From the category archives:

Benefits of Authenticity

Twitter Lists: Coolness or Ease of Categorization?

by cv harquail on October 30, 2009

Rethink the conventional ‘meaning’ of Twitter Lists.

Now that Twitter lists have been rolled out more broadly, it’s possible for many/most of us using Twitter to create lists of those whom we follow (great– easier than Tweetdeck!). It is now also possible for us to see which Twitter lists how many Twitter lists we’ve been put on by others.

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This second feature– seeing where how often *you* are listed, has immediately become the new twitter high.

But it is downright disturbing to imagine that “the number of twitter lists you are on” has “become a new barometer of cool” (via @chrisheuer). Sure, we all want to be cool, but being on a lot of lists (or not) doesn’t tell us whether we’re cool– it just tells us that for some of the folks who list us, we’re tucked into a category of other Tweeters quite like us. Consider:

Being on many Twitter Lists is NOT “a barometer of cool” — it’s a measure of ease of Categorization.

Easy to categorize => Similar to others => Easy to ‘list’

If many people you follow are the same kind of voice, have the same domain of expertise, or are from the same circle, it will be easy and useful to cluster them together on a list.

However, not every person you follow is similar enough to other people you follow to warrant their being placed on one of your Twitter lists. For example, @ikepigott is one of the only ‘free market’ advocates I follow, so I’m not putting him on a list. Does that mean he is unimportant? Uncool? No– it just means he doesn’t fit in a category that is ‘big enough’ for me to list.

Similarly, I follow @CaliYost– but what list will I put her on? Work-Life Fit experts? (sure) Tween parenting advisers? (okay) Women Business Owners? (fine) Inspiring people on Twitter? (that too). So, whatamIgonna have? @CaliYost on 4 different lists? She’s hard to put into just one category, and having her on many lists seems neither efficient nor necessary.

Just because you are categorizable to some people doesn’t mean you are more valuable, or less valuable. It just means that it makes sense to group you with other people. And that is fine, but it is not a measure of ‘cool’.

In fact, it may be that NOT being on a lot of lists is also a measure…. a measure of your uniqueness.

I only follow ONE @Heartfeldt. She’s the only feminist/leader/author/grow-up-to-be-like-her friend I have (though, someday, I hope there will be more leaders of her ilk on Twitter).

Likewise, I only follow ONE @Bob_Bruner. He’s the only colleague/finance professor/dean/person-with-William-Blake-quote-on-office-wall that I follow (though, I wish there were more finance professors like him).

What if you are the only person like you that other people follow?

What if you are not on a lot of lists, and yet you have followers?

That, dear twerpson, means that you are unique. You are providing a special voice. Your tweets stand out, because you cannot be easily categorized.

To me, that uniqueness is what’s “cool”.

Related Posts:

Is Twitter is Really Changing Comcast’s Culture?: 7 Signs to Look For
Tweet Yourself Like The Person You Want To Be
Don’t Let Personal Branding Stifle Your Authentic Voice

Image: Seeds of Summer by Daz Smith on Flickr

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Can your organization’s core values make it easier for you to extend yourselves onto social media effectively?

For some organizations, absolutely yes. Consider the opportunity for one Jewish organization as it considers its social media strategy.

200909211207.jpgLast week I had the chance to work with a group of non-profit Jewish professionals in charge of youth community outreach for the Union for Reform Judaism (URJ). They had invited me to participate in a workshop on Community & Branding, with an emphasis on tactics for being more authentic as they extend themselves into social media.

When I work with organizations attempting to express themselves authentically with social media, often the first challenge is understanding how using social media effectively will compromise or confront their organization’s core values and standard operating procedures. As anticipated in the elective I taught at Darden in 2000 to 2002 on Leading in the Digital Economy, and now becoming clear to social media experts and early-adopting organizations, the movement towards ‘interwebbed’ interaction through social media challenges some long-held notions about control, command, and hierarchy.

For any organization looking to become a more “social organization”, the values, attitudes, and behaviors necessary for success in online interaction (within the organization and across the organization’s boundaries) can contradict values that  implicitly and explicitly guide them.

This might not be the challenge facing the Union for Reform Judaism.

Values supporting a Social Media Strategy

As I learned more about this particular part of the larger organization and considered their list of shared values, several of these values seem (to me) to align with the shift in values that transparency, inside-outside interaction, supporting the ‘customer’ on social media calls for.

Of the URJ’s values (outlined on the NFTY.com site), these appear to be to be particularly well-suited to a social media strategy: [click to continue…]

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Brandividual In Action: Follow @cbarger to watch General Motors transform

June 2, 2009

Here’s your chance to see someone in the brandividual role taking action, over time, in the face of a big challenge.
When I gave my talk about The Rise of Brandividuals at last week’s Corporate Reputation Conference, I used the example (well-known in social media circles) of @scottmonty of Ford Motor Company to illustrate what [...]

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Leading Authentically with Transparency: An interview/podcast with Paul Levy

April 27, 2009

Here’s a neat podcast interview with Paul Levy, CEO of Beth Israel Deaconess Medical Center, whose leadership approach to the need for dramatic cost-cutting we considered in the post Finding a leadership opportunity in alternatives to layoffs.
This podcast interview offers a few additional insights, in part because the interviewer Catherine Bell asks some [...]

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Finding a Leadership Opportunity in Alternatives to Layoffs

March 16, 2009

Let’s say you’ve been convinced by the argument against layoffs and the recommendations for trying alternatives to layoffs. You’ve looked at a few of the Honor Roll organizations and decided to take that next step…
As you prepare to act, consider this additional option. Can you find a way to make alternatives into [...]

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An Agenda for Management Innovation: 25 Challenges

January 27, 2009

1. Ensure that management’s work serves a higher purpose.
Management, both in theory and practice, must orient itself to the achievement of noble, socially significant goals.
2. Fully embed the ideas of community and citizenship in management systems.
There’s a need for processes and practices that reflect the interdependence of all stakeholder groups.
3. Reconstruct management’s [...]

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A Psychological Benefit of a “Black” Organization?

January 14, 2009

Here’s a nifty psychological tidbit for you, from the social research site ContextsDiscoveries , that triggers an interesting organizational question ….
It’s not just life experiences that affect mental health, but also how they are resolved. While African Americans tend to have more negative events, they also tend to have more resolutions, thus giving them [...]

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“What if you could buy social justice?” or Does ‘values shopping’ really make a difference?

December 15, 2008

Can for-profit, for-purpose organizations make a difference, if we patronize them?
Thinking about an organization’s authenticity invites us to examine simultaneously what the organization does and how it does it. When we think about organizations being authentic, we assume that organizations have their business purpose — the thing that they’re out there to "do", and [...]

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What’s Better Than Branding the Organization with the CEO?

December 9, 2008

Graeme Martin , Director of the Centre for Reputation Management through People at the University of Glasgow, has written an interesting post on his blog, about the Dangers of Branding Leaders .
Writing about the practice of creating an organization’s brand / identity from the celebrity personality of the CEO as a [...]

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