Humanize: How People-Centric Organizations Succeed in a Social World

Humanize: How People-Centric Organizations Succeed in a Social World

by Jamie Notter, Maddie Grant

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Product Details

ISBN-13: 9780789741127
Publisher: Pearson Education
Publication date: 09/30/2011
Pages: 288
Product dimensions: 6.10(w) x 9.10(h) x 0.80(d)

About the Author

Jamie Notter is a Vice President at Management Solutions Plus, where he leads the consulting division. Jamie brings twenty years of experience in conflict resolution, diversity, leadership, and management to his practice, including seven years running his own consulting firm.

Maddie Grant, CAE As the chief social media strategist for SocialFish, Maddie draws from more than 10 years of experience in marketing, communications, and international business operations to help associations large and small build capacity for using social media to achieve business results. Maddie is also the lead editor for SocialFishing, one of the most visited and respected blogs for the association/nonprofit industry.

Table of Contents

1 The Human Revolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 1

The World We Live in Today . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

Tomorrow’s World: Human Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

How This Book Is Structured . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

What’s Different About This Book . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9

2 We Can’t Go Back . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Social Media by the Numbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Just the Beginning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

The Social Media Revolution in a Nutshell . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

The Rise of Word of Mouth Marketing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

From Consumers to Producers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

Information Wants to Be Free . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21

Google Me, Baby . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22

It’s Not Information Overload, It’s Filter Failure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

From Conversation to Collaboration to Collective Action . . . . . . . . . . . . . . . . . . . . . . . . . .25

From Collective Action to [?]… . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

So What? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31

3 We’re Not Moving Forward . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Best Practices Versus Innovation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35

Strategic Planning: The Comforting Lie of Predictability . . . . . . . . . . . . . . . . . . . . . . . . . . .38

Strategic Planning Basics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39

Pulling Back the Curtain on Strategic Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41

You Can’t Predict the Future . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .43

You Can’t Separate Thought from Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44

You Can’t Script the Formation of Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .45

Human Resource Management:We Are People, Not Spare Parts . . . . . . . . . . . . . . . . . . .46

Why Does the Hiring Process Suck? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .48

Structure: Logical But Not Human . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .50

Leadership: Individuals Will Always Let Us Down . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .53

Is There Hope? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .57

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .59

4 Challenges to Socializing Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 61

Culture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .64

What Is Culture Anyway? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .66

Culture and Social Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .68

Risk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69

Authority and Control . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .71

Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .73

What Is Process Anyway? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75

Process and Social Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .76

Hierarchy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .77

Silos and Communication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .78

Measurement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .80

Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .82

What Is Behavior Anyway? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .84

Behavior and Social Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .85

Identity Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .85

Relationship Building . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87

Knowledge Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .88

Now What? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . .89

5 Social Organizations Are More Human . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91

The Machine World . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .92

Unplugging from the Matrix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .95

A Trellis for Cultivating More Human Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .96

The Four Elements in the Real World . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .99

2008—The Motrin Moms Backlash . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .99

2009—United Breaks Guitars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .101

2010—The Gap Logo Reversal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .103

2010—The BP Oil Spill . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .104

2011—Etsy’s Offensive Art Versus Censorship Debate . . . . . . . . . . . . . . . . . . . . . . . . .105

Open . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .106

Trustworthy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .108

Generative . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . .110

Courageous . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .112

Making It Happen . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .114

6 How To Be Open. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115

Open Culture: Decentralization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .117

Walking the Walk:Who Steps Up? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .119

Talking the Talk: Less Is More . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .125

Thought: Cultural Assumptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .128

Open Process: Systems Thinking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .131

What Is Systems Thinking? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .132

Structural: Silos That Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .134

Internal: Perpetual Motion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .136

External: Open Community . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .138

Open Behavior: Ownership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .140

Knowledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .142

Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .146

Open For Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .150

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . .150

Get Started Today:Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .151

7 How to Be Trustworthy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . 155

Trustworthy Culture: Transparency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .158

Walking the Walk: Strategic Transparency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .159

Talking the Talk: The Power of Consistency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .162

Thought: Assumptions Behind a Culture of Transparency . . . . . . . . . . . . . . . . . . . . .165

Trustworthy Process: Truth . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .167

Structural: Beyond Blowing Whistles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .169

Internal: Conflict Is a Good Thing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .171

External: Cultivating Truth in the Ecosystem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .175

Trustworthy Behavior: Authenticity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .178

Knowledge: Know Thyself . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .179

Skills: Equip for Exploration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .181

Making New Meaning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .183

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .184

Get Started Today:Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .184

8 How to Be Generative. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 187

Generative Culture: Inclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .190

Walking the Walk: An Infrastructure for Inclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . .192

Talking the Talk: Making Difference Visible . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .194

Thought: Assumptions Behind an Inclusive Culture . . . . . . . . . . . . . . . . . . . . . . . . . . .196

Generative Process: Collaboration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .198

Collaborative Brand . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .200

Collaborative Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .203

Generative Behavior: Relationship Building . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .207

Interpersonal Relationship Building . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .208

Network Relationship Building . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .211

Accomplishing More, Better . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .216

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .216

Get Started Today:Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .217

9 How to Be Courageous . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . 219

Courageous Culture: Learning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .223

Walking the Walk: The Power of Conversations and Failure . . . . . . . . . . . . . . . . . . .224

Talking the Talk: Actions Speak Louder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .227

Cultural Assumptions: Free Your Mind . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .230

Courageous Process: Experimentation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .232

Structural: Creating Space for Experimentation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .233

Internal: Experimentation and Measurement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .235

External: Shifting from Technology Experimentation to

Management Experimentation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .237

Courageous Behavior: Personal Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .239

Make Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .242

Get Personal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . .242

Say Good-Bye . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .243

Just the Beginning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .243

Must Read . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .244

Get Started Today:Worksheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .244

10 What Now? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 247

Social Media Challenges Are Organizational Challenges . . . . . . . . . . . . . . . . . . . . . . . . . .248

How to Be the Catalyst for Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .251

Red Pill or Blue Pill? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .252

Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 255

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Humanize: How People-Centric Organizations Succeed in a Social World 4.8 out of 5 based on 0 ratings. 9 reviews.
RolfDobelli More than 1 year ago
Social media provide a venue for human behavior: creating, connecting, sharing and interacting. In the social digital world, companies’ hierarchical systems, opaque structures and rigid processes – business practices that have worked for the past century – can become organizational death traps. To thrive in the digital age, your firm should be attuned to the same human-based principles that fuel social media. As management consultant Jamie Notter and social media expert Maddie Grant explain, this requires overhauling your business’s culture, processes and behaviors to include the human qualities of being “open, trustworthy, generative and courageous.” The authors do a good job of explaining why this is important, but are less attentive to explaining how to achieve it. getAbstract recommends this book’s insights to managers seeking to understand how social media can help them shape tomorrow’s successful companies today.
PiperJJP More than 1 year ago
"As the Internet has become more central in our lives, we have begun to witness a revival of the importance of being human." Page 3, Humanize. From that point forward, from that beginning, this book underlines and asterisks--as the subtitle says--how important being people-centric is for organizations to succeed in a social world. Chapter 4, "Challenges to Socializing Business," was particularly helpful. it walks through the major hurdles such as culture, hierarchy, risk, process, and more, providing helpful insights and solutions businesses and social media professionals can apply. Most importantly, it provides great instruction about the importance of and how to be open, trustworthy, generative and courageous. The easy-going yet professional tone, appropriate lists, and useful subheads make it very readable, even if you have to do it in short spurts. For any business or individual about to get more social this is where they should begin to keep themselves human, because that's who the social world wants to connect with. And if it's too late, and they're already down the wrong road, this book can bring them back.
L_Scherer More than 1 year ago
Let's face it; I often find myself picking up a book about business only to become bored before I'm halfway through it. Not only is the subject matter commonly overbaked but the writing falls short. Humanize does neither and in fact, takes social media and gives it the human face that it deserves. If you recognize that organizations are nothing without their people, give this book a read. And then read it again. And tell your friends to read it too. It's a well written book that incorporates a novel approach.
Tinu More than 1 year ago
In the beginning, we created the machine. And it was good. And we modeled so many things after the machine for this reason - for example, the organization. This book deals with the fall-out of that decision in a post-industrial, pre-robotic world. Is the modeling of  the company after the machine still relevant?  If not, how do we change?  Humanize is a must-read for anyone, in any company or organization seeking to do more than pay lip-service to these thoughts, and contains practical exercises that can help transform a company from the inside.  This may seem to be a book about social media, and it is, but only in the sense that social media starkly and profoundly reflects how the  business landscape is changing, and accelerating the pace at which companies and other organizations must respond or die.  It's a manual for how to change a 20th Century company into one ready for the 21st, and the ability to adapt to the many changes it will continue to bring with it.
BrianCarter More than 1 year ago
Why is there such a big difference between our lives and our work? Why do organizations struggle to make Social Media work? For the same reasons... we don't bring our humanity to work, and big organizations institutionalize inhuman activities. Customers don't like being treated like a number. Authors Maddie Grant and Jamie Notter unravel these dehumanizing forces and recommend solutions in their new book Humanize: How People-Centric Organizations Succeed in a Social World. I interviewed them to help you get a sense of the importance and power of this book. Also, the book is hardcover, so if someone at your company doesn't "get it", you can hit them on the head with the book until they do.
johnhaydon More than 1 year ago
"Humanize" is not a book about social media tools, strategies and tactics. It's a book that addresses what really creates online success (or failure) for organizations: Heart-centered leadership. I've worked with hundreds of nonprofits on various aspects of online marketing strategy, and often been in situations where I know that the organization will not succeed with even the best tools and strategies if they do not change their culture first. Humanize addresses these core problems in a way that is easy to follow. Get this book if you want to avoid wasting a whole lot of resources on yet another failed social media campaign.
AMvandenHurk More than 1 year ago
Humanize is a must read for organizations. It is so much more than a social media book. It is a book in leadership for today's new world. It gives you the framework needed to make your organization more human less machine.
ginidietrich More than 1 year ago
Technology, the web, and social media have turned our worlds upside down. For eternity, we've been pushing messages to our customers and prospects through marketing, PR, and advertising. The only time we've had the opportunity to really listen to what our customers have had to say is if we spent money (a lot of money) on market research and focus groups. Today, though, we can listen to what our customers have to say with one Twitter search, Google alerts, or a quick online search. The problem remains, though, that we continue to push our messages through the social channels, as if it's just another place to do it. Humanize teaches you how to be HUMAN in your communication. Notter and Grant teach you how to start internally by empowering employees and then reaching externally to empower brand ambassadors, loyalists, and even critics. This is not another social media book. It is a leadership book that teaches you how to be human for lasting effect that results in more loyal customers and higher profits.
Anonymous More than 1 year ago
Arris