Archive for Deloitte

From Ladder to Lattice: Career Advice for Forward-Thinking Companies

[tweetmeme]I was reminded of one of my favorite books, “Mass Career Customization: Aligning Today’s Workforce with Today’s Nontraditional Workforce,” by a recent article in which the author listed his 10 worst business books of all time.

In my view, “Mass Career Customization” is one of the best business books ever published, garnering awards when it was first published three years ago.  Since then, social media has spawned many changes in how employees communicate with each other and manage their careers.  Companies have lost much control of their key messages to employees, not to speak of customers.

"Climbing the corporate lattice"

Climbing the corporate lattice

I just went through the book again, which I had filled with many yellow highlights, and it holds up even better on second reading for precisely the reason that social media and the depressed economy have changed everything about how we live, work and view our careers.

The Corporate Lattice

For those who don’t have time to read the book, there is an excellent summary on Deloitte’s website, as the authors, Cathy Benko and Ann Weisberg, work there.  Here is the key premise:

“…we see the corporate ladder model for career progression already giving way to what we term the corporate lattice. In mathematics, a lattice ladder allows one to move in many directions, is not limited to upward or downward progress, and can be repeated infinitely at any scale. In the real world, lattices are living platforms for growth, with upward momentum visible along many paths. The corporate lattice model of career progression allows for multiple paths upward taking into account the changing needs of both the individual and the organization across various intervals of time.”

They give a number of examples of how this works, such as the former Marine with an MBA who stayed home for three years with his children.  He didn’t get off the career ladder, he simply went sideways for a while, in a lattice movement.  The lattice model, which Deloitte has adopted, is an example of employee engagement at its best.

Gen Y Workers Would Stay Put

“Even Gen Y workers, who have a reputation for being fickle, would actually rather stay with one organization if that organization delivered on its commitments and allowed them to grow and contribute” on their terms with the support of their company, say Benko and Weisberg, .

There are too many gems to include in this post.  I hope I have piqued your interest and you will go to Mass Customization to learn more.

Oh, in case you’re interested, here is the other list I referred to “The 10 Worst Business Books of All Time” by Geoffrey James on BNET.  He gives his reasons in the article, but I’ll simply list them here and you can decide if you agree with him.

#10: Reengineering the Corporation

#9: Jesus CEO

#8: The Fifth Generation

#7: Radical E

#6: Countdown Y2K

#5: Dow, 30,000 by 2008

#4: The Leadership Genius of George W. Bush

#3: In Search of Excellence

#2: Corporate Magick

#1: Leadership secrets of Attila the Hun

Employee Social Media Communities Not Top Priority for Companies

Organizations are not tapping social media’s full potential, according to a Deloitte study I just came across.  It was released at the end of 2009 so I don’t expect that much has changed since then.

Entitled  “2009 Tribalization of Business Study,” the survey measured the responses of over 400 companies, including Fortune 100 organizations, that have created and maintain online communities today. The communities ranged from fewer than 100 members to more than one million members.

Marketing continues to be the primary driver of online communities, according to the study, with the following business objectives.  See if you can guess what’s missing.

  • Increase word-of-mouth (38 percent)
  • Increase customer loyalty (34 percent)
  • Increase brand awareness (30 percent)
  • Improve idea generation (29 percent)
  • Improve the quality of customer support (23 percent)
  • Employees can be your best brand ambassadors

EMPLOYEES.  That’s what missing in this study, conducted in conjunction with Beeline Labs and the Society for New Communications Research.  The study reports that while companies are using communities to engage with customers, partners and employees, only 20% of respondents have set up formal “ambassador” programs, and these give outsiders preferential treatment in return for being more active in the community.” Any rewards for employees being active social media ambassadors?  I discussed this last month in my blog “Make More Money Through Employee Engagement.”

Companies are missing a big bet if they don’t engage their own employees as brand advocates for the company.  They are the ones “touching” customers every day and should be rewarded accordingly.  Give employees a chance to become more active in social networks, and they will boost the metrics most important to their companies – the ones that ring the cash register.