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About admin

Braden Kelley is a Human-Centered Experience, Innovation and Transformation consultant at HCL Technologies, a popular innovation speaker, and creator of the FutureHacking™ and Human-Centered Change™ methodologies. He is the author of Stoking Your Innovation Bonfire from John Wiley & Sons and Charting Change (Second Edition) from Palgrave Macmillan. Braden is a US Navy veteran and earned his MBA from top-rated London Business School. Follow him on Linkedin, Twitter, Facebook, or Instagram.

Green Technology Innovations for a Sustainable Future

Green Technology Innovations for a Sustainable Future

GUEST POST from Art Inteligencia

As the planet faces unprecedented environmental challenges, the need for innovative green technologies has never been more urgent. These technologies not only aim to reduce our carbon footprint but also strive to create a more sustainable and resilient future.

Case Study 1: Tesla – Revolutionizing Electric Vehicles

Tesla Inc., under the visionary leadership of Elon Musk, has transformed the automotive industry with its cutting-edge electric vehicles (EVs). Tesla’s commitment to green technologies is evident in their consistent pursuit of sustainable transportation solutions.

Innovation and Impact

By focusing on electric vehicles, Tesla has propelled the EV market into the mainstream. Their innovative battery technology extends the driving range and reduces charging times. The Gigafactories, which produce both batteries and vehicles, are powered by renewable energy, exemplifying a closed-loop manufacturing process.

Challenges and Solutions

Despite facing challenges such as high production costs and the need for widespread charging infrastructure, Tesla has remained resilient. They invest heavily in R&D to continually improve battery efficiency and expand their Supercharger network, making EVs more accessible and convenient.

Case Study 2: Vertical Farming – Urban Agriculture Revolution

Vertical farming is an innovative approach to agriculture that involves growing crops in vertically stacked layers. This method holds promise for addressing food security and reducing the environmental impact of traditional farming.

Example: AeroFarms

AeroFarms, a leader in the vertical farming industry, uses aeroponic technology to grow leafy greens in urban environments. This soil-free method uses 95% less water than conventional farming and is free from pesticides.

Innovation and Impact

By situating farms close to urban centers, AeroFarms reduces the need for long transportation routes, thereby cutting carbon emissions. Their controlled indoor environments allow for year-round production, optimizing resource use and ensuring a steady supply of fresh produce.

Challenges and Solutions

The high initial costs of setting up vertical farms and ensuring energy efficiency are significant barriers. AeroFarms addresses these by leveraging renewable energy sources and seeking innovative financing models to make vertical farming scalable and economically viable.

Conclusion

Green technologies hold the key to a sustainable future. Through the strategic application of innovative solutions, companies like Tesla and AeroFarms demonstrate that it is possible to balance environmental stewardship with economic growth. As we continue to face pressing global challenges, investing in and supporting such transformative technologies will be crucial in shaping a more sustainable world.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Unsplash

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How to Overcome Innovation Roadblocks and Foster a Growth Mindset

How to Overcome Innovation Roadblocks and Foster a Growth Mindset

GUEST POST from Art Inteligencia

In today’s business landscape, innovation is not just a buzzword; it is a necessity. Organizations are under constant pressure to innovate to stay competitive and relevant. However, the journey to innovation is often fraught with roadblocks. Overcoming these barriers requires fostering a growth mindset across the organization. In this article, we will delve into the common roadblocks to innovation and provide actionable strategies to foster a growth mindset, enriched with two illuminating case studies.

Common Innovation Roadblocks

  • Fear of Failure: Employees may hesitate to take risks due to fear of negative outcomes.
  • Status Quo Bias: Organizations often prefer stability over change, hindering innovation.
  • Lack of Resources: Innovation requires time, money, and talent, which may be in short supply.
  • Poor Communication: Siloed departments and poor communication can stifle collaboration and idea sharing.
  • Short-term Focus: Immediate financial pressures can divert attention from long-term innovation goals.

Strategies to Overcome Innovation Roadblocks

1. Cultivate a Growth Mindset

Psychologist Carol Dweck’s concept of a growth mindset—believing that abilities and intelligence can be developed—sets the foundation for an innovative culture. Here’s how to foster it:

  • Encourage Learning: Offer continuous learning opportunities through workshops, training sessions, and online courses.
  • Celebrate Effort: Recognize and reward efforts, not just outcomes. This will encourage employees to take risks.
  • Create Safe Spaces: Build an environment where employees feel safe to voice new ideas without fear of criticism.

2. Implement Cross-functional Teams

Creating cross-functional teams can break down silos and improve communication. When team members from different departments collaborate, they bring diverse perspectives and ideas. This diversity fosters creativity and innovation.

3. Allocate Resources Wisely

Ensure that teams working on innovation projects have access to the resources they need, whether it’s budget, time, or talent. Create dedicated innovation hubs or labs if possible.

4. Emphasize Long-term Vision

Communicate the importance of long-term innovation goals to all stakeholders. Align these goals with the organization’s mission and vision to garner support and commitment.

Case Study 1: Google – The 20% Time Rule

Google is renowned for its innovative culture, and one of its key strategies is the “20% Time Rule.” This policy allows employees to spend 20% of their work time on projects they are passionate about, even if these projects are not part of their job description.

  • Outcome: This strategy led to the creation of groundbreaking products such as Gmail, Google News, and AdSense.
  • Learning: Giving employees the freedom to explore their ideas can lead to transformative innovation.

Case Study 2: 3M – The Post-it Note

3M’s Post-it Note is another classic example of successful innovation born out of a growth mindset. In the late 1960s, Spencer Silver, a 3M scientist, invented a low-tack adhesive but struggled to find its practical application. It wasn’t until a colleague, Art Fry, used the adhesive to anchor his bookmarks in his hymn book that the Post-it Note was conceived.

  • Outcome: The Post-it Note became one of 3M’s most successful products, generating billions in revenue.
  • Learning: Innovation often involves serendipity and rethinking existing ideas in new contexts.

Conclusion

Overcoming innovation roadblocks requires a multi-faceted approach centered around fostering a growth mindset. By encouraging continuous learning, celebrating effort, creating safe spaces for idea sharing, implementing cross-functional teams, allocating resources wisely, and aligning innovation with long-term goals, organizations can unlock their full innovative potential. As demonstrated by Google and 3M, the results can be transformative and lead to sustained success.

Remember, innovation is not a destination but a journey. Embrace challenges as opportunities to grow and evolve, and your organization will be well on its way to fostering a culture of innovation and growth.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Digital Consulting Jobs at HCL – August 2021

HCL Digital Consulting Jobs

Change Management, Recruiting, Training and Development Jobs

As many of you already know, recently I joined HCL Digital Consulting to help clients with Customer Experience (CX) Strategy, Organizational Change & Transformation, Futurism & Foresight, and Innovation.

Our group is growing and there are four new job postings at HCL Digital Consulting in our Organizational Agility group that I’d like to share with you:

HCL Digital Consulting Jobs on Linkedin

Click the links to apply on LinkedIn, or if we know each other, feel free to contact me and I might be able to do an employee referral.

And as always, be sure and sign-up for my newsletter to stay in touch!

p.s. Be sure and check out my latest article on the HCL Blog


Accelerate your change and transformation success

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How to Build a Change Leadership Strategy for Success

How to Build a Change Leadership Strategy for Success

GUEST POST from Art Inteligencia

In the ever-evolving landscape of business, change is not just inevitable; it’s essential. As a thought leader, drawing upon the wisdom of innovation experts like Braden Kelley, we understand that the core of successful change leadership lies in the ability to not only anticipate change but to architect it in a way that ensures the organization’s continued growth and success.

Embracing Innovation and Value Creation

Braden Kelley emphasizes innovation and value creation as the pillars of change leadership⁶. This approach requires leaders to foster an environment where innovation thrives and where the value is continuously delivered to customers and stakeholders alike.

Case Study 1: Starbucks’ Agile Transformation

Starbucks, a global coffee giant, faced a significant challenge in the late 2000s. Rapid expansion led to a dilution of their core values and a decline in customer satisfaction. The need for change was clear, and the leadership took charge with a comprehensive change management strategy¹.

Strategy Implementation:

  • Streamlining operations to reduce costs and increase efficiency.
  • Refocusing on the core business of high-quality coffee and related products.
  • Enhancing customer service to boost satisfaction and loyalty.

Results:
The implementation of these strategic changes led to a resurgence in Starbucks’ market position, with improved customer retention and a stronger brand reputation.

Case Study 2: Digital Transformation in Finance

A mid-sized financial institution, faced with outdated systems, embarked on a digital transformation journey. Resistance was natural due to the perceived disruption and costs. However, the leadership presented a compelling case for change¹.

Strategy Implementation:

  • A phased implementation plan to minimize disruption.
  • A five-year financial model projecting significant cost savings and customer acquisition growth.

Results:
The digital transformation led to operational efficiencies, cost savings, and a surge in customer satisfaction, positioning the company for future success.

Conclusion: The Path to Change Leadership Success

The journey of change leadership is complex and multifaceted. It requires a clear vision, empirical data to support decisions, and a narrative that resonates with all stakeholders. By learning from the successes and challenges of organizations like Starbucks, leaders can craft a change leadership strategy that not only navigates the complexities of transformation but also paves the way for innovation and sustained success.

In the spirit of Braden Kelley, who advocates for a human-centered approach to change and innovation, we must view change not as a hurdle but as a gateway to innovation and sustained success. By focusing on real-world applications and value creation, we can guide organizations through the transformative processes necessary for enduring success⁶⁷⁸.
It’s about evolving to meet the demands of a dynamic business environment and ensuring that change leadership is not just about managing change, but about leading it.

References:
(1) Building a Business Case for Change Management. https://bradenkelley.com/2021/04/building-a-business-case-for-change-management/.
(2) Starbucks Change Management Case Study – CMI. https://changemanagementinsight.com/starbucks-change-management-case-study/.
(3) Stoking the fire for innovation excellence: an interview with Braden Kelley. https://www.thedigitaltransformationpeople.com/channels/strategy-and-innovation/stoking-the-fire-for-innovation-excellence-an-interview-with-braden-kelley/.
(4) Braden Kelley | Human-Centered Change and Innovation. https://bradenkelley.com/author/braden-kelley/.
(5) Change Management: Articles, Research, & Case Studies on Change …. https://hbswk.hbs.edu/Pages/browse.aspx?HBSTopic=Change%20Management.
(6) Leading Change: Articles, Research, & Case Studies on Leading Change …. https://hbswk.hbs.edu/Pages/browse.aspx?HBSTopic=Leading%20Change.
(7) Five Case Studies of Transformation Excellence – Boston Consulting Group. https://www.bcg.com/publications/2014/transformation-change-management-five-case-studies-transformation-excellence.
(8) Transformational Change with Case Studies | CIPD. https://www.cipd.org/uk/knowledge/reports/change-theory-practice-report/.
(9) Braden Kelley – Medium. https://changes.medium.com/.
(10) Braden Kelley – Human-Centered Change and Innovation. https://bradenkelley.com/.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Innovating with Customer Trust as Currency

Brand Equity as a Catalyst

LAST UPDATED: December 122, 2025 at 10:05AM

Innovating with Customer Trust as Currency

GUEST POST from Chateau G Pato

Many organizations talk about innovation as if it were primarily a technological challenge. In practice, innovation is a relationship challenge. It requires customers to believe that change will create value rather than risk. This belief is rooted in brand equity, and at its core, brand equity is trust.

As a human-centered change and innovation practitioner, I define brand equity not as recognition or reputation, but as the cumulative result of promises kept. When trust is high, innovation accelerates. When trust is low, even good ideas struggle to gain traction.

Trust as the Hidden Cost of Innovation

Every innovation asks something of the customer: time, attention, data, money, or behavioral change. Trust determines whether customers are willing to pay that cost. Organizations with strong brand equity start every innovation initiative with a credit balance. Those without it must pay upfront.

This is why innovation portfolios should be evaluated not only for financial return, but for their impact on trust. Some innovations generate revenue while quietly depleting brand equity.

Case Study One: Apple’s Trust-Driven Category Creation

Apple’s expansion into new categories has consistently benefited from deep customer trust. Users expect intuitive design, ecosystem coherence, and a degree of privacy stewardship. These expectations reduce hesitation when Apple introduces unfamiliar products.

Importantly, Apple reinforces trust through disciplined execution. When innovations fall short, the company responds quickly, preserving confidence. The result is an innovation engine fueled by credibility rather than hype.

When Innovation Outpaces Integrity

Organizations often damage trust by prioritizing speed over integrity. Dark patterns, hidden fees, and overpromising undermine brand equity even when innovations succeed financially.

Human-centered innovation recognizes that long-term value depends on consistency between intent and impact. Trust cannot be retrofitted after disappointment.

Case Study Two: Patagonia’s Trust Compounding Model

Patagonia has deliberately chosen growth paths that align with its environmental values. Innovations in recycled materials, product repair, and resale reinforce its purpose rather than dilute it.

Because customers trust Patagonia’s motivations, they embrace innovations that might otherwise face resistance. Trust compounds when actions consistently match words.

Operationalizing Brand Trust

Trust is built through systems, not slogans. Incentives, governance, and decision rights must reinforce customer-centric behavior. Employees are the primary interface between strategy and experience.

Organizations that operationalize trust design innovation processes that ask a simple question early and often: does this strengthen or spend brand equity?

Innovation as Stewardship

The most resilient innovators act as stewards of trust. They invest it intentionally, protect it fiercely, and replenish it through transparency and accountability.

In markets defined by skepticism, trust is not a soft advantage. It is a strategic one.

Conclusion

Brand equity is not what customers say about you when innovation is working. It is what they believe when something goes wrong. Organizations that understand this use trust as a catalyst, not a commodity.

In the future of innovation, customer trust will be the rarest and most valuable currency.

Frequently Asked Questions

What does it mean to treat trust as currency?

It means recognizing that trust enables innovation and must be invested carefully and replenished through consistent experiences.

How can organizations measure brand equity beyond awareness?

By tracking customer confidence, willingness to try new offerings, and tolerance for change.

Who owns customer trust inside an organization?

Everyone. Trust is shaped by leadership decisions, employee behavior, and operational consistency.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Pixabay

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The AI Ethics Canvas

A Human-Centered Approach to Responsible Design

LAST UPDATED: December 20, 2025 at 12:39PM

The AI Ethics Canvas - A Human-Centered Approach to Responsible Design

GUEST POST from Chateau G Pato

AI systems increasingly mediate how people access healthcare, credit, employment, and information. These systems do not simply reflect reality; they shape it. As a human-centered change and innovation practitioner, I believe the central challenge of AI is not intelligence, but responsibility. This is why ethics must move from abstract principles to practical design tools.

The AI Ethics Canvas provides that bridge. It translates values into design considerations, helping teams anticipate consequences and make informed trade-offs before harm occurs.

From Principles to Practice

Most organizations already have AI ethics principles. Fairness, transparency, accountability, and privacy are widely cited. The problem is not knowing what matters, but knowing how to act on it.

The AI Ethics Canvas operationalizes these principles by embedding them into everyday innovation workflows. Ethics becomes part of discovery, not an afterthought.

Designing for Power and Impact

AI systems redistribute power. They decide who is seen, who is prioritized, and who is excluded. The canvas explicitly asks teams to examine power asymmetries and unintended consequences.

This perspective shifts conversations from compliance to stewardship. Teams begin to ask not only what they can build, but what they should build.

Case Study One: Recalibrating Healthcare Diagnostics

In one healthcare organization, an AI diagnostic tool showed promising accuracy but failed to perform consistently across populations. Rather than pushing forward, the team used the AI Ethics Canvas to examine data bias, user trust, and accountability.

The outcome was a redesigned deployment strategy that included broader datasets, human oversight, and transparent communication with clinicians. Performance improved, but more importantly, trust was preserved.

Ethics as a Learning System

Ethical AI is not static. Contexts change, data evolves, and societal expectations shift. The AI Ethics Canvas supports continuous learning by encouraging teams to revisit assumptions and update safeguards.

This makes ethics adaptive rather than brittle.

Case Study Two: Building Trust in Financial AI

A financial institution faced backlash when customers could not understand automated credit decisions. Using the AI Ethics Canvas, the team re-framed explainability as a customer experience requirement.

By introducing clear explanations and appeal pathways, the organization strengthened trust while maintaining operational efficiency. Ethics became a differentiator rather than a constraint.

Leadership Accountability

Tools alone do not ensure ethical outcomes. Leaders must create incentives that reward responsible behavior and allocate time for ethical reflection.

The AI Ethics Canvas gives leaders visibility into ethical risk without requiring technical expertise, enabling informed governance.

The AI Ethics Canvas

Conclusion

The future of AI will be shaped by the choices we make today. Responsible design does not emerge from good intentions alone. It requires structure, dialogue, and accountability.

The AI Ethics Canvas is not a checklist. It is a mindset made visible. Used well, it helps organizations innovate with integrity and earn lasting trust.

Frequently Asked Questions

What problem does the AI Ethics Canvas solve?

It helps teams move from abstract ethical principles to concrete design decisions in AI systems.

Who should participate in an AI Ethics Canvas session?

Cross-functional teams including designers, engineers, legal experts, business leaders, and affected stakeholders.

Is the AI Ethics Canvas only for regulated industries?

No. Any organization building AI systems that affect people can benefit from ethical design.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Google Gemini

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The Algorithmic Human Handshake

Balancing Automation and Personal Touch

LAST UPDATED: November 25, 2025 at 6:43PM

The Algorithmic Human Handshake

GUEST POST from Chateau G Pato

The imperative for digital transformation often boils down to a single goal: efficiency through automation. But a purely efficiency-driven approach is strategically shortsighted. When organizations chase maximum algorithm and minimum human, they sacrifice a critical, non-quantifiable asset: trust. Trust is built not on speed, but on empathy, transparency, and timely, informed human intervention.

The challenge is avoiding the trap of Automation for Automation’s Sake. Instead, leaders must design the Algorithmic Human Handshake — a deliberate framework for collaboration between AI and human employees where each is leveraged for its unique strength. The algorithm excels at handling the routine, predictable, and high-volume tasks. The human excels at the non-routine, empathetic, and high-consequence decisions.

This is not a story of replacement; it is a story of Augmentation. The human is the emotional anchor, and the algorithm is the hyper-efficient assistant. Designing this handshake correctly is the difference between a successful digital transition that elevates employee purpose and a cold, customer-alienating failure.

Defining the Handshake: When to Automate vs. When to Humanize

We must map the entire customer or employee journey and apply a Human-Centered lens to identify the Moments of Truth — the specific, high-stakes points where emotional weight or consequence dictates the need for a person.

Automate the Predictable: The Algorithm’s Strength

  • Data Collection: Gathering forms, verifying IDs, checking standardized credentials.
  • Initial Triage: Routing a customer service request based on topic and sentiment analysis.
  • Recommendation: Suggesting a product based on purchase history (low consequence).
  • Compliance: Automatically flagging transactions that violate defined rules.

Humanize the Consequential: The Human’s Strength

  • Emotional Resolution: Handling a customer who is angry, grieving, or distressed (the why of the transaction).
  • Ethical Judgment: Making a decision with competing moral or fairness factors (e.g., loan exceptions, complex claim approvals).
  • Unstructured Problem Solving: Dealing with a unique, never-before-seen failure in the supply chain or product functionality.
  • Trust Building: The start and end of a long-term relationship, such as on-boarding new clients or delivering bad news.

The Three Rules for Designing the Handshake

1. The Rule of Seamless Transfer (Zero Friction Handoff)

Customers despise being passed from bot to person, or worse, having to repeat their story. The Host Leader must ensure the automated agent meticulously records all interaction data and immediately transfers the full context to the human agent upon escalation. This seamless handoff respects the customer’s time and dignifies the employee’s role by ensuring they enter the conversation already prepared to solve the problem, not just gather basic data.

2. The Rule of Emotional Threshold (Proactive Human Trigger)

The algorithm must be designed to recognize when a conversation crosses an emotional threshold and proactively trigger a human. This goes beyond simple keyword recognition (“angry,” “cancel”). It requires designing AI to detect tone, excessive use of all caps, repetition, or a failure loop (e.g., the customer clicking “No, that didn’t help” three times). The human must step in before the customer reaches frustration, demonstrating proactive empathy and managing the potential for trust breakdown.

3. The Rule of Augmentation (Empowering the Employee)

The Algorithmic Handshake must elevate the employee’s capability and sense of purpose. The algorithm should handle the low-level data synthesis, allowing the human employee to dedicate their time to high-value activities. The system shouldn’t just automate tasks; it should automate insight. For example, the AI delivers a summary: “Customer has called three times this month, has $X lifetime value, and the core issue is the delivery delay.” The human then spends their time connecting, exercising judgment, and solving, transforming their job from transactional to strategic.

Case Study 1: The Global Bank and the Loan Officer’s New Role

Challenge: Slow, Inconsistent Small Business Loan Approval

A global bank faced high staff attrition and slow approval times in its small business lending division. The core problem: loan officers spent 80% of their time manually gathering, checking, and inputting routine application data.

Algorithmic Handshake Intervention: The Digital Underwriter

The bank introduced an AI-powered Digital Underwriter to handle all predictable, standardized data tasks (credit checks, financial statement verification, compliance flagging). This was the Algorithmic Strength.

  • Role Augmentation: Loan officers were no longer data processors. They became Business Relationship Consultants. Their time was redeployed to the 20% of cases the AI flagged as complex or exceptions (Human Strength).
  • Seamless Transfer: If the AI flagged a marginal application, it delivered a one-page summary detailing why the applicant was borderline, allowing the human consultant to instantly discuss context, character, and future projections with the business owner — the non-quantifiable elements necessary for a lending decision.

The Human-Centered Lesson:

Approval speed increased by 40%. Crucially, the job satisfaction and retention of the loan officers soared, as they moved from administrative clerks to trusted strategic partners for their clients. The bank gained efficiency, and the employees gained purpose.

Case Study 2: The E-Commerce Giant and the Proactive Shipping Alert

Challenge: Reactive Customer Service During Delivery Failures

A large e-commerce platform suffered from massive service call volumes during peak seasons when delivery delays occurred. Their service was purely reactive, dealing with angry customers after the failure, leading to massive trust erosion.

Algorithmic Handshake Intervention: Predictive Human Outreach

The platform used its logistical AI to predict package delivery failure probability based on weather, carrier capacity, and route history. When the AI predicted a delay exceeding 48 hours for a customer with high lifetime value (a Moment of Truth), it triggered the Algorithmic Handshake:

  • Emotional Threshold: Instead of waiting for the customer to call, the system created a task for a human agent.
  • Proactive Humanization: The agent called the customer before the package was significantly late to apologize, offer a specific $10 credit, and arrange a guaranteed redelivery time. The human intervention focused entirely on emotional repair and trust rebuilding, not transaction handling.

The Human-Centered Lesson:

Service calls related to delays dropped by 65% because the platform managed the customer’s anxiety proactively. Customers felt uniquely valued because a human took the time to call them about a problem they hadn’t yet complained about. The algorithm created the signal; the human delivered the indispensable touch.

The Future of Work is the Handshake

The Algorithmic Human Handshake is the essential philosophy of human-centered change in the age of AI. It acknowledges that value is created not just by removing friction, but by strategically inserting empathy. Stop asking where you can replace a person with a machine. Start asking where the machine can free a person to be more human, more empathetic, and more impactful.

The highest level of service in the future won’t be pure automation; it will be the perfectly timed, flawlessly informed human intervention.

“If your automation strategy simply seeks to remove human cost, you will lose human value. Design for augmentation, not just replacement.”

Frequently Asked Questions About the Algorithmic Human Handshake

1. What is the Algorithmic Human Handshake?

It is a deliberate strategic design framework that integrates automation (the algorithm) and human employees to maximize efficiency and maintain trust. The algorithm handles routine, high-volume tasks, while the human focuses on non-routine, empathetic, and high-consequence interactions.

2. What is the “Rule of Seamless Transfer”?

The Rule of Seamless Transfer ensures that when an automated interaction escalates to a human agent, the algorithm provides the human with the full, complete context of the prior interaction. This eliminates customer frustration from having to repeat their story and allows the human agent to immediately focus on problem-solving and empathy.

3. Where should the human be prioritized in the customer journey?

The human should be prioritized during “Moments of Truth” — points in the journey where there is high emotional weight, high consequence (e.g., loan decisions, healthcare diagnosis), or complex, unstructured problem-solving required. These are the points where trust is built or irreparably broken.

Your first step toward the Algorithmic Human Handshake: Map your highest-volume customer service interaction. Identify the exact moment a customer expresses high frustration (e.g., using “all caps” or repeated failures). Design an AI trigger that immediately sends a notification to a human agent along with a one-line summary of the issue and the customer’s value, instructing the agent to intervene before the customer formally requests a transfer.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Unsplash

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Unlock Marketing Innovation with a WGAS Focus

Unlock Marketing Innovation with a WGAS FocusBack in 2011 when election season was fast approaching, one thing that you heard repeatedly during election coverage was analysts talking about the importance of the undecided vote. Often in an election it is the undecided who swing the vote for one candidate over another. As a result, there is an incredible amount of focus placed on understanding why people are still undecided between two major candidates (think Obama vs. Romney) and so as a result campaign strategists and speech writers are obsessed with capturing the imagination of the undecided. But, there is a lot of complexity in those undecided numbers, as they include:

  • People that are truly undecided
  • People that don’t want either candidate to win
  • People that didn’t even know there was an election going on
  • People that feel the whole system is corrupt
  • People that can’t tell the difference between the two candidates
  • And so on

So if the undecided are so important in politics, why shouldn’t they be in business?

If we are the Coca Cola company, do we really think that an advertisement or a marketing campaign is going to turn a loyal Pepsi drinker into a Coke drinker? Are we going to be able to turn Red Bull or milk drinkers into Coke drinkers?

People prefer to drink a lot of other things over something thick and syrupy like Coke and Pepsi most of the time, and while a lot of people may drink Coke either regularly or occasionally, a lot of people don’t and won’t. So if we are the Coca Cola company we are advertising to:

  • Remind Coke drinkers how great Coke is
  • Make occasional Coke drinkers think about having one again soon
  • Convince people that aren’t sure about Coke that they should really try it

This reminds me of the old saying “Half the money I spend on advertising is wasted; the trouble is I don’t know which half.” (John Wanamaker)

Personally, I believe the percentage of waste is much, much higher than fifty percent because:

  • Probably less than fifty percent even see the advertisement
  • Twenty percent or more will never buy the product no matter what you do
  • Twenty percent or less already buy the product
  • Leaving MAYBE ten percent of the people exposed to the advertisement to be swayed by it

The above are just my intuitive estimates. I’m sure someone out there probably has done the research on this and could share a more precise number, and if that’s you, please share in the comments!

A lot of this waste comes from the fact that we as marketers focus on the volume of exposure we can achieve for a product or service, even if we’re using complicated segmentations, personas, and/or behavioral targeting. No matter what, we always end up coming back to the volume of exposure we are able to achieve, because it is something we can measure. We try to segment the market and target our chosen segments with a carefully crafted message and creative, but ultimately most marketers attack the problem by asking this question:

  • What do the people who buy my product look like?

When we should all be asking the question:

  • Who gives a @*!%?

I like to call this WGAS marketing.

The premise behind it is that there is only a very small, diverse subset of people out there who have any interest in what it is that you’re selling. And so, by trying to talk to everyone that looks like that subset – by age, gender, race, tax bracket or whatever other segmentation parameters you might select to target based on, then you’re still wasting a huge amount of time – and money. Instead, we should be looking at creative ways to expose only those people who have a need (or maybe a want) that we can satisfy with what we’re selling.

Jobs-to-be-Done Isn’t Just for Innovation

We talk about identifying unmet needs and jobs-to-be-done when it comes to innovation, but there is no reason why we shouldn’t keep that line of thinking in mind when it comes to our marketing of a potential innovation (or any product or service). Thinking about the jobs-to-be-done or the needs that the customer is trying to satisfy instead of the commonalities of prospective customers from a targeting/segmentation might change the kind of marketing strategy and execution that you come up with.

You might think in different ways about what success looks like, or consider marketing methods you might otherwise skip. For example, while doing in-store demos of a new food or beverage may cost more per potentially engaged person than traditional advertising, you are much more likely to turn the people you do engage with into customers, and to have a conversation with them, so is it really more expensive?

Or you might do something like what Safeway has started doing, as shown in this New York Times article. Safeway is using its vast amounts of shopper data to engage in WGAS Marketing by offering variable pricing – offering different prices to different customers on the same product. But unlike, the variable pricing of airlines that is based on availability and timing, Safeway is varying the price based on individual shopper behavior.

Done properly, pull marketing can use content as a WGAS Marketing strategy. The key of course if to create content that your WGAS audience will find value in and that will cause them to either take action or to develop a stronger affinity for your brand so that when they are ready to take action that you are either the only brand that they will consider, or firmly planted at the heart of their consideration set.

Another way of engaging in WGAS Marketing is to engage in activities that your WGAS audience will engage with. Companies like Red Bull and Life is Good use events very successfully as a WGAS Marketing strategy mixed together with a traditional segmentation and targeting approach. Red Bull focuses so much on their WGAS audience that their product isn’t even featured on their home page.

For better or worse Camel cigarettes and McDonald’s identified kids as the ‘undecided’ potential customers in their markets and chose to target them as a way of increasing their current and future sales. Larry Popelka in his book Moneyball Marketing talked about how Clorox identified new mothers as a group of ‘undecided’ potential bleach buyers who had something that they wanted really white (diapers) that Clorox could target and grow into long-term profitable customers.

So, as you can see, one of the keys of WGAS Marketing is to not just identify what your current customers look like and to try and attract more of them, but to identify the underlying reasons why someone may have a need to consider your solution (think jobs-to-be-done), or become open to a new solution such as yours because their life circumstances have changed.

So, WGAS about your product or service? Or WGAS about the problem that your solution addresses (if it is something new or innovative)?

Finding the answer to one or both of these questions is the key you need to unlock a source of tremendous new revenue and profits for your business. Are you ready to look for the things that will cause people to care? Are you open to considering alternative marketing approaches that will help you reach the people WGAS?

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False Advertising?

McDonalds Sausage Burrito AdMcDonalds Sausage Burrito Reality

I came across an interesting web site the other day that made me wonder if someone shouldn’t start a class action lawsuit against the fast food companies for false advertising.

How many times a day are people snookered into going into McDonalds or Taco Bell or Kentucky Fried Chicken by an enticing food picture, only to receive a microwaved, smashed indigestible piece of junk?

The site has wonderful side-by-side pictorial examples of the promise versus the reality.

What would you do if you bought a new car based on the model you saw in a brochure and the dealer drove a discolored, dented vehicle with cracked windows and half-flat tires around front for you to take home?

So why is it okay for fast food companies to treat their customers in the same manner?

People wouldn’t take this kind of bait and switch from a sit-down restaurant. They would send the food back.

So why shouldn’t we rise up and fight back against a “fast food” restaurant in the same way?

What do you think?

Image credits: thewvsr.com

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