I have been invited to talk about tech trends relevant to change management at this evening's London meeting of the Change Management Institute.
I'm keeping most excellent company alongside Karolina Lewandowska, Change and Transformation Manager at Google UK, and Faith Forster, Founder and CEO Pinipa.
The image here is taken from an excellent blog post by Lee Bryant of PostShift – The Quantified Organisation: can change become routine?
Here's my stack:
The diagram here portrays where I'm going with this post, so let's dive in.
The quantified self
The current Wikipedia entry for quantified self (QS) describes it as "a movement to incorporate technology into data acquisition on aspects of a person's daily life in terms of inputs (e.g. food consumed, quality of surrounding air), states (e.g. mood, arousal, blood oxygen levels), and performance (mental and physical)."
And it doesn't stop at mere data acquisition of course; as the strapline for a major QS community puts it, we're looking at self knowledge through numbers. Adriana Lukas, founder and organiser at London Quantified Self Group, proselytizes self-managed QS, a future in which “expertise is supplied rather than outsourced”, where each of us acquires “agency as sense-maker”.
That's certainly a powerful and possibly quite natural vision, and one I wholeheartedly embrace. Yet it's also counter to the branded data siloes many a purveyor of QS gadgetry would, it seems, have one locked into. Adriana employs a turn of phrase, which may well be riffing off Doc Searls:
We can’t treat individuals as data cows to be milked for the data bucket.
The quantified organization
Lee Bryant, founder of PostShift, describes their take on 'quantified organization':
... a framework of organisational health measures, informed by theory and company goals, that can guide ongoing change in an agile, iterative way and assess the success or failure of change actions against a desired future operating state.
I have curated a Flipboard magazine for 16 months with the super title: Social Business Design magazine – Purpose & policy, openness & agility, structure & culture, communication & trust. Organizing to create more value for all faster than otherwise.
Trips off the tongue.
The service dutifully informs me that of all the stuff I read I have considered 913 articles worthy of inclusion in my niche 'publication', attracting 73 followers and 670 viewers.
I first posted about this sort of stuff ten years ago, and posted my likes and dislikes of Flipboard a year ago, so I've given this some thought. And Flipboard ...
It's not me. It's you.
I enjoy sharing, but sharing is insufficient. You need to understand that curation is about community and shared knowledge. Yet there is no community.
Who are these followers and viewers? I've no idea... it seems I must carry on my altruistic curation absent social feedback. Can we comment on what we find? No. We can share and discuss the curated content with our other communities on other social platforms, but not with this specific group of people coalesced around Social Business Design Magazine. Quite weird. Makes Flipboard start to look like a step worth skipping.
But what about Flipboard as knowledge repository? Perhaps each of us can enjoy the utility of my Flipboard magazine in isolation.
But alas, no. For those unfamiliar with Flipboard you may find this quite odd, but there is no way to search back through the corpus I've assembled here. Zero. It really is incredibly frustrating. And whether intentional or otherwise, I can find no way to export the collection to a service or format that makes it searchable.
How odd to be told there are no results for "socioveillance" when I know for definite that this content is flipped to my Flipboard magazine.
So that's it, we're done. This is the last item of content I will curate to my Flipboard magazine. Just to let followers know. Because I'm sociable like that.
I help organisations work better, so how on Earth is that connected to the hi:project? Given I dedicate not a small fraction of my time to this non-profit endeavour, I'm asked on occasion to explain how the two are related.
The 'HI' of the hi:project stands for human interface. It's our way of describing the technology we think should and will largely supplant the user interface, the UI. Here's how I've begun to explain it of late ...
When we approach digital, we have a natural propensity to digitize the pre-digital; after all, that is all we know. That's how we ended up sticking an 'e' in front of mail for example, and went from having desktops, files and folders to, well, desktops, files and folders.
Yet digital has unprecedented qualities – it just takes us a while to discover and exploit them. It's only with the passing of decades for example that organisations can now explore alternatives to email. And filing stuff looks increasingly anachronistic with the power of near-instant search at our fingertips.
In the same way, the UI is attached to the digital machine / service today because pre-digital physical machines had a physical interface. Continue reading
I'm at the Enterprise 2.0 Summit at the British Academy in London today, courtesy of Kongress Media and Agile Elephant. In conversation with Lee Bryant, Matt Partovi, David Terrar, Damian Corbet, Céline Schillinger, Johan Lange, Janet Parkinson and Anne McCrossan, a common theme is emerging – we need such events as this, and the deep and wide potential of Enterprise 2.0, to extend beyond the inevitable echo chamber of today's eager community.
With this in mind, I have penned an open letter to Paul Polman and everyone with an interest in Unilever's success, if only because I love the company's vision, believe it is important in our world, and feel that the stuff we champion in the e2.0 / socbiz / futureofwork communities will be critical in its pursuit.
The letter is embedded below and it's also available as a PDF: Open letter to Paul Polman, Unilever.
[Photo credit: British Academy Facebook page.]
I was a victim of McVeillance in June this year. I was walking around a shopping mall under systematic surveillance – CCTV everywhere – when I was accosted by security upon taking out my own camera to photograph the mall. (FYI, the mall itself was the subject of my photography and not its customers per se.)
Professor Steve Mann coined the expression McVeillance after he was manhandled out of a McDonalds in Paris where he was eating with his family in 2012 for no other reason than for wearing a computer vision system. McDonalds was watching him. He was watching McDonalds. And 'they' didn't like it.
I wasn't ejected from the mall as I was actually undertaking a project for the mall's owners, unbeknownst to the security personnel. I was escorted to the security office for appropriate clearance – an act which, per Mann's definitions, officially made me a surveiller.
The word surveillance originates from French, from sur- ‘over’ + veiller ‘watch’ (from Latin vigilare ‘keep watch’). It invokes an authoritative orientation where one in authority, metaphorically if not physically above, watches those below. Mann had previously coined the word sousveillance. The French for 'below' is sous, hence the neologism for watching the watchers. Continue reading
In my last post on the topic of AMEC and measurement, I noted:
AMEC is the Association for the Measurement and Evaluation of Communication, not "of Media"
I have taken that as the theme for my contribution to AMEC Measurement Week 2014, which kicks off Monday. Dr. Jon White is another influence who, in a recent exchange, pointed out that the problems of measurement in public relations are largely the result of the approach taken to management in public relations work.
This topic was one of the motivations for my writing The Business of Influence, although I can assure you Dr. White and others understood the problem way before me. I hope that the recommendations in the book contribute in some small way to putting this right.
For today and for Measurement Week, here are a dozen slides in substitute for the book.