In support of this week's blog show, guest Peter Gloor has made available to us a scholarly article containing the summary findings of the research project we have been discussing. The article is officially entitled, "The Virtual Mirror: Reflecting on Your Social and Psychological Self to Increase Organizational Creativity."

Authors of this work are Peter Gloor, Daniel Oster, Alexander ("Sandy") Petland, and Ornit Raz. Maybe Peter could tell us a little about these other contributors. The article does not contain the authors'  biographies or credentials, though it does contain an extensive bibliography of references.

While the paper is academic in tone, it makes use of intriguing mapping software that renders social interactions into colorful grids. The graphics come through nicely in the PDF version we are offering in the IAOC Library. Here is the link to download the report:

The Virtual Mirror, (PDF, 17 pages, 577K)

The report is dated September 19, 2007. Peter, thank you for making it available to our community.

STEVE O'KEEFE

I am always amazed about the coolhunting qualities of the Finns. I am currently teaching our annual virtual COIN/Coolhunting seminar at Helsinki University of Technology and as happened to me the previous three times, the cool trends being set here just blow me away. It starts with well-known things like the Finns’ ubiquitous use of mobile technologies. Nokia communicators are everywhere. They are used as browsers in the restaurant, to call up Google and resolve the burning question of which is the oldest church in Finland. To find the restaurant in the first place, the communicator of course also includes a navigation system which easily guides us there through the narrow streets of Helsinki. And when we take a taxi back to the hotel, we pay the taxi driver using our cell phones. Quite different from the US where most taxi drivers in New York still want to be paid in cash!

Finns are also eager users of blogging and social networking. They were among the early adopters of LinkedIn, and they are currently actively embracing Facebook extensions and plug-ins. They even coined a new term for people who buy tech gadgets to obtain the right to belong to their own self-chosen digital tribe. “Yhteisöllisyys” comes from the term yhteisö which means “community” or “society” in Finnish. But as was explained to me, Yhteisöllisyys is more than just the Finnish word for community. It stands for a self-selected group of people who get part of their meaning of life from belonging to a loose association or virtual community sharing the same passion for a high-tech gadget. I am not sure if I understood the meaning completely, but from observing my son playing “world of warcraft” it seems to me that he is definitively part of that Yhteisöllisyys. It is not enough do be part of a virtual community, what counts is to be a passionate member of the virtual community. Surprisingly often, what Finns are passionate about becomes a trend very soon thereafter in the rest of Europe or in the US.

Using social badges that measure face to face interaction on the microscopic level allow us to predict patterns of collaboration and gain insights into how we work together on levels not possible before. At the MIT Center for Collective Intelligence we have recently experimented with what we call microscopic dynamic social network analysis.

GPS satellite based navigation systems tell us where we are and how to get where we want to go. In our research we used a similar people-based social navigation system develop at the MIT Medial Lab by Sandy Pentland’s team to better understand our position in social networks. Using social badges - body-worn sensors - we measured physical interaction of co-located people to better understand who they are, and therefore allow them  to better navigate in their own social network.

In a research project with 22 study subjects, who wore the badges during work for one month, we were able to predict social characteristics such as extroversion, neuroticism, openness, and agreeability based on microscopic social network analysis. We obtained control measures of these values with a standard psychological test NEO-FFI). High contribution index was positively correlated with extroversion, and negatively correlated with neuroticism. This means that the more people looked their communication partners into the face, the more of an extrovert they were. The less they looked them into the eyes, the higher was their score on the neuroticism test.   Fluctuation in betweenness centrality was positively correlated with openness, and negatively correlated with agreeability. In less scientific language: the more they changed between being in the center of the conversation, and by withdrawing into their offices, the more open to new things they were. The steadier their communication pattern, either as a socialite or a recluse, the higher their agreability score.  We were also able to obtain correlation between social network position and job satisfaction, and extroversion.

Of course this technology has to be used very carefully, to avoid the risk of intruding into the privacy of the individual. In our project we have alleviated this risk by only sharing individual results with each affected individual, and giving a condensed view without individual identification to management. So far study participants have reacted very positively to the insights they gained about their own communication behavior.

Microscopic social network analysis can be used to complement proven psychological tests such as the FFI. It could be used, e.g. as a further input to identify people suitable for certain professions, for example identifying the most agreeable candidates among potential recruits as police officers.  By simply wearing social badges, a user will finally be able to answer question like “Do I have more of an introvert or an extrovert communication style? What personality types do I have to bring into a meeting to make it more productive? How can I change my personal communication behavior to be more efficient? What leadership styles are most effective for a certain situation?” We hope that future research will help organizations become more innovative and productive by exploring their hidden social structures in a virtual mirror – helping members of an organization to better understand their hidden social characteristics to improve the overall organization.