Posted in Social Media on 7:43 am
Are you trying to get new things to happen at your organization? Like maybe persuading your co-workers or management to utilize social media or technology more at your non profit? If so you may have the same question that I often face - should I explore people’s fears with them or focus solely on all the benefits this change could bring them?
I finally got a chance to ask a real pro for advice on this when I saw Amber Naslund, co-author of The Now Revolution, in Austin last month. She’s a smarty and has helped a lot of businesses move on to new ways of working that incorporate social media. She said that you’ve got to figure out where you are on the adoption curve to know which tack to take. Here’s her advice:
This is really a culture question, is what it comes down to. Because some organizations have an innovation culture. They thrive a little bit by being able to put their butt on the line and risk things. Those are the people who need to have the ” see the potential” conversation.
Usually on any adoption curve at one end are the companies that want to be the leaders. They want to be the map drawers and blaze new trails. And you have the people who want to wait, until a certain amount of safety-net is built around them before they go out there. Otherwise they are afraid that they’re going to be the ones to screw it up. So that’s a temperature test inside your company. What are they talking about more: the potential or the downside? If they are having more conversations about what scares them than anything, then that’s where you have to start.
You have to ask them point blank: why are you so scared? Tell me what’s terrifying you. Define the risk for me. Because once you start getting into those types of questions suddenly you can get to the root of an issue that you can solve.
So where are you on the adoption curve? On the leading edge looking for new and exciting ways to work? Or hanging back a bit to see how things shake out before you take the plunge? Either place is fine but you’ve got to know where you are before you’ll know how to move forward.