Social Media


  • Common Sense Trumps Data

    I was in northwest Ohio this summer where Trump yard signs were everywhere and Clinton signs were practically nowhere.

    What changed? The increasing role of data.

    Most Clinton staffers apparently believed that targeted election canvassing and social media produce greater results than yard signs, campaign buttons and bumper stickers. And the data suggests that physical signs have only a slight impact on campaigns.

    Hillary Clinton online ad

    The Hillary Clinton campaign favored online ads like this one over yard signs.

    The lack of Ohio yard signs was a shock in that I covered presidential campaigns in Ohio during my early career as a reporter for WTOL-TV, the CBS affiliate in Toledo. Yard signs always dominated the landscape during election season. For voters looking around for clues of which way the wind is blowing among friends and neighbors, yard signs matter.

    Yard signs illustrate how data and common sense can diverge. Common sense suggests that campaign signs, particularly those on residential lawns, have a significant impact. Many people vote for the candidate their friends and neighbors support. And regardless of ads and chatter on social media, there’s nothing quite like the real-world visual reinforcement of a candidate’s signs dominating one’s street or neighborhood.

    And Ohio is by no means the only state that lacked Clinton yard signs.  Published reports indicate that Trump signs dominated rural Pennsylvania. Last January, Wired profiled Edward Kimmel, a part-time campaign photographer and Clinton supporter, who noticed the visual shift from previous presidential campaigns in Iowa. Kimmel voiced concerns about the impact a lack of signs might have on voter turnout. Kimmel was prescient.

    A tyranny of data short circuited the Hillary Clinton campaign and contributed to Donald Trump’s victory. From the bubble of its Brooklyn Heights headquarters, the Hillary Clinton campaign apparently viewed yard signs as obsolete in the age of targeted digital canvassing and social media.

    The Clinton campaign is just one example of how relying exclusively on data can compromise value. Wells Fargo emphasized measurement over common sense, and its reward system encouraged team members to cut corners and open unauthorized accounts for customers as I detailed in my September 13, 2016 post. The company is now paying the price in fines, lost business and compromised reputation.

    Donald Trump yard sign

    A Donald Trump for President campaign yard sign in West Des Moines, Iowa. Photo by Tony Webster. Licensed under CC BY 2.0

    Measurement mania and the tyranny of data are nothing new. In my most recent book The Bounty Effect: 7 Steps to The Culture of Collaboration , I write about the myopic approach dubbed “management by measurement” which dates back to the so-called Whiz Kids. In the 1940s, the Whiz Kids were junior faculty from Harvard Business School recruited by Charles “Tex” Thornton to run the Statistical Control unit of the Unites States Army. The group included Robert McNamara, who would later become president of Ford Motor Company, secretary of defense and president of the World Bank.

    The Whiz Kids applied statistical rigor in running the army, and later Henry Ford II hired the team to bring a similar data-driven focus to Ford. The Whiz Kids also introduced bureaucracy and hierarchy and developed rules requiring that, among other things, memos from vice presidents must appear on blue paper to highlight their importance.

    The Whiz Kids sacrificed long-term value for short-term targets by limiting investment in new equipment and R&D. Plus Ford’s products suffered when plant leaders failed to prove through numbers the necessity for new equipment. Ultimately, this myopic focus on data led to foreign competition from companies that focused as much on engineering and production as on finance.

    The Clinton campaign is by no means the only organization blinded by data. Organizations in every sector and industry suffer from measurement mania that impedes collaboration and value creation. In The Bounty Effect, I detail Five Measurement Counter-Measures to prevent data from short circuiting collaboration and compromising value. One of them is “perform a common sense reality check.”

    Had the Clinton campaign used common sense to check its data, yard signs might have sprouted in the industrial Midwest and, more broadly, the campaign might have adopted a message that would have resonated with swing-state voters.

    Regardless of level, role, region, organization or sector…never rely on data without a common sense reality check.



  • Collaboration Washing

    It takes more than appearing collaborative to achieve The Culture of Collaboration.

    As collaboration has become a trend, companies and people talk collaboration without being collaborative. Just as greenwashing involves deceptively promoting the perception that an organization’s products and policies are environmentally-friendly, something similar is happening with collaboration. It's called collaboration washing: promoting collaboration as a corporate or product trait without any real collaboration happening.

    When the first edition of my book The Culture of Collaboration® appeared in early 2007, consciousness for organizational collaboration was just beginning. One prominent Silicon Valley company had pre-ordered thousands of copies of the book. A new chief marketing officer disliked the word collaboration, and so the books remained in the company’s warehouse until the following year when more people, organizations and media outlets began embracing collaboration. Then the technology company distributed the books to customers globally.

    Now collaboration is a buzz word. Marketers link myriad products to collaboration, and human resources people embrace the word as a corporate culture label. And guess what? The meaning of collaboration is getting diluted. In The Culture of Collaboration® book, I define collaboration as “working together to create value while sharing virtual or physical space.”

    Many people regard social media use as a mark of a collaborative company. As I’ve demonstrated to many audiences, it’s quite possible to use social media and create zero value. It’s also possible to use any collaboration technology without creating value and, therefore, without collaborating. Some consider a youthful workforce as an indicator of a collaborative culture. But I’ve observed, interviewed and worked with numerous engineers in their fifties and sixties who have designed everything from game-changing software to airplanes. Without significant collaboration, these products would have been dead on arrival. And it’s easy to find internally-competitive, command-and-control behavior among people in their twenties working in technology and other leading-edge sectors.

    Real collaboration requires adopting a collaborative organizational structure as I outline in my most recent book, The Bounty Effect: 7 Steps to The Culture of Collaboration®. This goes well beyond buzz words and window dressing. The Bounty Effect is the second book in The Culture of Collaboration® series. The first book, The Culture of Collaboration®, is about raising the consciousness for a new way of working. The Bounty Effect focuses on how to achieve collaboration in organizations

    Open-plan workspaces are a current popular marker of a collaborative company. Collaborative workplace design is much more than window dressing. It’s a key practice in adopting a collaborative structure, but it’s only one element. Citigroup is the latest Fortune 500 company to jump on the open-plan workspace bandwagon. Citi reportedly is adopting a “non-territorial” or “free-address” deskless approach similar to the one GlaxoSmithKline uses in its Philadelphia Navy Yard building. In The Bounty Effect, I explain GlaxoSmithKline's approach to collaborative workspaces and culture.

    Citi CEO Michael Corbat told the Wall Street Journal that he is particularly excited about a “town square” space on the ground floor that will increase serendipitous encounters among team members. This, in turn, he expects will enhance communication and exchange of ideas. Also, Citigroup anticipates that the open-plan workspace will flatten hierarchies.

    Essentially, Citigroup is taking a step towards adopting a more collaborative culture and structure. However, transforming a company into a global collaborative enterprise requires many more structural changes than the physical workplace environment. Many organizations such as police and fire departments, newsrooms and trading floors have operated with open-plan workspaces for years. Yet a lack of collaboration still compromises many of these organizations.

    Citigroup and the increasing numbers of organizations adopting open workspaces can create incredible value through collaboration if they go beyond the most obvious manifestation of a shifting culture—the physical workplace environment—to embrace principles, practices and processes of collaborative organizational structure. These include everything from replacing the traditional organization chart and the traditional meeting to changing the recognition and reward system and keeping measurement mania in check.

    Anything short of structural change is collaboration washing.