There is a great summation of the findings in a set of posts by Dr. Ed H Chi, Lead Scientist at the PARC Augmented Social Cognition group here, here, here, and here.

I’ve been thinking a lot over the past few months about what might be causing the slowing rate of contributions, as have many others. I particularly liked Niel Robertson’s post last week on the Enterprise Irregulars site.

Niel’s thesis is that Wikipedia has failed to continue to develop innovative ways to motivate its community, falling behind as other communities and companies have implemented more creative new techniques. Niel goes on to identify seven types of motivation for crowdsourcing (yes, I still dislike that word) efforts, of which he says Wikipedia is only using a couple.

I think he is on to something. But Wikipedia is operating at a scale that dwarfs almost every other crowdsourcing effort in history. It takes a massive bureaucracy of editors and administrators to keep the whole thing going.

And if traditional bureaucracies (like those in governments and large companies) tend to stifle innovation, what happens in a bureaucracy where the bureaucrats aren’t getting paid and aren’t getting any recognition for their efforts?

From my point of view, this is Wikipedia’s next great challenge:

How does it convince the world to love and recognize its contributors?

[Read the rest of this post on opensource.com]

Paul was one of the masterminds behind The Authentic Enterprise, a whitepaper that may be one of the most compelling looks into the future of the communications field I have ever seen. I’ve written about it previously here, here, and here.

The following paragraph highlights the point of view from which this book approaches digital communications strategy:

“The business of managing relationships– and therefore, business itself– has changed dramatically in the last decade. Stakeholder empowerment, as it’s come to be known, has shifted the corporate hierarchy of influence from the hands of elite business executives to those of their once-passive audiences, including employees, consumers, media, and investors.”

This paragraph does a nice job illustrating what we might define as the democratization of corporate communications.

—–
Democratization of Corporate Communications:
Any person communicating about any company at any time.
—–

A company’s own communications professionals can no longer expect to be the only communicators of the brand message. Employees are communicators. Customers are communicators. Even former employees and former customers can now communicate on behalf of brands. Scary stuff or exciting stuff, depending on who you are.

One of the things I really liked about this book is that it has an entire chapter highlighting a favorite subject of mine: the need for closer ties between the human resources and communications function. Why? Simple:

In a world where everyone is a communications person, everyone needs to be on brand.

[Read the rest of this post on Dark Matter Matters]

Today, we ask him five questions about where the future of music intersects with the open source way.

1. One of the beautiful things about the open source software revolution is it lowered the barrier to entry for developers who wanted to create useful software. Meaning, without going to fancy schools or working for big Silicon Valley tech companies, people in any part of the world with any level of experience could contribute, and if their code was good, they were in. Is the barrier to entry for artists trying to make it in the music industry getting lower too? It sure doesn’t feel like it sometimes.

I think the barrier to entry to write or make music has always been pretty low. Provided you can learn how to play an instrument, you can write songs. The encroachment of technology into every facet of music making has lowered this barrier even further. An entire album can be recorded at great quality in a basement with a Mac and some bundled software. DJ equipment isn’t even needed anymore — you can do it all on your Mac.

The challenges have always been around marketing and distribution, and the internet changed all that. Anyone can launch a site or a myspace page and offer downloads of their music. In 2008, more than 38,000 new records were released. This was the most ever.

Becoming commercially successful by selling music or touring has never been harder, and that is because fewer people are buying music and consumers have more entertainment choices than ever before. So while it’s easier to make music, it’s harder to make a living making music.

[Read the rest of this post on opensource.com]

When it comes to creating and innovating, most companies (and employees) are in the peloton. They are doing enough to survive, but they are stuck in the pack. And if they stay in the pack too long, they lose.

Escaping the peloton is tough. Often, you see a cyclist break away, sprint for a while, only to get sucked back into the main group over time as the pressures of making a go independently prove too much.

You’ve probably felt this way at work. You come up with an amazing idea, one that will change the company forever. But little by little, people—even the well-meaning ones—chip away at its soul, until the idea goes from being amazing to, well, average. You end up being sucked back into the peloton.

After this happens one too many times, you may feel like you want to stop collaborating and try to make things happen on your own. Don’t do it. Even Lance Armstrong could rarely break away from the peloton without his teammates’ help.

Instead, here are three tips to help you escape the creativity peloton without giving up on collaboration.

[Read the rest of this post on opensource.com]

Write a book about building community the open source way… and write it with a community, the open source way. Meaning, open the text up, allow interested users to contribute, and see what happens.

Brilliant.

The book is entitled The Open Source Way: Creating and nurturing communities of contributors and you can access the current text here and the wiki for contributors here.

I caught up with Karsten Wade, who is leading the project, to learn more.

There have been other books written about community-building over the last few years, but I am not aware of any others that have been written by a community. Where did the idea to start this project come from?

Our team, Community Architecture, has a strategic community role in Red Hat, and part of that is learning, distilling, and sharing knowledge.  We bring the knowledge of how to produce software the open source way to different parts of the company.  We’re all in a community of practice here, and have much to learn from each other.

Once we had the idea of a cookbook or handbook for internal needs, it was immediately clear that following the open source way with the content would be better, have more impact, and protect important knowledge in case our team gets eaten by raptors.

[Read the rest of this post on opensource.com]

In this post, we’ll look at the brand mistake Google made in how they launched Buzz.

This article from the San Francisco Chronicle website about a class action lawsuit filed against Google caught my eye because of the following paragraph:

Google turned Gmail “into a social networking service and that’s not what they signed up for, Google imposed that on them without getting their consent,” said Kimberly Nguyen, consumer privacy counsel with EPIC of Washington, D.C.

That sentence is a great articulation of why Buzz is a classic case of not securing brand permission, a subject I have covered here and here.

To be of any value, a brand must create meaning in people’s minds. People associate certain terms or ideas with that brand. If you want to see a awesome experiment in brand meaning, check out the Brand Tags site.

[Read the rest of this post on Dark Matter Matters]

I read an interesting post last week by Morton Hansen (author of Collaboration: How Leaders Avoid the Traps, Create Unity, and Reap Big Results) entitled Obama’s Five Collaboration Mistakes. In the comments below the post, some folks interpreted his words as an attack on the Obama administration. Me? I’d probably interpret Hansen’s words more broadly. Perhaps something like:

Politicians are pretty darned bad at collaborating a lot of the time.

I think many folks would agree with this statement no matter where they sit politically. No matter where they live around the world.

In fact, the word “political” has become almost synonymous with anti-collaborative behavior in many contexts. Certainly in the business world.

But there is a lot a stake here. The economic downturn has hurt our businesses badly. And this has affected many of us in even more personal ways. Jobs. Homes. Security.

We need innovation in the political world to help solve the problems of the business world. Which means we are going to need better collaboration across political boundaries, both inside and between our countries.

Could we open source folks help?

[Read the rest of this article on opensource.com]

Roger Martin, Dean of the Rottman School of Management at the University of Toronto, and author of The Responsibility Virus, The Opposable Mind, and a new book on design thinking called The Design of Business.

Tom Kelley, General Manager of legendary design firm IDEO, and author of The Art of Innovation and The Ten Faces of Innovation. IDEO’s CEO Tim Brown also has a book out on the subject on Design Thinking, called Change by Design, which my friend Jonathan Opp wrote a nice review of here.

Daniel Pink, bestselling author of A Whole New Mind, a book that has been extremely influential in my thinking about how the left brain and right brain can play nice in the business world. Pink also has a new book out, called Drive: The Surprising Truth About What Motivates Us.

During their talks, I couldn’t help but notice all three touched on a similar thematic: the crucial role that inspiring creativity plays in driving innovation.

[Read the rest of this post over at opensource.com]

In fact many of the defining companies of the first decade of this century show these characteristics (with one very notable exception we discussed earlier).

It kind of makes you want to rush in and see if you can change your old style corporate culture and get in on the action. But try to change too fast and your efforts may backfire.

So here are three signs that your corporate culture may not quite be ready for the open source way– and some tips to help you move closer.

[Read the rest of this post over at opensource.com]

The theme of the conference is Creativity, Inc., and from what I can tell from many of the attendee and host comments, the theme of this year’s event is very different than years past. But the undercurrent of many of the comments from this morning seemed to take a clear point of view on this theme.

My interpretation? For years the business world has been waging a war against creativity… and creativity is beginning to fight back.

It’s about damn time.

Read the rest of this post at Dark Matter Matters.