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HOT SPOTS NEWSLETTER: making online communities and collaboration work in your organisation

In this month’s newsletter, we feature two exciting case studies – from Nokia and Apollo International Limited – on how they have made online teamwork and communities really pay off in the organisation.

We really do enjoy hearing from members of the Hot Spots Movement, and urge you to keep us updated with developments in your organisation, and ideas you have – we’d love to discuss them in a future edition of the newsletter!

What makes a sociable workplace?

Following on from the last Hot Spots newsletter, where we discussed whether social media can enhance working practices, our friends at Career Innovation have been in touch with some interesting study results. According to their research, Generation Y wants sociability as well as learning from the workplace, but this sociable working environment doesn’t necessarily come from a conventional office. To read more, click here.

Case study: energy through collaboration and partnerships at Apollo

After Lynda’s trip to India last month, we were really excited to be contacted by Apollo International, a manufacturing company (including Apollo Tyres Ltd) headquartered in India, but with operations in more than 60 countries. It was named a Global Growth Company by the World Economic Forum.

The senior executives at Apollo attribute the company’s success to its policy of collaboration, particularly its vision of “nurturing entrepreneurs through partnerships”. You can read more about this ethos here. If you’d like to share your company’s case study with us, just email Tina for consideration.

News from the Hot Spots Institute

Virtual teams, particularly those that are mission critical in an organisation, face real and very unpredictable challenges. Our five-year study of these types of teams shows that many under-perform and fail to deliver on their promises. In addition, team leaders, while highly motivated, are not equipped with the knowledge and skills to lead these multi-cultural, multi-country, multi-time zone and multi-profile teams.

To address these specific challenges, we are developing four new tools: a team pulse check; a portfolio of learning material; virtual coaching; and leader coaching. Over the next six months we are inviting a number of companies to become Research Partners with us to pilot and refine these innovative development tools. If you are interested in becoming involved, email Tina for details.

Discussion: are executives paid too much?

In a recent interview with the Financial Times, Lynda said she thought that bankers’ high salary levels were unjustified. This comment sparked a lot of interesting debate and almost all of you agree that the cycle of increasing pay levels for C-suite executives needs to be broken.

In 1980 in the USA, the average CEO earned 42 times the average worker’s pay. By 2000 that multiple had increased to 531. You can read Lynda’s line of argument here – we’d love to hear your thoughts, so feel free to comment at the bottom of the blog post.

Future of Work Consortium: preparing to launch Phase Two

As we mentioned in the last newsletter, we will be launching stage two of the Future of Work Consortium in October. This second phase builds on the initial achievements, with a clear focus on taking action around the four most crucial themes that emerged:

  • How do executives support the development of a talent pool and leadership cadre that is ‘future proofed’? What role will collaboration, high-value networks and crucible experiences have on the development of leaders, and how can these experiences be delivered?
  • What are the means by which organisations can build and support the communities, networks and ecosystems that are so crucial for the future? How can these networks be understood, and what tools can be developed to aid their evolution?
  • How do we craft the teams and collaborative working in a world that is increasingly virtual? What will it take to truly understand these new forms of working and create developmental and training solutions to meet them?
  • What are the implications for those functions and groups tasked with delivering the future of work – in particular the learning, organisational development and human resource functions? What competencies will these functions needs in the future and how can they be developed and structured?

If you are interested in becoming involved in the second phase of the Future of Work Consortium, email Tina for details.

Insight: how Nokia manages its online communities

A programme that has merged online communities with strategic development and implementation at Nokia has provided valuable lessons about the new ways employees are able to engage and interact. Lynda, together with co-author Joel Casse explain how “deep involvement” has evolved into the “Booster Programme”. Click here to read the article from Business Strategy Review.

Meet the Hot Spots team: Maira Galins

Maira is the wizard behind our webinar and conference call technology, which is vital for a virtual organisation like ours. Indeed, thanks to Maira we work so well as a virtual team that it was only a couple of weeks ago when she met Andreas for the first time, after four years of working together!

Perhaps her patience stems from her educational background: Maira has a Bachelor of Science degree in Education. For the past many years she has worked with Fortune 500 companies, providing client services and research project support. Maira’s family is from Lithuania, and she grew up in the States and is currently based in Massachusetts.

Developing networks: who’s in our network?

Martha Lane-Fox, who founded lastminute.com, has been appointed as “digital inclusion champion” by the UK government, and has been tasked with getting the 6 million poorest Britons online. The government has pledged £200m to ensure broadband internet is available to every household by 2012.

This new initiative backs up everything we have found at the Hot Spots Institute: going digital is essential for the development of business and society, allowing us to work better and smarter, and saving money for companies and governments. A recent PwC survey says there would be an economic benefit to the tune of £22bn for the UK if all citizens were online.

You can read more about Martha’s exciting challenge here.

Blog watch – community sites we like

The Advanced Institute of Management Research (AIM) has a really interesting monthly newsletter that announces new research findings on diverse topics. Take the March newsletter for example: human capital; innovation in emerging markets; measuring performance; and globalization. You can also follow AIM on Twitter.

Send to a friend

Finally, a new feature on this month’s newsletter is the Send to a Friend function. The Hot Spots Community is growing every month, so if you have a colleague that you think would like to receive the newsletter, click the button.

In the next issue: what does diversity and inclusion mean in your organisation?




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