Top line findings from this research include:

• 70% of all CEOs have no presence on any social networks
• Only 7.6% are on Facebook
  • Of this, only TWO have more than 500 friends
• Only 3.8% use Twitter
• 25% of CEOs have not updated their LinkedIn profile with a current job title or company (What would you think if a prospective candidate did this!)

So what exactly does a Social CEO look like? What does he or she do and what are the implications in marketplace? As the infographic below illustrates, A Social CEO first and foremost believes in the value of learning from employees and customers in social ways. And Social CEO’s can demonstrate this in several ways one of which is by using social media to:

1) Gain market intelligence

2) Engage with current and prospective & current customers

3) Source & recruit top talent

4) Demonstrate transparency and openness

View the infographic and then read below to view the questions to ask yourself about what this means for your CEO?

Questions to ask yourself:

1) Will the demographics of the 2020 workplace change this? As more CEO’s assume office at a younger age, will they bring their social media habits to the job and insist on learning from employees and customers?

2) Will consumers vote with their dollars and decide between two brands based upon the “social literacy” of senior management? Are CEOs who have a social presence–defined as being active on some social media sites and sharing their beliefs and comments about the marketplace and industry–seen as better able to understand consumer needs and wants? According to BrandFog, a survey of CEOs who use social media found that CEOs who tweet are held in high regard by consumers. CEO activity on social networks also appears to influence employees’ faith in their company. The study’s findings indicate that 82% of employee respondents trust a company more when the CEO and leadership team communicate via social media.

3) Will HR and Corporate Learning professionals set the bar high and be the pioneers in building a social HR department and lead the way here?

Share your thoughts with me in the comments section!

According to Gartner, worldwide sales of tablets will jump from 19.5 million units in 2010 to 208 million units in 2014. The expanding tablet market is likely to cannibalize the market share of netbooks, media players, and stand-alone eBook readers.

Future Workplace & IESE Business School research entitled M-Learning: From Anticipation To Reality, identified three key trends:

1. By year end of 2011: nearly forty percent of executives plan to incorporate media tablets into learning and development initiatives and three-quarters of these learning executives plan to incorporate smartphones by the end of this year.

2. By 2015: Human Resource executives plan to leverage mobile devices not only for learning & performance support but also for coaching and mentoring employees (37%), micro-blogging (27%), augmented reality (14%), and mobile gaming (12%).

3. In order to expand mobile learning, companies need to deal with top five barriers expressed by our research sample which include:

• Cost of developing content across all types of mobile devices and platforms.

• Security of issues associated with mobile devices

• Non-clarity on how to participate in mobile learning

• Out-dated IT policies

• Lagging instructional design expertise

Which barrier is the largest in your organization? How are you dealing with this?