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Open: How Leaders Win By Letting Go

Presentation by Charlene Li on her new book, to be published in May 2010 by Jossey-Bass. Presented at a Harvard Business School Alumni Northern California Club event, September 14, 2009.

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Open: How Leaders Win By Letting Go

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  1. Open: How Leaders Win By Letting Go Charlene Li Altimeter Group September 14, 2009 For a copy of slides, send an email to info@altimetergroup.com

  2. My visit on the USS Nimitz 2

  3. Captain Michael Manazir USS Nimitz “I encourage you to talk to people, ask them anything you want. Because after all, this is your Navy.” 3

  4. 4

  5. “Flying off a carrier at night into a pitch blackness scares me so much that I scream into my mask. I feel like a die a little death every day. I love my work, but suffer from insomnia – but then, we all do. The Navy cannot really train us pilots to deal with the fear -- they can only hope that we learn the skills to get the job done.” Lieutenant Luis Delgardo USS Nimitz 5

  6. What engagement often looks like today 6

  7. Meet Dave Carroll Source: davecarrollmusic.com 7

  8. 8

  9. Leaders must prepare for organizational change Social technologies will disrupt traditional organization structures

  10. It’s about the relationship 10

  11. Focus on relationships, not technologies What kind of relationship do you want? Transactional Occasional Impersonal Short-term Passionate Constant Intimate Loyal 11

  12. Give up the need to be in control 12 Photo: Kantor, http://www.flickr.com/photos/kantor

  13. How open or closed will you be? closed open 13

  14. The Open Process Establish Practices Of The Open Organization Determine Your Open Strategy Catalyze With Open Leaders 14

  15. Deciding how open to be Your goals Your The audiences’ needs competition 15

  16. Honda’s Crosstour trashed on Facebook – What should Honda do? 16

  17. Let Go, but Retain Command The Sandbox Covenant 17

  18. Examples of Sandbox Covenants • Plans and rules for engagement ▫ Have plans on how to engage • Social media policies • Develop contingency plans ▫ What to do about negative feedback/comments ▫ Line up advocates who can counter detractors 18

  19. Social media policy template • Encouragement and support • Best practices • Tone • Expertise • Respect • Quality • Why policy is needed • Cases when it will be used, distributed • Oversight, notifications, an d legal implications • Additional resources • Training • Press referrals • Escalation • Guidelines • Identity and transparency • Responsibility • Confidentiality • Judgment and common sense • Policy examples available at wiki.altimetergroup.com 19

  20. The Red Cross handbook/policies help keep order 20 http://sites.google.com/site/wharman/social-media-strategy-handbook

  21. Have a plan to deal with different social media mindsets Collaborative Independent Optimist Pessimist

  22. Traditional vs. Open Leadership Traditional Leadership As A Role Open Leadership As A Catalyst Optimistic, sees mostly opportunities in connections Paranoid, sees mostly threats in connections Engages at all levels, outside as well as inside the organization Engages primarily in the executive suite Develops expedient relationships Builds enduring relationships Writes rules for conformity and consistency Writes rules for risk taking Develops trust with transactions Inspires trust with engagement Hoards information to retain power Develops a culture of sharing Alters organizations to leadership style Adapts style to the network Uses communications to message the vision Uses networks to spread the vision 22

  23. Find your open leaders Lionel Menchaca Dell Paula Drum H&R Block Ed Terpening Wells Fargo Revolutions create the “moments of faith” and support in “moments of crisis”

  24. The “Flaming Notebook” post set the tone for future engagement 24

  25. Dealing with risk and failure Identify the top 5-10 worst case scenarios. Develop mitigation and contingency plans. Prepare everyone for the inevitable failures. 25

  26. Wal-mart failed many, many times

  27. Buyer blog hit the right note

  28. Discussion • What are the biggest barriers you see to letting go? • Who have been the open leaders in your career? What characteristics made them successful? • What practices, procedures, and policies do you find helpful in encouraging openness? 28

  29. Summary • Prepare to let go of the control you never had. • Determine how open you will be. • Find and nurture your open leaders. • Build practices into your organizations to sustain openness. 29

  30. Thank You Charlene Li Altimeter Group charlene@altimetergroup.com blog.altimetergroup.com Twitter: @charleneli For slides, send an email to info@altimetergroup.com 30 Copyright © 2009 Altimeter Group

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