About the Book: “Lincoln to LinkedIn: The 55 Minute Guide to Social Communication”

“From Lincoln to LinkedIn: The 55 Minute Guide to Social Communication” is a call to action , and in some respects, a call to arms.

Having worked in political campaigns before moving inside of large corporations, one thing I noticed was a dramatic shift in tone and approach – indeed a lack of respect for those people who were being asked to change, to innovate, to dig deeper and to represent their organisations with enthusiasm.

While the advent of social media has caused that condescension to reduce a bit, social evangelists also advocated replacing old-school, top-down, one-size-fits-all communication with the brainless anarchy of leaping headfirst into twitter and facebook without any thought about what lurks on the other side, or what lies beneath your own organisational surface.

Lincoln to LinkedIn offers an alternative.  It offers you an approach that is genuinely strategic, and one which encourages the intelligent use of new communication technologies without being a slave to them.  Indeed, one can run an effective social communication campaign with a phone, an email account and an excel spreadsheet.

In 108 pages, the book provides enough training and insights to allow you to do just that.

It also highlights concepts like social landscapes, tribal dynamics, and source credibility that rest at the core of effective, impactful communication, whether inside corporate walls, or inside broader – but still bounded – arenas of interest.

I invite you to order it, and above all, to let me know what you think.  I think you will agree that this approach could make a major difference, not only to you in achieving your objectives, but also in sharpening corporate communication while making it more respectful and impactful.

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To order from Amazon.com, follow this link:

http://www.amazon.com/Lincoln-LinkedIn-55-Minute-Social-Communication/dp/0956467229/ref=sr_1_1?ie=UTF8&s=books&qid=1302114959&sr=8-1

Those who wish to order from Amazon.co.uk can follow this link:

http://lnkd.in/37Uwv9

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“Four Forms” of Engagement Model Published by Leading Employee Engagement Personality

My innovative “Four Forms” model of Employee Engagement, which identified four distinct types of employee-employer relationship:

  • The engagement of the “rifle”—battle: active opposition
  • The engagement of the “mat”—wrestling: active disagreement, but within a productive context
  • The engagement of the “gearshift”-mechanical: productivity without resistance
  • The engagement of the “ring”-mutual, heartfelt, emotional commitment
  • was recognized recently by one of the engagement movement’s leading practitioners, David Zinger.

    Zinger has posted a full article on the four forms on his own blog last month, and led off the piece with the following exchange between us:

    “Mike Klein is an original think around employee engagement. He joined the Employee Engagement Network recently and I asked him about his nonlinear view of employee engagement and employee engagement seen as a moral virtue. He wrote a comment on my network page that really got me thinking:

    Engagement is non-linear: The short answer regarding my non-linear view of engagement: I think the idea that the path between employee hostility and helpfulness as a straight line called “engagement” is total rubbish.

    Rather, I see “engagement” as a willingness to connect through some sort of relationship, which can either be hostile or helpful, passive or active, possessive or bereft of long-term commitment, and solitary or collective.

    As for my background–while I have more than 10 years of internal communication experience, mainly in Europe, I managed political campaigns in the US for 10 years as well, where I saw other patterns and models of engagement emerge around candidates and issues. That background gives me some perspective around the whole “engagement as moral virtue” piece–for it is impossible for anyone actively in a relationship to be disengaged, whether they are hostile, helpful or hopeless.

    Ultimately, I think this issue has been horribly mispositioned in the communications and management press, and that professionals need access to new models and vocabularies that don’t treat engagement solely as an employee issue, and solely as a matter of right and wrong.

    This whetted my appetite to learn more from Mike about employee engagement or engagement and I received his approval to reprint the blog post below. I have made a few slight changes to make it easier to follow but the post is directly from Mike.  This is not a short blog read but I believe your will gain much if you focus on the engaging metaphors that Mike presents.”

    The full posting can be found at:

    http://www.davidzinger.com/employee-engagement-rifle-mat-gearshift-ring-mike-klein-5614/