From the BlogSubscribe Now

HRExaminer Declares David Zinger #1 in the Top Online Influencers in Leadership 2011

Leadership Through Reach, Resonance, and Relevance

The assessment was done based on analysis of reach, resonance, and relevance:

  • Reach: This is an estimate of the size of the person’s audience. Website traffic, connections and friends on social media and other factors are weighed and calculated.
  • Resonance: This is a measure of inbound links, mentions in other peoples’ content and other proxies for credibility.
  • Relevance: This is a measure of the way that the person’s content maps against the original key words. A score of 100 indicates a perfect correlation.
  • The three measures are combined into a single score which is the foundation of ranking.

Here is Dr. Todd Dewett – Founding Member, HRExaminer Editorial Advisory Board examination of the leadership influence list:

Todd Dewett Examines the Top 25 Leadership list

This is the second HRExaminer Top 25 List focused on Leadership. You can see the first Top 25 Online Influencers in Leadership from July 2010 here.

Overall, I think this list is similar to the first.  Specifically, the new list can be interpreted as demonstrating what I have said before: one group does not own leadership; everyone owns it.  Unlike other disciplines and thought domains, leadership is the one generic body of knowledge understood and used by any and all high performing professionals.  Thus it is logical to expect a list of the nature we see.  The list is only half dominated by names from the leadership space and is then populated by a list of HR types with a few outsiders thrown in (e.g., a CPA, someone in the corporate social responsibility space, and someone in the restaurant space).

The most interesting new insight is the complete lack of famous names.  Our one famous person, Tom Peters, is gone.  The remaining names certainly have some amount of cache within their fields, but none have any visibility in the larger business world.  This reinforces the original finding that the emerging world of social media is a new frontier not well understood – or at least not embraced – by the old guard of well-known leadership personalities.  Once again this suggests a huge opportunity in the next few years for new voices to find large audiences – not because of the quality of their message (which may or may not be evident) but because of their mastery of new social media channels.

It may also be true that the changes in the list reflect an effort component.  Feeding the social media beast is hard work.  It takes dedication and creativity to constantly create new blog posts, tweets, etc.  One can always comb through our algorithm for answers, but logically it is important to note that one explanation may be pure tenacity.

One final insight that applies to both versions to date concerns the lack of businesses on the list.  Theoretically, a company could show up.  They use blogs, twitter, etc. – yet we see none.  Yes, the algorithm we are using is geared towards examining channels typically associated with individuals or small groups or companies that are very blog driven.  Nonetheless, this suggests a fascinating lack of knowledge on the part of large companies.  They could unleash an army of bloggers following trending topics and words that create relevant content (i.e., related to the trends as well as their companies).

This thought makes me wonder if we are now simply in the wild-west stage of social media and, in general, web presence.  The future may be far more competitive both in terms of knowledge and use of social media channels and in terms of creating truly compelling high quality content.

~ ~ ~ ~ ~

David Zinger believes that engagement is the new leadership and management. He works with organizations and individuals to improve employee engagement.  His writing, speaking, coaching, and consulting focus on helping organizations and individuals increase employee engagement by 20%. David founded the 3360 member Employee Engagement Network. The network  is committed to increasing employee engagement 20% by 2020.

Contact David today to increase engagement where you work. (Email: dzinger@shaw.ca  / Phone 204 254 2130  /  Website: www.davidzinger.com)

Workaiku: No more punch

punch cards with tiny holes

vanishing like confetti

screens have taken over

Employee Engagement and 10 Mistakes in Behavior Change

Are you mistaken?

Standford University Persuasive Tech Lab offers the follow short slide presentation on 10 common errors in behavioral change. Ensure that you don’t make these errors in your employee engagement efforts.

The Employee Engagement Network Turns 3 Today

Happy Birthday!

3333 members in 3 years. I am very excited today to celebrate the third birthday of the Employee Engagement Network. It began on a cold Saturday in Winnipeg as an experiment to see if anyone else was interested in employee engagement (apparently they were and are) and has grown to over 3333 members in 3 years. Over the next 10 years I trust this network will have a significant impact on increasing employee engagement 20% around the globe.

~ ~ ~ ~ ~

David Zinger is an introvert who loves community. He works with organizations and individuals to improve employee engagement.  His writing, speaking, coaching, and consulting focus on helping organizations and individuals increase employee engagement by 20%. David founded the 3340 member Employee Engagement Network. The network  is committed to increasing employee engagement 20% by 2020. Contact David today to increase engagement where you work:

(Email: dzinger@shaw.ca  / Phone 204 254 2130  /  Website: www.davidzinger.com)

Declaration of the Disengaged: There is no I in Work

Workaiku: Icing

at work we create

big incredible results

and eat cheesecake too