Most of us spend a good chunk of our day online in some capacity. We’re constantly absorbing content from various sources, analyzing and building on pieces of information, and learning from thought leaders who consistently push out high quality material. Genuine thought leaders tend to do the same. They take in new ideas, compile them, and push out an even greater idea, continuing growth and fostering the cycle. This progression, and the development of thought leaders as individual experts, is contingent on the cultivation of new ideas.
In recent years, with the evolution of social networking, this notion has been injected with steroids. Gone are the days when thought leaders attended conferences and chatted behind closed doors with peers, discussing their apparent stranglehold on relevant creative thought. I repeat, those days are gone, and if you’re management teams still think that way, walk in to their offices and fire every single one of them.
Now, successful thought leaders, especially business people in positions of power, have realized the importance of the social web in fostering ideas, developing talent, and ultimately growing their businesses. By utilizing social media, thought leaders can recruit potential employees who demonstrate a complex understanding of a specific piece of subject matter, increase the number of quality ideas they see each day, and bolster their company with innovate thought, keeping them at the forefront of their respective industries.
Here’s a brief personal example – I now work for a Fortune 50, one of the largest companies in the world and a leader in our industry. Prior to coming aboard, I ran my own, rather successful digital marketing firm, Brandt Social. Although my current company has a network of literally thousands of recruiters across the country, I was contacted by a gentleman who is now my boss, and an executive at our company. While at first, I had little desire and certainly did not intend to go work at some giant firm where my talents would go unnoticed, I quickly learned that the gentleman who reached out to me was in fact a thought leader, who clearly used social as tool to stand out amongst his peers, foster talent, and cultivate new ideas. This differentiation was a major draw in my decision to come aboard.
Unfortunately, if your organization is lacking a genuine thought leader, your time frame is finite. Many managers, claiming to be thought leaders, whether they be a business person, an online personality, or an author, have been doing just the opposite, seemingly afraid of both new ideas and the talent that sprouted them. This oppression not only hinders conceptual progression, but can ultimately burn out and deter top talent from fully developing.
In a business setting, whether you attribute it to jealousy, lack of adaptability, or narrow-mindedness, it is undeniably toxic. When managers, usually, self-described as thought leaders, prevent new ideas from spreading, regardless of their source, they are in a word, crushing the future of your business. New ideas are the foundation of not only the new “startup” business model, but of capitalism as a whole. When ideas get suppressed by a higher-up within your organization they force them one direction, out. As in, out of your entire organization. When this happens repeatedly, more than just ideas run for the hills. Top talent, potential recruits, and cutting edge clients want nothing to do with your business, regardless of your previous success. Remember, ideas are temporary, if you cannot adapt to innovative concepts or develop new ones, your days are numbered.
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© 2012 Brendan Brandt. All Rights Reserved.
Thought Leadership 2.0 – http://www.inc.com/marla-tabaka/how-to-become-a-thought-leader-online.html
True Professionals Don’t Fear Amateurs – http://sethgodin.typepad.com/seths_blog/2012/12/index.html