This is a new lawsuit in Minnesota which says 3 former employees violated the terms of their non-compete, non-solicitation & non-disclosure agreement because they ‘connected’ with previous clients via Linkedin.

There is more than just ‘connecting’ as the article prints an email the former employee sent via Linkedin but I want to concentrate on the ‘connecting’.

It’s now pretty standard to connect online with your co-workers. And if it’s not via Linkedin then there’s connection on Twitter or Facebook or Foursquare or Flickr or Dopplr or whatever other sites will be launching in the future. Is connecting the equivilent to bumping into someone on the street? Is it the same as picking up the phone? Is it a public advertising message? Or an email?

I’m not sure how the act of connecting would equal solicitation but it seems that’s what’s being argued.

More fascinating is… what does this mean if you’re already connected (prior to leaving the company)? Do you need to un-follow? Or rather do you need to tell the person to stop following you (as you don’t always control who follows you)? Will we see new blocking tools? Should you de-friend the folks you worked with or came in contact with during that employment? Is this a new product opportunity for Linkedin (tick the boxes to select which of your contacts are affected and enter the length of your agreement here. We’ll prevent you from talking until then!)

And if you do need to de-friend… what’s that do for your mental state? What happens when the people you’ve become friends with, seen every day, gone to parties with, read tweets & status & look at pix online are suddenly unavailable due to an employment contract. Has anyone seen research in this area? A quick search didn’t find anything. Somehow I suspect (or hope) this would be considered an unfair hardship well beyond the corporation’s rights.

I can only hope the judge & other people involved in deciding cases like these understand social media, are active participants on these sites or have the foresight to bring in their own experts to explain the situation.

BTW, I’m obviously not an employment lawyer so don’t take any of this as advice or a comment on this particular case… it’s a musing on where things could be going.

my rough criteria:

• mind maps would be great
• the ability to reference/cite (site, book, audio, video, etc) and maybe pull those into a list (for when i decide i need to go back & get a PhD…)
• an easy 1 click way of pulling that cite info into the system (info being author name, title, url, etc)
• some tagging functionality
• note taking (of course)
• good search
• portable – online & offline. computer & phone. able to export into a usable format.
• to-do checklist

my top runners are evernote, zotero & personal brain.

personal brain wins in the visual mind map criteria. or rather visual folder/mind map combination. i’m really digging it. in a lot of ways this is my fav. or maybe i just really want it to be my fav since it’s the only visual tool that seems to work for me. unfortunately it’s pricey, doesn’t have a phone version & i can’t figure out if there’s any citing abilities. you can only export your data if you buy the high end version (holding data captive is pretty shitty brain folks). oh, and their website is fairy horrid.

zotero is focused on the academic referencing and does a good job. there’s 2 things that annoy me… the promise of sucking citation data from a page doesn’t work as well as I’d hope & the UI isn’t as responsive as I’d like. I need to use the mouse A LOT. also, it doesn’t have a phone version. otherwise it’s a great tool. and open source gets bonus points.

i’ve spent the least amount of time with evernote but i think it might take over from zotero since i’m not writing academic papers. Very easy to use, good UI, desktop, tons of phones, web, good sync’ing! and the only one of these 3 that has to-do functionality.

What tools do you use?

(other tools i looked at include SciPlore, Buzan’s mind mapping, several web2.0 mindmaps, some other referencing software that i can’t think of the name)

her tips include:

• get better at using email
• using IM so you are ‘present’ in the office for those quick off the cuff conversations
• use online tools that fit the client & the project (like shared calendars & docs or wikis)
• have regular voice/webcam chats

i agree with all 4 of those but want to put extra emphasis on the last item. i recommend organising regular (1-2x a week) voice communication from the very first day of the team or remote working relationship. depending on the stage of the project, increase the frequency (launching in 4 weeks? testing and need quick turn arounds? schedule a phone SCRUM for everyday).

it’s also a good idea to prepare and encourage folks to pick up the phone or use skype IMPROMPTU just as they would if the person was at the other end of the same building. perhaps it’s a hangover of thinking how much this long distance call will cost but email seems to be more popular.

having any sort of real time conversation takes more planning. check a time zone calculator! no one wants to wake someone up at 3am. make sure there’s at least an hour overlap in both people’s schedules and rotate the pain of the 10pm phone call if that’s required.

i have seen situations where emails went back & forth for a week or more with no resolution and only increasing frustration on both sides until a phone call clarified the situation (and then everyone realised the problem was small and easy to fix). This continued frustration hurts the relationship & trust and damages the ability of the team to continue working together.

making sure you have ‘f2f’ time is important. if you’re lucky enough to have overlapping time zones, make sure you use IM and other collaborative tools. being able to look at the same document/picture/video/etc in real time and discuss or mark up the object will save hours of work and cut down on mis-understanding.

using a multi-method approach, 5 studies explored the relationship btwn creativity and living abroad. it seems the act of adapting to a different culture and how much you adapt is the key to improved creativity. and it seems just traveling overseas doesn’t have the same link.

“It may be that those critical months or years of turning cultural bewilderment into concrete understanding may instill not only the ability to ‘think outside the box’ but also the capacity to realise that the box is more than a simple square, more than its simple form, but also a repository of many creative possibilities.”

the authors state this is just the beginning of the research needed but i think they are onto something. living overseas exposes you to different ideas, ways of doing things, mindsets, cultures, etc. you may be exposed to these same things when traveling but it’s not until you need to do those mundane daily things like ordering a coffee or leasing an apartment that the brain needs to kick some creativity into the process and re-learn.

one research question i’d love to see further developed by folks going into this stream is – is your creativity enhanced by the degree of foreignness of the country you choose to live in? for example, an american in japan vs an american in the UK. i think this study was european & americans but i’m not sure what countries the cultural experiences were in (i haven’t read the full article).

hmmm…. had i moved to a country that didn’t speak english and didn’t use the same characters, would my creativity be enhanced more than it is now (having lived in 3 english speaking countries)? maybe i should head to tokyo to find out…

Maddux, W., & Galinsky, A. (2009). Cultural borders and mental barriers: The relationship between living abroad and creativity. Journal of Personality and Social Psychology, 96 (5), 1047-1061

summary on BPS

this day has been organised to celebrate and draw attention to women who excel in technology. you can find out more about ada or other women in tech on the ada lovelace day collection and their twitter account

i wanted to highlight a woman who has been instrumental to the internet industry – particularly in the early days. perhaps someone who worked with tim berners-lee in developing hypertext. someone at BBN or USC/ISI who helped develop the domain name system (DNS). but all the internet history sites, like this one from the computer history museum, talk about the men – vint cerf, bob kahn, tim berners-lee, ray tomlinson, etc.

i tried to think of other internet women and came up with a few… esther dyson, kim polese, meg whitman, and even carly fiorina.

but it was really hard to find the names of any women who worked on standards, protocols, etc. do i need to search thru RFCs to find them? academic journals? they must exist!

so after spending a good chunk of time this afternoon searching, here’s 2 women i’d like to highlight:

Joan Margaret Winters
while i could barely find any information about her – it seems she was an early advocate for what we now call ‘user experience’ but then ‘human factors’. She worked with/at IBM from the mid-1979s on both software & hardware human factors projects.

slightly more info here.

Judith Estrin
Judith has co-founded 2 networking companies – Bridge which merged with 3Com and Precept which was acquired by Cisco. She has been on Fortune mag’s list of the most powerful women (3 times!) and was inducted to the Women in Technology International Hall of Fame in 2002. Last September, she wrote the book: Closing the Innovation Gap: Reigniting the Spark of Creativity in a Global Economy .

i put together a pack of photos. headings, yes. relevant images, yes. other words, no. bullet point lists, no (unless you count the TOC). it was definitely a first draft (and something i need to go back to) but i’m struggling with the visuals communicating all i spoke about. especially if someone else needs to talk about the plan.

tonite i stumbled upon garr reynolds slidepack on john media’s book brain rules. slides below. i think ill have to go back to that pack based on the excellent tips w/in the pack (ie the content) and the ideas i’ve gotten from just watching the slides.

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in the past (and very much the present), lots of virtual teams comprised of a hub of individuals in one location (like a head office) with a smattering of individuals in different offices or telecommuting. the long hallway is about companies who are more virtual than physical and have turned our HQ reality on it’s head. the internet, wireless connectivity & the focus on collaboration & productivity of ‘web2.0′ have made it a lot easier for organisations not to have a headquarters.

from a virtual working perspective, this is very exciting. when there’s no hub, no head office, no concentration of people in one singular office, EVERYONE has to think about communication. it’s those little conversations we have in offices that get things moving, that solve problems and if you can’t bump into someone on the way out the door to lunch or chat with them about project A while you’re waiting for a meeting concerning project B to begin, you begin to think about how you can recreate that online. When virtual teams are a mix of HQ & satellite folks, this situation doesn’t get the same front of mind priority.

the article also touches on process, how important scheduled play is, writing skills & setting boundaries (time zones folks!).

employees at 4 locations of citibank participated in research concerning how they decided to handle a request from a colleague. the thought process varied based on their location (usa, hong kong, germany and spain) and illustrates how people working in cross cultural environments need to work differently depending on their audience. the research blurb does not specify if these were f2f or virtual teams but i’m guessing f2f (had it been virtual i think they would mention it).

the research found americans were more concerned with what was in it for them & if they owed the person asking a favor. germans wanted to know if the request conformed to the rules & regulations. the spanish looked at friendship & your connections and the chinese at rank & group affiliation. if you were a project manager of a team that consisted of members in the states, hk, germany & spain, you’d have to work all of these angles. it’s a fantastic illustration for people who are in those situations.

ref:
Morris, M., Podolny, J., & Ariel, S. (2001). Culture, norms, and obligations: Cross-national differences in patterns of interpersonal norms and felt obligations toward coworkers.” In The Practice of Social Influence in Multiple Cultures, edited by W. Wosinska, D. Barrett, R. Cialdini, and J. Reykowski, 97-123. Mahwah, N.J.: Lawrence Erlbaum.

while it is a short piece it includes some very smart tips!!! they talk about preparation a lot! deciding on a tool to use (basecamp, mindmapping, etc), making sure both the client and team members know how to use the tool, buying webcams & getting everyone setup and comfortable with them, plus making sure everyone is on IM. this is something i feel isn’t done enough. how often do we say ‘oh yeah, we have email. that will work’ and that’s the extent of the planning. in my thesis research, barely anyone used progressive technology such as blogging, wikis, mindmapping, etc. the bulk of communication was via phone and email.

they also mention being alert to people’s different communication styles – some people will love the video cam while others will hate IM (those that type slow might not be the biggest IM fan, especially when paired with someone who does type fast!) – and setting expectations around when communication will occur.

i think these are all very important tips. frequently not enough time is allocated to get people up to speed on their required toolkit and it will negatively impact the group. taking these early steps, making mistakes together (oops, i guess i do have to plug in the camera’s usb!) will assist in fostering trust amongst the group.

business week has several articles about working virtually (as part of their special report: virtual life) the virtual meeting room touches on companies who let their employees and partners meet as avatars in virtual worlds. companies like qwaq provide second life style avatars & spaces where you can share documents while getting the visual aspects virtual teams are missing out on (the bulk of the way we communicate) . (disclaimer: i haven’t tried qwaq) this is an exciting new area i will probably get addicted to.

fyi, biz week also has some screen shots of leo burnett’s SL area and how it’s being used in house with players in 3d collaboration such as qwaq & tixeo.

turns out there wasn’t much difference on work/life balance between those telecommuting and those who always worked in the office. BUT they discovered a gender difference. guys who worked at home part of the time reported LESS work/personal life overlap than guys who worked at the office. i wonder if this could be contributed to less ‘social’ activities since they were out of the office (ie no pressure to have a beer after work by co-workers). women who telecommuted reported MORE work/personal life overlap (insert women multi task better joke here). article (subscription needed) and summary

cite:
Hartig, T. Kylin, C. & Johansson, G. (2007). The telework tradeoff: Stress mitigation vs. constrained restoration. Applied Psychology: An International Review, 56, 231-253.