Time is a limited resource for leaders. While many leaders are passionate about leader development, they don't always have time to study for self-development or plan development sessions where participants sit around and discuss an article, book or other topic. Both avenues of development are easily disrupted by competing priorities. Social media and mobile technology platforms are great resources for leaders to interact with others and build relationships that will lead to learning and development. One platform that works well is Twitter. The capabilities of Twitter combined with mobile platforms allow both self-development and leader-led professional discussions to take place in any location, at any time, and not be restrained by time and location. This post is about using Twitter for self-development and leading professional discussions as part of a leader development program.
Twitter 101 (Skip ahead to Leader Development if you are familiar with PLNs, self-development and Twitter)
People use the hashtag symbol # before a relevant keyword or phrase in their Tweet to categorize those tweets and help them show up more easily in Twitter Search. The learner simply searches for the topic or, if they know a hashtag associated with the subject, they can use that as the terms for the search (see screenshots below). For example, one of the screen shots below shows a search for “Land Warfare” and the results delivered range from various individuals to “Doctrine Man”, to ”Pakistan Defence”.
|Search for #Leadership on Twitter for iPad.|
|Search for #Innovation on Twitter for iPad.|
Once the results are delivered learners can sort through the posts and evaluate the information. Clicking on a hashtagged word in any message shows all the other tweets marked with that keyword. Many of these posts will have links to blogs or articles that contain information the learner is looking for. As the learner finds reliable posts, they can follow the user and build their PLN ( It is also interesting to see who the users you are following, follow as well.) One way to evaluate whether a user on Twitter is credible is by the number of follows and followers they have. Learners can also check out previous tweets by the source, which is another way to evaluate if the source is credible or not. The reporters and other contributors that work for most major news organizations post to Twitter as well and can be a good addition to a PLN.
Leader Development Program:
Twitter is a great way to share information to develop others. Leaders connect with their subordinates over Twitter and share relevant content with a hashtag. Twitter can also be used for “Twitter Chats” . Twitter chats are chats that occur using a hashtag. Instead of tweeting one-on-one learners are now engaged in a conversation with many people around a particular topic or piece of content such as an article or blog post. Pictures and other media can be used as well to add more context to discussions. Twitter chats lets a group maximize their time on Twitter and participate in existing conversations when it is convenient for them. Twitter chats can take place over extended periods, and from any location, extending learning and development well beyond the walls of an office, building, or other location commonly used for these sessions. This capability lengthens the period of engagement and can lead to higher quality discussions, which might not be attainable in a normal face-to-face professional development session that is constrained by time and location (a leader development session scheduled from 1-2pm in a conference room). There are also tools available, like Storify for example, that can help learners manage and archive the chats for later reference. Through professional discussion, leaders can get to know their subordinates better and evaluate their level of competence, which can help build trust in an organization.
Leaders develop subordinates by creating experiences. Professional discussion is one of those experiences. It can improve learning and leader development across an organization. When time is a limited resource, social media is an excellent and simple way to engage subordinates in professional discussion.
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Jonathan is an experienced leader and coach with a proven record of leading and developing others to perform at higher levels and improve their overall effectiveness. He has a passion for learning and developing others to improve as leaders. Jonathan brings lessons from over 25 years of experience leading in U.S. Army Infantry, Cavalry, and Armor units in a wide range of assignments, to include leading soldiers in Iraq, Afghanistan, and Korea. He is a decorated veteran and a recipient of the General Douglas MacArthur Leadership Award. Jonathan served as a faculty member at the United States Military Academy at West Point, NY before transitioning from the Army in 2015. He is a certified Executive Coach and operates his own leadership coaching business. Check out his website here: http://www.quicksmartsleadership.com/