Web 2.0 Projects Done Right

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• Get social
  
  -Get a smartphone, accounts on Facebook, Twitter, etc.
  
  -Web 2.0 (and 3.0) tools have a short learning curve, but don’t think that shifting culture happens overnight.
• Shift your paradigms about how work happens, about what relationships are and about the many parallel universes of relationships there are.
  
  -And shift your paradigms about what leadership is.
  
  -Become fast, fluid and flexible enough to jump to different networks.
• Shift the direction of information flow from top-down to bottom-up.
  
  -In Web 2.0, leaders serve—they don’t direct.
  
  -Provide focus and goals, and then allow for ongoing flow of information.
• Resource it.
  
  -Find out what’s needed most and get the budget dollars.
  
  -Implement the right tools, but don’t clog the system.
• Eliminate walls and barriers to free flowing information.
  
  -Understand how to protect corporate trade secrets.
  
  -Build mutual trust and an understanding of branding in Web 2.0.
• Participate at some (any) level.
  
  -Get input from your youngest workers.
  
  -Decide how you want to lead and when to step in.
• Turn it over to “them.”
  
  -Your workers probably know more than you about Web 2.0.
  
  -Let them run with it, but keep your eyes on the projects.
• Find new ways to engage the rank and file employees in the process of informing, information flow and information capture.
  
  -Uncover the (always changing) motivators in this new realm.
  
  -Harness the elements of Web 2.0 that will advance the company.
• Don’t get tunnel-visioned on just information.
  
  -Networked employees are bundles of relationships, conversations and ideas yet to happen.
  
  -The best advice: Handle with care.
• Set it on the path of building exponential growth.
  
  -Lead by keeping the vision alive and top of mind.
  
  -Measure results in terms of performance, speed and capacity.