Leveraging Your Digital Network

As a leader, how do you use your digital network to accomplish your goals?

Most leaders understand how to use online tools, such as LinkedIn, Facebook, and Twitter, to build their networks. But few use these networks to gather information and provide influence. Here are three things you can do with a strong digital network:

• Test ideas. Test proposals and strategies both inside and outside your school/organization. Float an idea to see how many "likes" it gets or to direct people to a survey.
• Broker connections. Increase your influence by positioning yourself as a bridge between unconnected groups. Identify potential collaborations and make introductions.
• Get feedback. Good networkers rely on their contacts to provide feedback on challenges. Post a message about your struggle and solicit input.

Adapted from "Three Skills Every 21st-Century Manager Needs" by Andrew L. Molinsky, Thomas H. Davenport, Bala Iyer, and Cathy Davidson.

Avoiding or Reconnecting after Giving Tough Feedback?

As a leader, after giving tough feedback, do you avoid or reconnect with your staff member?

Hearing that your performance is lacking in some way or that you've made a mistake can be harsh, even alienating. That's why as a leader, you need be thoughtful when delivering difficult feedback to your staff. You probably know to do two things: first, articulate what your employee is doing well, and second, provide input on problematic behaviors or gaps in performance. But don't forget an important third step: reconnect. After hearing difficult input, a staff member may avoid you or feel s/he can't come to you for advice.  Equally, you may feel ill-at-ease and unintentionally avoid the person.  Reestablish your relationship and reiterate what you value most.  Highlight something you can compliment - the person's writing skills or thank him/her for asking tough questions during meetings. You can also check in on a personal matter: Ask, "How was your daughter's play?" or, "Did your wife hear back about that new job lead?" Do this at the end of the feedback session or wait until the next day. Just be sure to connect so s/he is comfortable continuing the relationship with you.  You can help a colleague improve their performance and maintain their dignity at the same time.


Adapted from Guide to Giving Effective Feedback (HBR OnPoint Collection).

How do you use Social Media to learn?

As a leader, how do you use social media to learn?

It only takes a passing glance at social media to see that people use them for learning.  It may be something as simple as someone seeking suggestions.  It could be a link to a valuable website or a great article to read.  It can also be an opportunity to engage in longer-term discussions about issues or ideas that really matter to you and your work.  So...how are you using social media to learn?  Or are you?  If you're not, you may be missing something really valuable - not to mention that without connection to social media, you're less and less connected both to issues that are current for people and the methods they use to engage with these issues. 

Does participating in social media demand some new learning on your part?  Sure.  It might take a half hour of your time and the knowledge of a friend who is familiar with any particular medium.  Is it worth it?  Absolutely!  In an age when change occurs quickly, information is essential, and connection is critical, you're being left behind if you opt out.  Ignore social media at your peril as a leader.