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Steffan Antonas

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Month January 2009

Emergence: What Developers and Entrepreneurs Can Learn From The Evolution Of The Retweet

All you systems theory buffs out there are probably familiar with the concept of “emergence”. For the rest of you, here’s a quick and dirty definition: Emergence describes the way that complex systems and patterns arise out of a multiplicity of relatively simple interactions. The idea of emergence, although it might sound complicated, is important when thinking about social media because it helps us understand how cyberculture has developed and how our rules and rituals that we use when we interact online continue to evolve. When social scientists who study cyberculture find a new pattern of behavior or ritual that is unique to the online world, they often call it “an emergent behavior”, which is a fancy name for a social rule that a lot of people follow that no one person mandated. I’d like to talk a little bit about this in the context of a platform we all know well: Twitter.

The Evolution Of The Retweet

Since it’s launch in July 2006, Twitter has grown to over a million users. According to TechCrunch, as of March last year, Twitter users were firing off around 3 million tweets a DAY. Chew on that for a second. There’s a community out there of over a million people generating millions of tiny messages daily from a variety of different devices and applications (web, mobile, desktop clients etc). What’s important to realize (for the purposes of this discussion) is that the creators of Twitter never published a list of social rules for its users, and said “GO”. No one ever told us how to use the platform. We just did. We figured it out as we went along. We watched others. We copied. Those of us who were innovators tried new ways to “tweet” and other people noticed and copied us. Over a year and a half after Twitter’s launch, over a million of us that use Twitter know that it has social rules and etiquette – these are the patterns that emergence describes. We reinforce those rituals every time we use Twitter by following the rules we’ve made for ourselves (and by reprimanding those that don’t).

Retweeting is a perfect example of one of these emergent, ritualistic behaviors in Twitter culture. Retweeting has rules associated with it, and the behavior has evolved over time. I remember when it was common for people to full-on write “Retweeting @username” in front of a tweet, burning up their 140 characters just to give another person credit. Necessity for brevity, of course, has resulted in “RT” being the universally understood indicator over time, but there was no rule that said they had to give another person credit at all… but they figured out a simple way to do it because they wanted to. Because it’s the right thing to do. Within months, everyone was doing it.  Now it’s a mainstay of Twitter culture…at least until someone else comes up with a better, briefer way to re-broadcast someone else’s message while giving credit. Who knows…maybe it’ll end up being just R @username. Culture and social rules are always evolving.

Why Entrepreneurs & Developers Should Care About Emergent Culture:

Since Twitter opened up it’s API, countless numbers of entrepreneurial-minded developers have released applications and services that integrate with and build on Twitter (my favorites include apps and add-ons like Adaptive Blue’s Glue, Tweetdeck, and Tweetsville for the iPhone). Here’s the problem – because of Twitter’s growth and popularity, there are A LOT of people developing apps that don’t really do anything different! Some of them look neat, and the UI is pretty, but the fundamental functionality across many apps is the same, which is BORING. There is nothing remarkable about something that takes what everyone does already and repackages it into something that just looks prettier. What a waste of creative energy. A shiny new UI that does the same thing still makes it difficult for consumers to decide what to use. The applications that DO stand out, however, are ones that have taken into account new, emergent behaviors and built them into their design.

Tweetdeck and Tweetsville are perfect examples of apps that stand out for this very reason. They were some of the first to incorporate cultural trends and add automated “Retweet” functionality into their UI. The developers saw an opporuntity to take an emergent behavior that was cumbersome (cutting and pasting someone elses message and adding “RT @username” to the message) and automate it. Brilliant. THIS IS DIFFERENT. It adds value. In all the noise, these were apps that got noticed and talked about because they were fundamentally more useful because the developers were in tune with the culture.

Some Insights for Developers and Entrepreneurs:

So what can we learn from this example? Here are some quick insights for entrepreneurial-minded developers that want to pack a punch in the market…

  • Developers, when you build a completely new application or service and release it into the world, people will use it in unexpected, unanticipated ways. Watch the crowd. Notice the patterns. They are tell-tales for what your next design steps should be. Never stop tweaking.
  • Entrepreneurs, if you’re building on top of an already-popular platform, you need to be keenly aware of the existing culture and tailor your service or app not only to what people are expected to do, but to incorporate emerging behaviors into design decisions. Repackaging existing functionality into something that looks good isn’t enough and won’t get you noticed. Culture is always evolving. Finding emerging behaviors that create needs that haven’t been addressed yet by others is a golden opportunity ripe for exploitation.
  • Every platform has it’s own culture, social rules and etiquette, but many online social rules are common across platforms. Take these common patterns into account. These are your staples that should never be ignored.
  • Heavy Users who are very popular on a social service act like beacons that guide the behavior of large followings. Watch them for patterns. They are the ones that will pick up on new and useful behaviors and broadcast them to the rest. They are people who turn early patterns into mainstays of culture.
  • When a service forces people to interact in new ways, new patterns are born. Innovators aren’t always the people who are heavy users from the beginning. They are just the creative ones that see and exploit opportunities to use a service in new ways, sometimes unintentionally. Because these people aren’t necessarily popular, you’ll have to work hard to identify them and engage them for feedback. Make giving feedback easy. Contact people directly who are doing new things with what you’ve built. Ask them why. The answers you get might floor you.

Credit Where Credit is due:

Tim O’Reilly was the very first person I ever saw “Retweet” someone else’s message (it must have been some time around ETech 08, because that’s when I found out about Twitter) so I just wanted to offer him an “innovator” shout-out. I remember seeing that word “Retweet” and thinking “huh, a twitter-footnote! How honorable and transparent!” From then on I did the same. Tim, if you’re reading this, do you remember who the first person you ever Retweeted was?

  • January 28, 2009
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Balance, Grasshopper

Building a startup can be an emotional roller coaster. When passionate entrepreneurs personally have a lot at stake in a new venture, increased stress and setbacks can mean higher levels of emotion in the work environment, and critical team relationships can be put to the test. Passion can be a double edged sword when things don’t go well because it can fuel anger and resentment between team members who disagree with one another (regardless of how much they individually care about the group’s collective progress). Emotional suppression to avoid conflict, however, shouldn’t be the goal. Every feeling has its value and significance, and conflict is necessary and healthy. Ideas, direction, plans etc. all need to be challenged constantly (in a healthy way) for the group and the business to improve what they do and how they do it.  Finding the right emotional balance for each situation to ensure that conflict is constructive rather than negative is important. Leaders (especially) should focus on setting an example of displaying appropriate emotion, feeling proportionate to each new circumstance. When emotions are too muted they create dullness and distance in teams; when out of control, too extreme and persistent, they become pathological. The right balance keeps teams engaged and challenging one another’s ideas in constructive ways.

More Posts In This Series:

  • Infecting New Startup Recruits With Passion
  • Hiring For Your Startup? Set Clear Expectations from the Get-Go
  • Pick The Right Person for the Job AND The Group
  • January 14, 2009
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Infecting New Startup Recruits With Passion

No matter what your startup’s product or service is, there are very few factors that will be more critical to its success than your ability to recruit good people and build creative, productive teams. Recruiting smart people to your startup isn’t enough, though; they must also believe that what they do at your organization as an individual can help change the world for the better. Creating an organization based on goals that mean something to its people can not only help your startup find and enlist talented recruits, but it will also be a tremendous long-term advantage because having a sense of meaning and purpose are the most powerful motivators for people. Giving people in your organization something that they can believe in, and put their hearts and energy in to, will give them a sense of personal attachment and pride into what they contribute towards the final product. Creating meaningful group goals and clearly communicating how new recruits can contribute toward achieving those goals creates a wellspring of passion, and can bond teams and motivate them to achieve the organization’s goals together.

More Posts In This Series:

  • Hiring For Your Startup? Set Clear Expectations from the Get-Go
  • Pick The Right Person for the Job AND The Group
  • January 9, 2009
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Hiring For Your Startup? Set Clear Expectations from the Get-Go.

When you’re choosing candidates to bring on board your startup, it’s often easy to tell who’s hungry and excited to sign on, and who’s not. It might not be so easy, however, to assess where that excitement is really coming from. Make sure your expectations are in-line early, and that new recruits know exactly what they are getting into. The excitement of joining a new organization could fade quickly if the new recruit finds herself in a situation she didn’t anticipate. Don’t be afraid to be frank. Make it crystal clear that working in a startup is different from what they might be used to in their previous organization.  Ask questions like “Can you function without a secretary and with less vacation time? Are you willing to work long hours and fly coach?” Questions like these won’t phase people who are passionate and excited about joining your startup for the right reasons. Having the right conversations with a prospect early will help you identify people who are more likely to be in it for the long haul.

More Posts In This Series:

Pick The Right Person for the Job AND The Group

  • January 8, 2009
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Hacking Facebook: How To Update Your Facebook Status With Twitter And Still Keep Your Tweets Protected

Image Credit: http://www.flickr.com/photos/fpsurgeon/2453544236/

Image Credit: http://www.flickr.com/photos/fpsurgeon/2453544236/

Like many of you, I use Twitter to update my Facebook status. I don’t protect my Twitter updates, but some people chose to. Those of you that prefer to control who views your tweets may have trouble getting the Facebook Twitter application to work the way that you want to. Here’s a little hack from a friend that’ll let you keep your privacy and link accounts.

1. Uninstall the Twitter facebook application.

2. Change your privacy settings in Twitter from protected to unprotected.

3. Add the Twitter app back into Facebook.

4. Change your privacy settings back to protected in Twitter, and you’re done.

This’ll allow you to update your status just fine in Facebook using Twitter while still shielding your Tweets from random unwanted Twittering eyes. Enjoy.

  • January 7, 2009
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Pick The Right Person for the Job AND The Group

Just because someone can do a job well, doesn’t necessarily mean that they’ll mesh well with the rest of the team. Understanding the complexities and nuances of how your current team operates, and hiring for fit is crucial to building a team that performs well together and stays passionate about what they do as a group. Leaders who’ve made the mistake of rushing to bring someone on board who’s personality, energy level and work habits don’t jive well with the rest of the crew will agree that it can bring everyone down, dull the excitement of working together, and hinder the entire group’s productivity. Recruiting people who will bring a positive attitude and energy to your team’s mix can have a positive effect on the creativity, communication and overall performance of the entire group. Finding good people is easier said than done, and requires patience and care. Don’t rush the hiring process. It’s better to run lean with a tight-knit group of great people, than to be overstaffed with bad eggs.

  • January 7, 2009
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10000 Hours, Hits and Experts

Over the break I had the chance to read Malcolm Gladwell’s new book Outliers. The book’s been talked about a lot since it’s recent release, and for good reason. It’s engaging, thought provoking and well written – everything we’ve come to expect from Malcolm. One of the main arguments of Outliers is that becoming an expert takes about 10,000 hours of hard work.

Seth Godin recently posted some thoughts on what’s becoming known as the “10,000 Hour Rule” – this part in particular stuck out:

“For me, though, some of the 10k analysis doesn’t hold up. The Doors (or Devo or the Bee Gees) for example, didn’t play together for 10,000 hours before they invented a new kind of rock*. If the Doors had encountered significantly more competition for their brand of music, it’s not clear that they could have gotten away with succeeding as quickly as they did. Hey, Miley Cyrus wasn’t even 10,000 hours awake before she became a hit.”

I’m glad he used the word “hit” and not “expert” because I think that the difference between an expert who produces a hit and a hit itself is a critical distinction that clears up a lot of the confusion around the 10,000 hours debate. Hat tip to Seth. He’s cleverly drawn that distinction. The reason that the 10K Rule doesn’t work for superstars like Miley or Devo is because it doesn’t apply. A hit can come out of no where because it instantly fills an uncontested niche that was begging to be filled (a new kind of rock (The Doors), for example). Another good example of this type of instant hit would be the invention of “Chunky Spaghetti Sauce” (If that sounds like a strange reference, check out the video below). Said another way – a product/song/idea can become a hit because it fills a need in an uncontested space, which, of course does not require 10000 hours of expertise.

The reason for the confusion is probably that Outliers misses when it explicitly combines the 10,000 hours rule with the opportunities arguments, and leaves out sub 10K examples. Bill Joy and Bill Gates, for example, put in their 10,000 hours in a time when the programming space wasn’t highly contested, so when their “born in 1955 opportunity” put them in prime position to be the leaders in their field it allowed them to put their expertise to good use at just the right moment. Theirs was an issue of potential energy (like squashing a spring and letting it go at the right time) AND getting through The Dip, as Seth argues (spending 10K on something that requires at least 5K). The point is that some “hits” don’t require the 10K, they just require the right timing and an audience that desperately wants something that it hasn’t gotten yet.

For those that are interested, Gladwell’s argument in this video illustrates exactly what I’m talking about – how filling a need in an uncontested niche can create a hit. In this case, it was chunky spaghetti sauce.

  • January 5, 2009
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7 Things You Probably Didn’t Know About Me

A few days ago I was called out on Twitter by a new friend of mine, Ryan, to write a “7 Things You Probably Didn’t Know About Me” post. I’ve never been one to turn down a challenge. In the name of holiday fun, here goes:

1. I was kind of musical in a past life. I grew up on 2 piano lessons a week from age 7, and graduated to playing the alto sax in a jazz quartet for a couple of years in high school. Eventually, I dropped the instruments and joined not one, but two a capella groups – one in high school (The Maiyeros) and another right after that at Boston University (The Dear Abbeys). In college, we made a couple of records - one horrible, one not so horrible. Had a ball both times. I even got to sing the national anthem at a Celtics game once, which was pretty neat. Some of the best memories I have are of singing with others.

2. I once worked for a surf tour startup company in Australia. Before I graduated from University, I spent six months backpacking around New South Wales surfing and giving multimedia presentations to travelers from all around the world. I met the owners of the startup while on one of their weekend surf trips out of Sydney. One night over burgers we got talking about their business model, and how they needed a web site and someone to do PR for them. They asked me if I knew anyone who knew HTML and who could work PowerPoint. I was in the right place at the right time. It was the most exciting job I’ve ever had.

3. My father is a professional tennis player. True story. For about 12 years he coached the National Davis Cup Team for the Bahamas. He was in the top-200 in the world for a while when he played on the circuit and he’s even in the Bahamas Sports Hall of Fame. I love playing tennis but I…ahem…didn’t inherit any of my dad’s talent.

4. Water sports were more my thing. I swam and played waterpolo competitively throughout high school and as a graduate student at Georgetown in D.C. in the Mens Atlantic division. Waterpolo doesn’t really get you the kindof props that football or basketball get you, of course (insert reference to drowning horses here), but I loved it. Most of my life-long best friends are waterpoloers (if that’s even a word).

5. Some guys go fly fishing with their dads…we go spearfishing. I grew up in the Bahamas, what can I say? It kind of comes with the territory. August 1st is the official opening of lobster season down in the islands, and every year me, my dad and my brothers would get up near dawn, hose off our gear and head out to a reef somewhere to catch dinner. Seafood BBQ’s invariably followed.

6. I love concerts. There’s really no substitute for experiencing music live. My first concert ever was James Taylor when I was a senior in high school. My second concert was Elton John at The Boston Garden (back before it was the Fleet Center when they still had the old floor that Larry Bird played on). Just Elton and a piano for 3 solid hours and he was literally the most energetic performer I’ve ever seen (to this day). That was the best concert of my life, but not just because of the music. There was also the fact that I went with a cute girl I met in English class…

7.  I never got over that girl. And (luckily) I never had to. We got married a few weeks ago. Just a small group of family and close friends joined us for a week off the grid in the Bahamas to celebrate. It was one of the most memorable weeks of my life, and it was fantastic to be surrounded by so many people who mean so much me. We still talk about that concert, over 10 years later.

So there’s my seven. If any of you would like to continue the chain, feel free to link back here in the comments. Get personal, and tell the rest of us what makes you unique.

Happy 2009, Everyone.

  • January 1, 2009
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