a better (business) world than they themselves experienced throughout their (working) lifetime. And perhaps start working towards achieving that goal. Why not?

My goodness! Talking about having a meaningful and rather impactful purpose for us all! How does that sound to you folks in the long run? Please do tell me you are, with me, in the second group. Please do tell me that, when you are pondering to embark on this so-called Digital Transformation journey within your own business you are thinking about potentially answering ‘What’s your purpose’ with this particular mindset: what kind of world do I want to leave behind me / us when we are all long gone? Something tells me that if we shift focus on that short term purpose, gains, and think more into the near future, into the long run, we would all be so much better of, collectively. Not just for our own mere survival, but for all of those who come after us pushing harder, stronger, higher than whatever we all attempted to do in the past.

Yes, exactly, ‘What’s Your Purpose?’ starts with you asking yourself every single morning, when you come to work, what you would want to achieve that day to make this world a better place. After all, it’s our chance to make a dent in this universe while we change and transform not only the way we work, but also the way we live our lives. Not just for ourselves, but for them, whomever they may well be …

Signing off, sincerely, your #hippie2.0.

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The Call to Adventure – On Doing What You Love

Gran Canaria - Playa Las Canteras in the Summer at SunsetOver the course of the last six months it’s been quite an interesting experience, to say the least, being asked, on a rather frequent basis, why did I leave big corporate life at IBM, specially, with the last round of dream jobs, to instead build my own business into the unknown with that inherent flair of uncertainty, specially, given the current times we are living in, and still have no regrets about moving on into that next adventure, whatever that may well be like. Well, after all of that time I guess I am now ready and have a proper answer that I can go by with and that pretty much describes the main reason(s) why I decided, after 17 years, it was time to move on: doing what you love.

Well, those words are not really my own, but from the one and only Jim Carrey, when earlier on in the year had the wonderful opportunity, for all of us to witness thanks to the wonders of the Social Web, to deliver the commencement address at Maharishi University of Management’s class of 2014 doing quite a phenomenal piece of work in terms of describing what life should be all about. At least, what he himself makes out of it. I tell you, you got to love commencement addresses. They can well be quite an inspiring and motivational round of resources to remind you why we are all here in the first place in terms of finding our very own purposes and meaning on what we do. Jim’s is right up there in terms of how it can elevate your spirit(s) to think different AND act different by reminding each and everyone of us as to why we make certain decisions the way we do and describe pretty much how vast majority of that decision making process is, actually, driven either by love or fear. Here is a snippet of what I mean and that pretty much describes that whole process in the words of Jim’s own father, which are, if anything, nothing short of pure brilliance. If not, judge for yourselves: 

I learned many great lessons from my father, not the least of which was that you can fail at what you don’t want, so you might as well take a chance on doing what you love

Whoah!! Can it get better and more profound than that?!?! Oh, yes, it surely can! Take a look into this link that contains the full commencement address (A bit over 26 minutes), and which will be totally worth while watching in its entirety. And if you would want to, you can also take a look into the Transcript of Full Commencement Address where you will be able to read through his entire speech. Absolutely stunning! 

I’m not going to tease you much longer nor to spoil it for you by sharing plenty of the golden gems he shared across that 26 minute long speech, but while watching it through I just couldn’t help remembering a very recent blog post that my very good friend, Rob Paterson, put together under the rather thought provoking title “The Call to Adventure – Is This You Too?” and which pretty much describes that inner urge from each and everyone of us of “becoming the change”. At the heart of the matter though is for us all to figure out if our decision making process strikes either for love or fear, for that matter, and how we learn to live with that decision, regardless of the outcome.

I guess 3 years after I wrote Welcome to the Social Enterprise Awakening I am only now starting to comprehend the reach and full potential of the disruption of all of these emerging technologies and social networks not only in a business environment, but also in our society as a whole. I can probably say that it took me 14 years to perhaps realise about it, but then again, I suppose that, subconsciously, back then when I wrote that piece, I was already telling myself something that stroke my brain really hard as well when a couple of months back Seth Godin wrote: “It’s probably easier and certainly more direct to talk to yourself about loving what you do.

And forget about everything else, because, regardless of what people may well tell you, it’s no longer worth your time, effort and energy to pursue those endeavours you may well not be truly passionate about. Yes, indeed, it’s all about the passion, after all, about figuring out what kind of passion you have, its real true meaning, along with purpose, how eventually you get to find it, and how you, at long last, put it into action

I guess that’s essentially what my “in transition” period has been like, since I went independent, if I were to describe it in just a few words, but perhaps much more interesting and intriguing is the overall journey itself, that call to adventure that Rob referred to in the above shared link, of doing what I love doing, even though I’m only now just getting started with it. You see? One of the things I have learned over the course of the years and perhaps I am now fully embracing in its whole measure is how “Life Is Too Short For You To Get Good At What You Don’t Want To Be Doing”.

And whenever that happens, it’s time to move on and become the change, because, eventually, it’s not the final destination what really matters, but the actual journey. That is, that awakening phase we all get to define for ourselves. And, remember, we are not alone. We have never been alone, since our networks are just within reach of a post, a phone call, or a simple face to face conversation. In short, it’s our collective choice of whether to go for rather a conservative decision or a bold move and from there onwards make the most out of it.

Hopefully, the latter. Yes, that’s what I am currently working on… And you?


Written by Luis Suarez

Chief Emergineer and People Enabler. A well seasoned Social / Open Business evangelist and 2.0 practitioner with over 15 years of experience on knowledge management, collaboration, learning, online communities and social networking for business; and has been living, since February 2008, a (work) life without email challenging the status quo of how knowledge workers collaborate and share their knowledge by promoting openness, transparency, trust, sustainable growth, engagement, connectedness and overall smart work. He can also be contacted over in Twitter at @elsua or Google Plus.

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#LeadWithRespect Meme: a Challenge for 21st Century Management

Gran Canaria - Roque Nublo in the SpringI can’t remember the last time that I participated on a blog carnival or meme blog series for that matter. I guess it’s been far too long, so when my good friend Cecil Dijoux launched a meme invitation to a group of us around #LeadWithRespect : a Challenge for 21st Century Management, based on a recent blog post he published upon embarking himself on reading the book “Lead With Respect” by Freddy and Michael Ballé (Already got my Kindle copy, by the way, although I haven’t gotten started with it just yet…), I just couldn’t help diving in and see where it would take us all being part of those conversations. After all, what could possibly go even more wrong with Leadership (and Management, in general) as it is today, perhaps one of the most profound, deeply routed and unprecedented management and leadership crisis in our entire recorded human history. I guess the only way is up, right? 

I asked Cecil through Twitter whether we would, eventually, need to read the book before participating on the meme invitation and he confirmed that was not the case. He’s still reading it himself further along, but just wanted to get some dialogue going and seeing the list of invitees I am sensing it could be quite something! A true privilege for yours truly, for certain, to be sharing my two cents when you see such notable and well-respected names such as these folks:


Essentially, the meme invitation is all about providing some specific answers to the various “seminal leadership questions” that the book is trying to answer as well. To name:

“[…] what is it to lead with respect ? What does it mean to show respect to employees ? Are there any related practices that can be applied in different context and yet bringing encouraging results ? Is it necessary for a 21st century leader to respect her employees in order to achieve success ? What are the costs of not respecting employees ? What is the relationship between leading with respect and setting a culture of continuous improvement ?”

So I thought I would get started with the meme by perhaps sharing some quick entry points to each of those questions based on thoughts that have been in my mind for a good while now. I know there will be a lot more to write down and share along on the topic, and I am sure we will all continue to cover this area for a good while with additional blog posts. Both leadership and management are two topics that I have always found really fascinating and which I think are right at the heart of the matter as to why vast majority of today’s knowledge workers are (totally) disengaged at work. You know how it works, if both your managers and leaders are disengaged at work, which they are, and very much so!, so will the employees they manage, even to the point of their own customers. If we are to define the overall client experience around the employee experience we would first need to help identify what the new role of management / leadership should be like, because the current model, and for obvious reasons, cannot be even more broken than what it is at the moment.

By all means, this article does not intend to address nor fix all of the various different problems and business issues with management / leadership overall. This article will just attempt to share some pointers to ideas, thoughts, and experiences that could help re-define that overall role of management and where would it fit in the Social Era of the Connected Company. An Open Business.

What is it to lead with respect?

To me, it’s all about trust. There is a great chance that if you trust someone you would respect someone. And in order to do that you would need to know them, in order to know them you would need to find out what they know, what they share, who they share it with, how they feel about things, what they are truly passionate about and so forth. Eventually, what drives them and motivates them to come to work every day by essentially offering the opportunity to demonstrate their thought leadership day in day out, which is essentially why they were hired for in the first place.

That’s where management and leadership come in. Lead with respect means that we need to leave behind that paternalistic approach from management of not trusting their employees by default, no matter what, therefore not showing much respect, because they know better than those same knowledge workers. After all, remember, they are making all of the decisions for them. They take all the risks for them all the time as well. They set the overall strategy of how the business will be run, right from the trenches to all the way to the top. For those managers, their competitive advantage has always been “knowledge is power” and why they have managed to cling to it all along with no remedy, because that has always been the status quo of how things operate at work. And you just need to keep quiet. 

But we should not forget they also take their pay, their big fat bonuses, and a certain status and power that, if anything, has got the opposite effect of showing that respect and trustworthy mindset of who you work with. Understanding that if you relinquish all of your knowledge and expertise you are eventually enabling your workforce to excel even more at what they already do a decent job for. But, you see? That’s not going to happen that easily, because that’s just the beginning of the road towards respecting your employee workforce, i.e. to not only help them do their jobs more effectively, and therefore becoming the Chief Obstacle Remover, but also to treat them as what they are: people, human beings, who, after all, are looking to strike both (business) results and (personal business) relationships. That’s the moment when you, as a manager, get to lose control, if you ever had it, because, if anything, control has always been an illusion and will remain so for many decades to come. Time to wake up to reality. 

What does it mean to show respect to employees?

It essentially means that managers and leaders are finally understanding the transformation provoked by these emerging digital tools where we are transitioning from a business world run under the mantra of the scarcity of knowledge stocks into the abundance of knowledge flows (as John Hagel coined back in the day) therefore embracing the motto of “knowledge SHARED is power”, where eventually knowledge workers are now more exposed to timely information, resources AND people to make better decisions without having to go every single time through their management chain in order to do their job. Biggest ah-ha moment about showing that respect to employees is for managers to, at long last, embrace the notion that they are no longer the smartest people in the room. That out there, amongst their own employee workforce, there are bound to be dozens and dozens of really smart, talented, amazing and brilliant people who are doing excellent jobs that they were never credited for.

Once you realise you are no longer the smartest person in the room, you are just on the brink of entering that new model of self-management around social networks that Jon Husband coined back in the day as Wirearchy and that certainly defines the workplace of the future in a direction away from a hierarchical, paternalistic, command and control, micromanaging driven mentality that has caused, if anything, more harm than benefit. Showing respect to employees essentially means you realise you are also one of them. One of the nodes in the network. The challenge then becomes how well connected you may well be in the network based on the trust and respect for others you may have shown over the course of time. The transition is clear. Knowledge and expertise become redundant, if you are no longer connected to the rest of the network. And that’s where respect shines, as you will have to earn the merit from each and everyone of them every single day of every month. Every year. Forever. 

Are there any related practices that can be applied in different context and yet bringing encouraging results?

I am sure there are plenty of them out there. In fact, it’s probably one of the hottest topics at the moment in the field of Management and Leadership in terms of redefining their role in the Knowledge Economy of the 21st century. One of my favourite books on the topic (Although there are certain ideas I still don’t buy just yet) is that one from Frederic Laloux around Reinventing Organisations which is a must-read in terms of helping identify what the future organisation would be like starting off today. 

For a good while though I have been pondering and musing about a particular framework that I think could be applied in different contexts but that would also bring up some excellent and encouraging results in terms of that transformation both leadership and management need to go through. It’s what I call the L.A.F. Framework, which essentially consists of 3 key basic elements that would help management and leadership understand their new role in the Social Era. To name: 

  • Listen: If you would ask me, nowadays we seem to be doing a rather poor job at listening to others, in fact, active listening, or listening with intent, is hard to find at this current time whether in the business world or in our society in general. However, if we would all just shut up and listen plenty more we would all realise how refreshing and liberating hearing other people’s thoughts and opinions could well be in order for us to make better decisions based on the new knowledge we would constantly get exposed to, acquire and put to good use collectively.
  • Act: This is where action comes into place, because after having done a few rounds of active listening, gathering input, networking, sharing and collaborating more effectively with our peers while getting work done, managers would have a great opportunity to show they care for their employees by acting upon the input they are receiving from them as a result of those listening activities. 
  • Feed Back: And, finally, this is where respect will come through and shine further along, because after having done that listening exercise, after having acted upon accordingly addressing those potential business opportunities or challenges, it’s now a good time to feed back to your networks on what you have done with those other previous activities in order to bring forward those encouraging results.

    This is where the vast majority of management and leadership fail rather drastically today. More than anything else because of that paternalistic sense of not having to report to anyone on what they do, never mind their own employees. After all, who are they, right? Remember, I don’t trust them. I call the shots, I make the decisions, I take the risks. They just execute my orders. Yet, feeding back to them, closing the circle, having a bloody good conversation on what you learn, what you did with it and what the impact may well be, is just probably as good as it gets in terms of leading with respect. Why? Because you are starting to fully understand that notion the L.A.F. framework just makes you an equal to everyone else. You are then part of the trusted network where magic just happens. 

 Is it necessary for a 21st century leader to respect her employees in order to achieve success ? What are the costs of not respecting employees?

I think these two questions are very much related and in a way I have already hinted what my answers would be like for both of them. A leader who doesn’t respect their employees should not, and cannot!, expect to have their employees respect them in any way possible. That may well have been the situation for a good number of decades, but it does no longer work anymore in today’s business environment. If anything, I am more and more convinced by the day that every single organisation should feel privileged to have the honour and great pleasure of employing the amazing talent they have hired in the first place. If you look into it, businesses are just renting out knowledge workers’ free time to do their work, to let their passion and motivation shine through. To delight their customers, so the least they should do is respect them and trust they would do a good job, because I can guarantee you they will. Otherwise they wouldn’t be working with you. 

I have been saying this for a very very long time. If you keep treating your people as sheep, I can vouch they would eventually behave as sheep. Now, when was the last time that a sheep respected or trusted you again? However, if you treat your employees as what you hired them for in the first place, i.e. hard working professionals truly committed and motivated for excelling at a job they are passionate about, I can guarantee you they would behave as such, they would respect you and they would honour the treat of working together with you as equals, as nodes of the same network, doing what they know best: delighting your (AND their!) clients

The reality though is that is not the case, as can be seen from recent research studies, like Gallup’s, around employee engagement, where, currently, around 13% of today’s global employee workforce is engaged at work, while the other 87% isn’t. That, put into plain English, essentially means that today’s business world, and perhaps also our society, is currently being supported by 1/10 of the total employee / citizen population and if that is not a huge, massive, business / societal problem, I don’t what is.

[I know, I know, I am a broken record on this one, and have been for a while and will continue to be for many moons to come!, but, seriously, anyone who still doesn’t see a correlation of today’s totally disengaged employee workforce with the ill-practices from management and leadership should probably have a deeper look into it, before it’s just too late]

What is the relationship between leading with respect and setting a culture of continuous improvement?

Frankly, that’s a very simple one. It always has been. Wirearchy. Again. To quote: 

A dynamic two-way flow of power and authority, based on knowledge, trust, credibility and a focus on results, enabled by interconnected people and technology

Or expressed in other words, coined as well by Jon Husband: 

is about the power and effectiveness of people working together through connection and collaboration … taking responsibility individually and collectively rather than relying on traditional hierarchical status

If you ask me, that’s where I see both management and leadership thrive in the 21st century. Not necessarily in the traditional hierarchical, top down, command and control, paternalistic mentality of “I think, you execute, no questions allowed”, but more in the wirearchical model of (social) networks, where merit, recognition, democratic decision making, open knowledge sharing, transparency, collaboration, engagement, honesty, authenticity, autonomy, empathy, trust, respect, caring, responsibility, accountability, purpose and true meaning become the norm, more than an exception, in wanting to make a dent in this universe, beyond just merely getting your work done.

Yes, indeed, you, as the new connected, respected and trusted leader(s). Thriving, as always, through networks. Your networks! 

Forget about everything else. It’s no longer worth the effort, the energy, nor the attention it’s had in the last few decades.

It’s now probably a good time to do something more meaningful and everlasting: humanise work, once and for all. 


Written by Luis Suarez

Chief Emergineer and People Enabler. A well seasoned Social / Open Business evangelist and 2.0 practitioner with over 15 years of experience on knowledge management, collaboration, learning, online communities and social networking for business; and has been living, since February 2008, a (work) life without email challenging the status quo of how knowledge workers collaborate and share their knowledge by promoting openness, transparency, trust, sustainable growth, engagement, connectedness and overall smart work. He can also be contacted over in Twitter at @elsua or Google Plus.

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This Is *Your* Ninth Day – Humanise Work #CAWW

I can hardly believe it’s been almost 3 months now since I became independent and, yet, it feels like it’s been like that for ages. Somehow I’m starting to feel like the transition period is coming to an end or, perhaps, even, it never started in the first place. Things have been moving along so fast that there hasn’t been a dull moment whatsoever. The learning experience has been par to none. The massive, and rather drastic, change from having worked for the last 17 years in one of the largest IT corporations out there (IBM) to running your own business, on your own, can be quite something. All along, I knew the uncertainty would be here to stay with me for a good while, yet, the excitement keeps trumping that very same uncertainty, specially, when all of the current work around constantly building the pipeline for new work is starting to pay off as well. But if there is anything that I have been grateful about all along, since I made the move, was joining a very special group of rather talented and very smart folks who have made it worth while for me, all along, coming to work every morning: Change Agents Worldwide. Why? Well, because we may be on the brink of witnessing our collective ninth day. And we need to be ready. Are you?

Yes, that’s right. I thought, in today’s blog entry, I would take the chance to share with you folks one, of the many!, reasons as to why, a few months back, I decided to go and join Change Agents Worldwide as a Solo Change Agent. It’s all about our common vision of humanising work, of living through, day in day out in our daily work routines, how we feel the future of work would be like, except that instead of waiting for 3 to 5 years to see it coming along, we all, collectively, gathered around to make it happen today as we continue to build an uncompany.

Essentially, it’s been about having us explore, first hand, what it would be like what we preach and talk about with much passion and dedication. In a way, we feel we are tasting our very own waters to perhaps show and demonstrate everyone, starting with ourselves!, that it is possible to define the future of work today, after all, making it more human, networked, hyperconnected, smarter, collaborative, open, transparent, engaged. That it is something that begins with each and everyone of us, knowledge (Web) workers and change agents. And that it is a journey we all decided to begin as a group effort where we may not know exactly what the final destination may well be, but we all feel that what really matters is not necessarily that very same final destination, but the journey itself.

That’s what my good friend, and fellow Change Agent, Kevin Jones, did recently when he put together this incredibly inspiring and thought provoking video clip (that lasts for a little bit over 3 minutes) under the rather suggestive heading “Humanise Work: The Ninth Day”, where he comes to reflect, and pretty accurately, too!, on the current poor (literally) state of things within the corporate world and the realisation of what the future of work should be like, and, exactly, relating, pretty well, what motivates and inspires us, Change Agents, to come to work for every day. Take a look into the embedded video clip below and see what you think. Is that the kind of world we would want to live in, the industrial world, that is, or is it time to put a stand on things, think AND do different:


So why am I posting about this today, you may be wondering, right? Well, it’s as a result of a good number of conversations I have been having with people, mostly face to face, when they bring up an issue I am pretty sure vast majority of independent freelancers / consultants / advisors / coaches / facilitators, etc. etc. may bump into, if not already, when they start to potentially do client work and the killer question comes up: How are you planning to scale?

It’s a question that doesn’t have a straight forward answer. Or maybe it does. Context and the ever growing complexity of work would probably matter now more than ever. Things are changing quite a bit. Disruption is happening all over the place at a more rampant pace that perhaps anyone out there could have had anticipated all along. Yet, the reality is that question on scalability will have to find a pretty good answer, and very soon, as we are progressing and moving forward, relentlessly and with no turning point, to that so-called Freelance Economy.

Like any economy out there though, specially, nowadays, we all know there will be a number of different issues and problems coming up over the course of time that would put the Freelance Economy to the test, yet, the potential and the opportunity for redefining the whole concept behind meaningful and purposeful work are very real and are here to stay. Never mind re-introducing a whole bunch of concepts that looked like we may have forgotten them over the course of last few decades, but that Kevin graciously reminded us all about on the second part of the video clip shared above.

Thus, again, how are we going to scale in today’s ever growing Freelance Economy then, you may be wondering, and escape that tumultuous uncertainty everyone keeps talking about? Easy. Through our networks. In my own personal case, through Change Agents Worldwide. My primary, core network to get work done in an open, collaborative and transparent manner through a common set of core values we all believe in and share dearly. We know and understand fully we can then scale even further beyond, any which way, through our very own extended networks across the world, co-building, nurturing and cultivating a whole bunch of various different partnerships, as my good friend, and fellow Change Agent, Rob Paterson, blogged about beautifully a little while ago when he explained why he joined CAWW as well.

And best part of it all? It is that for all of us, fellow Change Agents, it’s a continuous learning experience, where we have embraced and live through, day in day out, that good old mantra Harold Jarche blogged about a while ago on “Work is learning, learning is the work”. But you know what is an even better part of this whole new experience and exploration of what the future of work could look like? That you, too, could come along, today, and join us, hire us, play with us, or even start a new adventure with us and eventually help us help you humanise the way we work.

The Ninth Day is coming … Are you ready for it?


Written by Luis Suarez

Chief Emergineer, People Enabler and Charter Member of Change Agents Worldwide and a well seasoned Social / Open Business evangelist and 2.0 practitioner with over 15 years of experience on knowledge management, collaboration, learning, online communities and social networking for business; and has been living, since February 2008, a (work) life without email challenging the status quo of how knowledge workers collaborate and share their knowledge by promoting openness, transparency, trust, sustainable growth, engagement, connectedness and overall smart work. He can also be contacted over in Twitter at @elsua or Google Plus


[Oh, before I let you all go, and if you can, come and join us on May 29th at noon EDT on a webinar that fellow Change Agents Joachim Stroh, Simon Terry and Kevin Jones will be hosting around this very exciting topic: “Creating a Vibrant Social Network Employees Will Love”. Check out this link for more information and registration details and we certainly look forward to seeing you all there!]

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Wear Sunscreen When Looking Up

Wear Sunscreen is perhaps one of those extremely rare video clips with a rather strong, inspiring and incredibly humanising message one could bump into and that, throughout the course of the years, it gets better and better. Just like wine, it gets better as we age. I can’t hardly believe how that speech was put together in 1997 and how, 17 years later, it is still ringing much truer than ever before. To the point where, if you get to spend about seven minutes to watch through it, it will transport you to way back then and make you wonder what have you been up to in all of those years. Well, I am not too sure about you, but I have been looking up.

One of the many reasons why I have been looking forward to writing again on this blog was the opportunity to pick up a theme I decided to introduce at the beginning of the year around the topic of Humanise and which time and time again I keep getting constant reminders about the need for helping me balance all of those extreme negatives happening out there with plenty of extreme positives, as often as I possibly can. It may well be my eternal optimist coming along, who knows. What I do know though is we live in a rather complex, hyperconnected, fast-paced, troubled world, with huge potential, but perhaps with plenty of things more messed up than what we, human beings, can possibly cope and deal with in both a coherent and cohesive manner. And, yet, here we are. Trying to make the most of out of it. And trying hard.

I am not too sure whether we are succeeding in those efforts of sense making of the world around us, but I can certainly assure you we are trying, aren’t we? There seems to be this collective sense that keeps building up more and more over time about something needing to change. Wanting to change. We may not be sure, just yet, what would need to change, although I can imagine plenty of people out there surely have a hunch or two in terms of hinting what those changes may well be, not just from a business perspective, but perhaps also from a societal one. And they may be right. 

That’s essentially what I was thinking about when I first bumped into this absolutely stunning video clip under the suggestive heading of “Look Up”, put together by Gary Turk. To me, the perfect allegory that describes pretty much today’s world of over-sharing under the perverse FOMO (Fear Of Missing Out) and which could be the natural successor of Wear Sunscreen to show us there is another way. Yes, it is that good. To me, bridging almost on the verge of nailing down our meandering experience of our mere existence in today’s hyperconnected world, where we always appear to be glued to a mobile device, whatever that may well be, disconnecting and switching off from the rest of the physical world. 

You see? When you grab your mobile phone 150 times per day, at a minimum, according to some recent research on Digital Trends, I guess we can now say we do have a bit of a problem, even though some folks may not agree with that statement, like, for instance, my good friend Euan Semple who tweeted just recently


Or George Siemens on this other reflection on the same topic: 

Yes, I can sense the negative sentiment in George’s comments when he mentions “emotion manipulators”, specially, when the video clip was socialised through technology itself. Oh, yes, I see the irony of it, too! But then again, where do you go to spread a message worth while sharing, when by the end of this year there would be 3.2 billion people on earth connected to the Internet? Wouldn’t you go to where your potential audience may well be or already is? Nearly 30 million views (at the point of writing this article) would probably confirm that …

Yes, I can also see Euan’s commentary that we probably don’t need no stinking video clip to tell us to get a life more than we already know we all need. But then again, if you look into it, some times we, human beings, like to hear what we already know deep inside rings true and be told by outsiders that very same story we created ourselves in the first place. That’s how consultants, analysts and vendors typically operate today when interacting with customers, who are continuing to look for that outsider’s advice to help validate what they themselves, deep inside, know already. 

At the end of the day Look Up is an allegory, a beautiful metaphor, reminding us every single second, of how things may well need to be in order for us to humanise our very own existence, once again. At least, that’s how I see it. It’s an alluring poem, if you would want to. An inspiring story that does have a message, one that may not be obvious at first, but that when looking into it closer it would help us realise the huge potential the Social Web has got nowadays for each and everyone of us: that is, how technology helps us become more human, not necessarily by making extensive use of it, but by considering it just an enabler of sorts to focus on what we should be focusing all along, whether at work, or in our personal lives: our relationships.

I know Look Up is the kind of video clip that, throughout the course of many years to come, just like Wear Sunscreen has done for me over time, will act as a constant, gentle reminder, as a technology sticky-note of sorts, that there is a wonderful and rather beautiful world out there to enjoy and that technology’s role, if any, should be that one of helping augment the already existing real life experiences. Acting as a substitute will not work. It should not work.

That’s perhaps the main reason why on the article around The Path of Self-Discovery, that I published just recently, I mentioned how now that I am an independent freelancer and seem to have plenty more free time for other things than just being hooked to devices here and there, I am spending plenty more time outdoors investing my time, energy and a good effort on nurturing those offline social networking activities: connecting AND relating to other people.

Experience the world. Capture it with those precious moments in small chunks called photographs (Or video snippets, it won’t matter) to then share them into the virtual world as an opportunity to act as an aftertaste of what happened before. Enjoy your life to the fullest, because you never know how long it will last. So we may as well make the most out of it, don’t you think? Understanding that there is a great chance that technology will always be there, but we may not. After all, every day, we only have got 86.400$ in our bank, and that’s a finite resource: 


Why waste time? Live inspiredToday and always!


Written by Luis Suarez

Chief Emergineer, People Enabler and Charter Member of Change Agents Worldwide and a well seasoned Social / Open Business evangelist and 2.0 practitioner with over 15 years of experience on knowledge management, collaboration, learning, online communities and social networking for business; and has been living, since February 2008, a (work) life without email challenging the status quo of how knowledge workers collaborate and share their knowledge by promoting openness, transparency, trust, sustainable growth, engagement, connectedness and overall smart work. He can also be contacted over in Twitter at @elsua or Google Plus

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Let The Next Adventure Begin – The With Whom (#CAWW)

And, finally, the last blog post of the series of entries where I’ve been detailing what I would be doing from here onwards, as I begin my next adventure as an independent chief emergineer. Earlier on in the week I blogged about the why, then the what and now I guess it’s a good time to talk about the with whom, as part of that mantra of “use systems too boost your odds, passion to get energy and luck to change the game“. In short, the system of we! That’s why it’s a great pleasure and true honour for me to announce I’m now part, as a charter member, of the Change Agents Worldwide network with a simple and rather clear mission: change the way we work!

That’s right! In a now more than ever hyperconnected, networked and complex systems driven working environment I pretty soon came to the conclusion, as I went solo and independent, that my odds to make a bigger difference out there would have been more notorious by being part of a network of rather talented, passionate, engaged, inspiring and rather thought-provoking knowledge (Web) workers, with whom, if anything, you sense you aren’t anymore the smartest person in the room, the network is.

And being able to tap into that unprecedented brain power to share ideas openly, to learn from one another, to collaborate by sharing your knowledge in a rather open and transparent manner, to innovate, to co-create, to continue walking the talk on redefining the workplace of the future and, for that matter, the future of work, I felt it was just too much of an enticing opportunity to ignore that I haven’t just been capable of getting rid of from my mind over the course of the last few weeks. Of course, without a single doubt, I had to join Change Agents Worldwide (@chagww).

I know, I know. At this point in time I am pretty certain most of you folks out there would be wondering what Change Agents Worldwide are all about, after all, right? Well, here’s one of the elevator pitches we are using I quite enjoy as it describes, pretty nicely, what we are all about:

Remember when I just mentioned above being part of a network of folks who walk the talk, leading by example, on redefining the workplace of the future? Well, that’d be it, in all of its splendour. Perhaps this other definition may help some more as well. A bit more wordy though, but worth while sharing across:

“We built our network based on the principles driving the evolving Web. We believe in transparency, sharing, collaboration, authenticity, and trust. Operationally, we function as a cooperative. Value is realised by every node in the network. As the network grows, the benefits to our client grow exponentially”.

You can probably notice how excited I am for being part of such an amazing network of incredibly knowledgeable and generous people all around. To me, though, the beauty and mind-boggling privilege of joining #CAWW is something bigger, more massive than whatever I could have anticipated for. From here onwards I’m going to be working together AND networking with … friends, in the true sense of the word “friends”. That’s right, plenty of the folks from the #CAWW network are people who I already know for over 10 years, way before Social Networking for Business or Social Business were the new buzzwords. The breath and extensive knowledge they all have got around areas like Knowledge Management, Collaboration, Learning, SNA, ONA, Org. Change, Org. Design,  Management / Leadership Consultancy, Corporate Communications, Digital Workplace Transformation, Social Computing, Social Business, Social Learning, and a rather long etc. of skills, experiences and knowhow make me feel like my learning curve all of a sudden has gone sky through the roof!

Life(-long learning) in perpetual beta FTW!!

And the excitement gets bigger and bigger, by the minute, when, early next week, I’ll be meeting up about a dozen of them, face to face, in Paris, at the Enterprise 2.0 Summit. Check out the overall agenda for Day One and Day Two (Along with the Masterclass Workshops) to get a quick glimpse of the massive brain share that will be taking place over the course of the next few days with everyone involved in Social Business flocking to what’s, by far, one of the best events in Europe around this very same topic… It’s going to be a fun event, I can tell you!

I bet at this point in time you may be wondering what are the various different names of that lovely global network of Change Agents, right? I tell you, if you have been in the space of Social Business and Social Networking for a good while you probably know already vast majority of them. But, as an additional teaser, allow me to share over here first a couple of testimonials from themselves about their own experiences of being a member of the CAWW network. Let’s start with my good friend Harold Jarche:

Change Agents Worldwide is a new type of consultancy, which functions as a transparent cooperative. It includes solo change agents (like me) and enterprise change agents who are trying to bring about change in their respective workplaces. This is a network of progressive and passionate professionals, who really want to bring about substantive change in how work gets done.

How about the always inspiring Kevin Jones:

Imagine a company without managers or employees but a ton of leadership. One that has a physical address only because, by law, it needs one while it uses the world as its playground. Where the status quo does not exist. Nor does a hierarchy or a vacation policy. Where teams who work together may have never met, but their collective ideas and expertise melt together to create the most innovative solutions to business’ most vexing problems. We have recruited the best minds in a mere matter of a few months. Their experience is vast. The collective knowledge and wisdom frightening.

Or, perhaps, these few words from the only and only Marcia Conner:

Without a doubt the smartest, most insightful, on-the-ball group of people I have ever worked with–and by ‘working with’ I mean ‘learning from, and at a distance no less’ because most everything any one of them says or writes or does is nourishing to my soul. Together and individually we’re all committed to creating a better world, where organizations can have dramatically better outcomes because they value the capabilities of people. We’re just getting started, but it’s a long time in the making, so many of us working on our own on this for years, dreaming of finding people who we can work on this with together … because it’s time!

I could go on sharing some more additional testimonials (You could read them all over here in this link, if you would want to), but I guess you are all dying to know who the entire CAWW network of members are, right? So, here we go, then. Without much further ado, and in no particular order, this is the network of people who have made it possible, for me, the system of we!: 

Susan Scrupski 

Jon Husband


Ernst Decsey

Patti Anklam

Marcia Conner

Kevin Jones

Harold Jarche

Lois Kelly

Sharon Richardson

Ayelet Baron

John Stepper

Thierry de Baillon

Carrie Basham Young

Peter Vander Auwera

Jane McConnell

Clark Quinn

Catherine Shinners

Charles Jennings

Jim Worth

Ian Thorpe

Harald Schirmer

Simon Terry

Bruce Galinsky

Danny DeGrave

Rob Caldera

Dennis Pearce

Bryce Williams

Eric Ziegler

CheeChin Liew

Frederic Chauvin

Jonathan Anthony

Dom Burch

Rainer Gimbel

Chris Carpenter

Josh Dormont

Celine Schillinger

Heidi de Wolf

Alvaro Caballero

Richard Martin

Kari Pearlson

Paul Andersen

There is a Twitter List out there already currently being curated by Celine herself, if you would want to start following what we are all up to. After all, one of our key main areas of joint work is, eventually, working out loud and I am sure I will have plenty of opportunities to share with you folks over here what we have been up to lately, including the publishing of an upcoming eBook under this rather suggestive heading: “Changing the World of Work. One Human at a Time“.

And you know what is really cool about Change Agents Worldwide? Well, that it is not a closed network, so you, too, could join us! And start walking the talk today, actively participating on what it is like being at the forefront of the future of work: The Socially Integrated “Enterprise”.


Let The Next Adventure Begin … Welcome to Change Agents WorldWide! (#CAWW)

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