Melcrum Summit Day One – From the Twittersphere 2012


Share on facebook
Share on twitter
Share on linkedin

Today was day one of the annual Melcrum SCM Summit and this year I have been unable to attend. So tonight I got comfy on the sofa to catch up on what the tweeting delegates had to say….

Without Data My Opinion Is King

A quote from the day from David Harrington at Shell and a theme that seems to flow through day one. Measurement, as always is what internal comms lacks and we need it if we want to move to a strategic level. Without that data, all we simply have is the opinion.

Some great statistics throughout the day, so in the spirit of data and some data gathered from opinion here are my top 7:

  • 73% of delegates organisations have a problem with poor coordination across business, functions and geographies
  • Leadership can be a force for good but 40% of the public do not trust top execs
  • 51% of delegates CEOs do not use Twitter
  • By 2020 50% of the workforce will be millennial/digital natives – what does that mean for internal comms channels?
  • 50% of the delegates at the event believe innovation will be the main business driver of the future
  • £1,200 is the weekly (or yearly, conflicting info available) cost of employees not being able to get the information they need
  • 82% of employees surveyed trust a company more when the CEO and leadership team communicate via social media

Some of these statistics fascinated me; 50% believe innovation to be the main business driver – surely innovation is a massive business driver as without it, how can we move forwards?

Innovation = The act of introducing something new

Digital natives/millennial exist already and they are overshadowed by voices at the top – what can we do to ensure that by 2020 there is a voice of influence to make sure companies adapt to the these new ways of working? Does it matter that CEOs don’t use twitter – i wonder how many internal comms pros use it!

Fight Fire with Fire

As always with a Melcrum summit there were some lovely statements thrown out across Twitter about our profession. Here are my top 4:

  • We are all fire fighting to there is no time to think strategically
  • Comments on the intranet are good regardless if they are positive or negative – it means people are engaging with the content
  • Communications is more than an enabling function, it is a critical business function
  • You have to combine logic and intuition to see the bigger picture

Model behaviour

Always good to get some theory into the practice – some great models shared and comments about what our models should be about…

  • Internal comms models should create culture where people connect horizontally not vertically, working and changing together
  • The Melcrum diagnostic tool looks good but photos too small to get an insight into what it provided the delegates
  • Bridges Transition Model, created by change consultant William Bridges and published in 1991. The model focusses on transition, not change and this difference is important; Change is something that happens to people, even if they don’t agree with it. Transition, on the other hand, is internal: it’s what happens in people’s minds as they go through change.The model highlights three stages of transition that people go through when they experience change. These are:  Ending, Losing, and Letting Go .The Neutral Zone. The New Beginning. For more detail you can find out more here

Leaping Over the Hurdles

As always, the barriers and hurdles we have to overcome always make an appearance… Here are the few that made their way out of the conference room:

  • Structure
  • Systems
  • Cost
  • Mindset
  • Consistent messaging
  • Alignment of the business

Designing a Rapid Strategic Change Process

Thanks for the folks at Melcrum for tweeting each of the 5 stages of the process outlined by Flemming Norrgren, Prof. of Management & Director Truepoint Center, Euro.

  1. Clarify by engaging the top team in crafting crisp statements
  2. Create a high trust context for open and honest conversations
  3. Deploy disciplined process for getting hard facts and issues on the table and reduce politics
  4. Engineering some of the most talented people to research the organisation
  5. Engage people at all levels and in all units to participate

Sounds like a great day one and some great points coming through. Huge thanks to @melcrum, @steve_murg, @kjaerglobal @joningham for all their tweeting today – keep up the good work tomorrow!

Other recent posts

Redefining Communications first began working with The North East Local Enterprise Partnership (North East LEP)…

Many of you will know I already co-host the Calm Edged Rebels podcast, but I’m…

Calm Edged Rebels is an award-winning podcast that Jenni co-hosts with her good friends Trudy…

Refresh your knowledge

Reading, listening and continuous learning is something we really believe in. Here is a collection of our insights and reports as well as lists of recommended books and podcasts for you to enjoy.

Join our community

Subscribe to join our community for helpful advice and updates about how we can take your organisation from chaos to calm. We discuss key issues around comms, leadership and teams. Our community also gets early access to events, workshops and research.

  • This field is for validation purposes and should be left unchanged.