This TimeOnline story about Twitter is clearly linkbait. But dammit, I can’t resist.

Here are some of the quotes from some clinical psychologist dude by the name of Oliver James and a Cognitive Neuropsychologist David Lewis. Oliver and David clearly have no idea what they are talking about and should quit their day job.

The clinical psychologist Oliver James has his reservations. “Twittering stems from a lack of identity. It’s a constant update of who you are, what you are, where you are. Nobody would Twitter if they had a strong sense of identity.”

“We are the most narcissistic age ever,” agrees Dr David Lewis, a cognitive neuropsychologist and director of research based at the University of Sussex. “Using Twitter suggests a level of insecurity whereby, unless people recognise you, you cease to exist. It may stave off insecurity in the short term, but it won’t cure it.”

Are these people for real? A lack of identity?

Twitter is simply the most recent tool by which we perform an age old, very human, very healthy behavior. Connection and Communication.

Connecting and Communicating is the very essence of identity. It is the method by which we test, refine, express, learn and declare our identities. It is everything.

Twitter is two friends chatting all day while they work. It is a group of friends sitting around a camp fire. It is a group of colleges learning from each other. It is the world expressing its collective identity to each other.

If it is narcissism to express yourself and tune into the expressions of your family, friends and peers then we are all narcissists.

Twitter is a return to story telling that was sublimated by the invention of mass media. It is the purest most durable expression of personal media to come out of the Web 2.0 bandwagon.

We’ve all heard these knee-jerk reactions before at the advent of the Telephone, The Internet and Blogging. Each time we find a new, easier ways to communicate, out of touch people need to question why human beings need to be so connected.

These crack pots who have not experienced these tools for themselves should do a little more research. Maybe Andy Pemberton, the author of this article, should have spent a few more days learning about and trying the tool he admits to have just discovered before passing judgment on it, lest someone confuse his self-expression (i.e. his ‘journalism’) as ill-informed filler.

I’ve written more about this on my book outline.

I also spoke about it in my interview for the ‘Life In Perpetual Beta’ documentary.

I appologize for the tone of this post, but when ‘professionals’ seem to make such clearly absurd statements it drives me a little crazy.

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

Family 2.0

IMPLICATIONS OF THE CLUSTER

TABOO AND BAGGAGE

Marriage is a highly emotional subject for many. Our initial instinct when asked ‘Is an increasing divorce rate a normal and healthy trend’ is to scream no! How can it be?

When people get divorced they are hurt and betrayed. They leave with emotional baggage and are forever affected by the painful experience. “No” seems like the only obvious answer.

Without passing judgment one way or another however, consider that many of the downsides of divorce outlined above are actually not from the act of divorce, but rather our impressions and social taboos associated with it.

Social expectations and pressures result in many feeling a great deal of pain when trying to make the decision to separate. Once the separation occurs a lot of animosity and anger is based not on the failures of the other person, but rather on the failure of the marriage, wasted time and other external factors.

Besides the normal feelings of losing a long term loving relationship, perhaps a change in social dogma to families as flexible clusters of people who love each other, some who might have been married at one time or another, would improve the resulting fallout from divorces. Perhaps if the act of disolving a marrige was more normalized, the time would not be considered wasted, but rather well spent with a partner – a learning and growing experience for both.

Similarly, if parents and adults recognize families as more flexible clusters and behave accordingly, children would also experience less emotional turmoil when relationships change and evolve.

 

Read more on the wiki

Comments, ideas and contributions welcome!

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

 

INTRODUCTION

Unshakeable family units have given way to an increase in constantly evolving family clusters.

GETTING A DIVORCE

If you return to the core truth about Marriage, it is an institution designed to lock two people into a contract for the sake of raising children in a stable, predicable and balanced environment. It is a container for building a successful life and offspring together in a family unit.

The institution has its roots in ancient history when work was hard (and potentially far from home) and survival was even harder. People had limited choices for partnership (mostly inside their immediate geographic area), life expectancies were short and life moved very slowly.

In modern times, in developed countries, life looks very different. Work is not always hard or far away. In a lot of cases it can even be done from home. Survival is not as hard. Technologies and medicines have ensured that life spans average around 80 years and dense cities and the broad Internet access has created a hyper-choice for companionship.

Is life better? Who’s to say? Perhaps our fast pace, shallow connections and increased life spans have only served to further isolate us from real relationships. The purpose of this text is not to judge.

It is clear, however, that the contract of Marriage now exists in very different times.

It seems natural, then, that Marriage as an institution (a container) seem to be changing shape as well.

From Wikipedia article about ‘Divorce’: 

“In many developed countries, divorce rates increased markedly during the twentieth century. Among the states in which divorce has become commonplace are the United States, Canada, South Korea, and members of the European Union, with the exception of Malta (where all civil marriages are for life, because civil divorce is banned). In addition, acceptance of the single-parent family has resulted in many women deciding to have children outside marriage, as there is little remaining social stigma attached to unwed mothers in some societies. Japan retains a markedly lower divorce rate, though it has increased in recent years.”

So with changing social pressures, perhaps a change in the success rate of the basic social contract of Marriage is both healthy and expected adjustment? Perhaps a change in definition from a formal container into more of a loose cluster of familial associations will ultimately serve our new living conditions better.

 

Read more on the wiki

Comments, ideas and contributions welcome!

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

OPPORTUNITIES FOR EMPLOYERS & COMPANIES

PERSONAL BRANDS

These changes highlight how the container known as ‘The Corporation’ is now disintegrating into individual, personal brands.

As a result, staff are increasingly working from home offices, and changing jobs more frequently. This is not necessarily a bad thing for employees who are able to find positions that keep them passionate and engaged.  It is indeed ‘The Revolution of Me’ because the individual ultimately benefits.

It can, however, become a burden on corporations as they continually try to compete not just for market share, but for the right people and talent to fulfill their HR needs.

The key, in fact, is to stop considering staff as ‘Human Resources’. They are no longer commodities. The corporation needs to redefine its role from one of an all encompassing entity to a loose affiliation of individual partners who are focused on common goal.

Corporations need to start considering staff as partners and service providers. Staff must provide quality services to the corporation, and the corporation must have clear, reciprocal value propositions for its partners.

Or partners will move on… or worse.

CREATE PASSIONATE PARTICIPANTS THAT BECOME EVANGELISTS

It’s not all bad news for Corporations though, because as partners move around, they take your message with them (as well as your corporate secrets – but that’s another story).

If you treat your partners well and they remain passionate about your message, they become evangelists.

Evangelists create more evangelists – and evangelists are free PR departments. Nothing is as powerful as a personal recommendation and an impassioned rant from a friend who tells you all about a product or service they just discovered. If markets are conversations, then Evangelists keep the conversation on topic. Hopefully your topic.

The secret for business in an increasingly personal world is really not a secret at all. It’s a basic truth. Build a great product or service and people will pay attention. Don’t – and they won’t care or will actively resist you. As many are now starting to understand, the best form of marketing is building a great product.

If however, your partners don’t feel passionate about your company and its products, then you can end up with brand atrophy on a grass roots level.

Huge marketing budgets can only stem the tide and generate so much buzz until the increasingly efficient word-of-mouth networks reveal the truth.

Read more on the wiki

Comments, ideas and contributions welcome!

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

OPPORTUNITIES FOR INDIVIDUALS

DEVELOP YOUR OWN BRAND

With individuals in a company becoming increasingly visible, the container we once thought of as “the corporations” – an entity with a single, homogenized voice – is now disintegrating into a chorus of loosely coupled individuals.

As a result, individuals are starting to (either deliberately or not) create an identity for themselves that goes far beyond that of their employer or their resume. Their own personal brand.

Try it. Do a Google search for your name and you will begin to see an emerging digital identity – a living resume of your online legacy. This is especially true in the IT world where early adopters have rushed to try new Web 2.0 tools. It will become increasingly true in most industries everywhere.

You’re resume is now just a starting place. Not only will employers vet you with Google, but they will increasingly expect to have heard of you through their social networks and online interactions. They will check your LinkedIn profile and see how many friends you have on Facebook or Twitter.

Those who have made a lasting and visible online impact with unique and relevant things to contribute to their niche have created a personal brand and have a real and significant advantage in the job market.

Similarly, corporations who look for and recruit these personal brands will be able to make better hiring decisions, and put themselves in a position to positively influence their partners and customers.

SURFACING NETWORK VALUE

One of the inherent results of individuals communicating outside the boundaries of their corporate containers more regularly, especially on the Internet, is that their network of influence becomes visible.

Your LinkedIn contacts, your blog comments, your Skype list and other recorded forms of connection and collaboration can now be measured and valued.

Consider that while your resume details your level experience and qualifications, your online interactions demonstrate your value as an influencer – and individual brand.

This, then, has implications for salaries, hiring strategies, bonus packages and more.

Increasingly (and appropriately) corporations will have to factor in this reality as a significant part of an individual’s potential contribution and value to the corporation. And pay them accordingly.

JOB SATISFACTION

The trend for increased individual visibility in the marketplace has both positive and negative effects on lifestyles and job satisfaction.

Where once corporations and PR departments shielded staff from the burden of after-hours support, spin and general customer hand-holding – now staff are increasingly tasked with taking a personal interest in the success of their products, services and customers.

This will, of course, result in longer work hours, added stress and a general change to the way most people approach their work and home life – and the boundaries between.

On the flip side, however, by extending their reach of influence and creating their own personal brand, employees have the opportunity to become more than just commodities. To set their own terms and find employers that respect their capacity for community engagement.

This careful ballancing act changes the relationship between employer and employee to one of master and subordinate to more one of partnership and mutual respect. In the end, though, corporations themselves may give way to loosely coupled groupings of specialized individuals who are determined to get something done.

Read more on the wiki

Comments, ideas and contributions welcome!

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

THE CHANGING WORKPLACE

JOB DESCRIPTIONS CHANGES

Remember when the PR, Sales and Support departments handled most of the external communication with customers? They always knew the right thing to say.

The problem now, however, is, the right thing, is not what customers and users want to hear. They want to hear the real thing.

If you write the code for your software company, then your users want to hear why you made the architecture decisions you made. They want to know why that bug occurred. They want to know what you think of the latest software innovation.

If you sing in a band, they want to know what inspires you. They want to know what it’s like living on the road – meeting other celebrities. They want to know about the emotional journey you’re on and how it informs your music.

If you’re an accountant they want to know what you think about new legislation proposals, new accounting practices, the latest accounting scandals and your ideas for corporate governance and account keeping.

And on it goes. For almost any job or industry you can think of, people want to have a personal connection with their service providers and they want honest, ongoing conversation.

You are no longer just the programmer, celebrity, accountant or knowledge worker. You are also the best person to speak with authority about your niche in the world. You are your own PR department. Except we don’t want to hear PR speak – we want you to listen, and we want you to hear our reply. We want a dialogue.

Blogs are the most obvious way these sorts of interactions are occurring; however there are also social networks, wikis, forums, newsgroups and more.

Add it to your Job Description. Clear it with the PR department. Make sure your boss knows. Read books about corporate blogging and the social media revolution. A good place to start is with the “Cluetrain Manifesto”, and then move onto “Naked Conversations”.

Read more on the wiki

Comments, ideas and contributions welcome!

As I posted earlier, I am going to be posting my book outline in parts to my blog to get feedback and Ideas – please feel free to chime in!

Except from “Revolution of Me” – A book outline by Chris Saad

BUSINESS 2.0

Introduction

Further Reading: The themes of this section are explored in more details at these locations: The Starfish and the Spider


Customers, employees, markets and corporations are increasingly speaking in casual voices.

This phenomenon was thoroughly predicted and discussed in the book “The Cluetrain Manifesto”.

To summarize, The Cluetrain Manifesto predicted the blogging and social media revolution whereby the blank, benign committee vetted language of “The Corporation” would give way to increasing customer/market demand to hear real answers in a normal, casual and conversational dialogue with individuals inside a corporation.

The book encourages corporations to enable their staff to engage with markets on a one-to-one basis to provide authentic engagement.

Now that blogging and other social tools have emerged and are becoming increasingly common place, the Clutrain’s predictions have become an accepted reality. As a result, a number of other trends are emerging that continue the theme of the disintegration from containers.

Read more on the wiki

Comments, ideas and contributions welcome!