Author Archives: Mike Shipulski

About Mike Shipulski

Mike Shipulski brings together people, culture, and tools to change engineering behavior. He writes daily on Twitter as @MikeShipulski and weekly on his blog Shipulski On Design.

Are You Engaging in Innovation Theater?

1 Reply

Are You Engaging in Innovation Theater?

GUEST POST from Mike Shipulski

When you go to the cinema or the playhouse you go you see a show. The show may be funny, it may be sad, it may be thought-provoking, it may be beautiful, and it may take your mind off your problems for a couple of hours; but it’s not real. Sure, the story-line is good, but it came from someone’s imagination. And because it’s a story, it doesn’t have to bound by reality. Sure, the choreography is catchy, but it’s designed for effect. Yes, the cinematography paints a good picture, but it’s contrived. And, yes, the actors are good, but they’re actors. What you see isn’t real. What you see is theater.

If you are asked to focus on the innovation process, that’s theater. Innovation doesn’t care about process; it cares about delivering novel customer value. The process isn’t most important, the output is. When there’s an extreme focus on the process that usually means an extreme focus on the output of the process would be embarrassing.

If you are tasked to calculate the net present value of the project hopper, that’s theater. With innovation, there’s no partial credit for projects you’re not working on. None. The value of the projects in the hopper is zero. The song about the value of the project hopper is nothing more than a catchy melody performed to make sure the audience doesn’t ask about the feeble collection of projects you are working on. And, assigning a value to the stagnant project hopper is a creative story-line crafted to hide the fact you have too many projects you’re not working on.

If you are asked to create high-level metrics and fancy pie charts, that’s innovation theater. Process metrics and pie charts don’t pay the bills. Here’s innovation’s script for paying the bills: complete amazing projects, launch amazing products, and sell a boatload. Full stop. If your innovation script is different than that, ball it up and throw it away along with its producer.

If the lame projects aren’t stopped so better ones can start, if people aren’t moved off stale projects onto amazing ones, if the same old teams are charged with the innovation mandate, if new leaders aren’t added, if the teams are measured just like last year, that’s innovation theater. How many mundane projects have you stopped? How many amazing projects have you started? How many new leaders have you added? How many new teams have you formed? How will you measure your teams differently? How do you feel about all that?

If a return on investment (ROI) calculation is the gating criterion before starting an amazing project, that’s innovation theater. Projects that could create a new product family with a fundamentally different value proposition for a whole new customer segment cannot be assigned an ROI because no one has experience in this new domain. Any ROI will be a guess and that’s why innovation is governed by judgment and not ROI. Innovation is unpredictable which makes an ROI is impossible to predict. And if your innovation process squeezes judgment out of the story-line, that’s a tell-tale sign of innovation theater.

If the specifications are fixed, the resources are fixed, and the completion date is fixed, that’s innovation theater. Since it can be innovation only when there’s novelty, and since novelty comes with uncertainty, without flexibility in specs, resources, or time, it’s innovation theater.

If the work doesn’t require trust, it’s innovation theater. If trust is not required it’s because the work has been done before, and if that’s the case, it’s not innovation.

If you know it will work, it’s innovation theater. Innovation and certainty cannot coexist.

If a steering team is involved, it’s innovation theater. Consensus cannot spawn innovation.

If more than one person in charge, it’s innovation theater. With innovation, there’s no place for compromise.

And what to do when you realize you’re playing a part in your company’s innovation theater? Well, I’ll save that for another time.

Image credit: Pexels

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Creating an Innovation Mantra

Leave a reply

Creating an Innovation Mantra

GUEST POST from Mike Shipulski

We have an immense distaste for uncertainty. And, as a result, we create for ourselves a radical and unskillful overestimation of our ability to control things. Our distaste of uncertainty is really a manifestation of our fear of death. When we experience and acknowledge uncertainty, it’s an oblique reminder that we will die. And that’s why talk ourselves into the belief we can control thing we really cannot. It’s a defense mechanism that creates distance between ourselves and from feeling our fear of death. And it’s the obliquity that makes it easier to overestimate our ability to control our environment. Without the obliquity, it’s clear we can’t control our environment, the very thing we wake up to every morning, and it’s clear we can’t control much. And if we can’t control much, we can’t control our aging and our ultimate end. And this is why we reject uncertainty at all costs.

Predictable, controllable, repeatable, measurable – overt rejections of uncertainty. Six Sigma – Measure, Analyze, Improve, Control – overt rejection of uncertainty. Standard work – rejection of uncertainty. Don’t change the business model – a rejection of uncertainty. A rejection of novelty is a rejection of uncertainty. And that’s why we don’t like novelty. It scares us deeply. And it scares us because it reminds us that everything changes, including our skin, joints, and hairline. And that’s why it’s so challenging to do innovation.

Innovation reminds us of our death and that’s why it’s difficult? Really? Yes.

Six Sigma is comforting because its programmatic illusion of control lets us forget about our death? Yes.

The aging business model reminds us of our death and that’s why we won’t let it go? Yes.

That’s crazy! Yes, but at the deepest level, I think it’s true.

I understand if you disagree with my rationale. And I understand if you think my thinking is morbid. If that’s the case, I suggest you write down why you think it’s so incredibly difficult to create a new business model, to do novel work, or to obsolete your best work. I’ll stop for a minute to give you time to grab a pen and paper. Okay, now put your pen to paper and write down why doing innovation (doing novel work) is so difficult. Now, ask yourself why that is. And do that three more times. Where did you end up? What’s the fundamental reason why doing new work (and the uncertainty that comes with it) is so difficult to do?

To be clear, I’m not advocating that you tell everyone that innovation is difficult because it reminds them that they’ll die. I explained my rationale to give you an idea of the magnitude of the level of fear around uncertainty so that, when someone is scared to death of novelty, you might help them navigate their fear.

Trying something new doesn’t invalidate what you did over the last decade to grow your business, nor will it replace it immediately, if it all. Maybe the new work will add to what you’ve done over the last decade. Maybe the new work will amplify what’s made you successful. Maybe the new work will slowly and effectively migrate your business to greener pastures. And maybe it won’t work at all. Or, maybe your customers will make it work and bury you and your business.

With innovation, start small. That way the threat is smaller. Run small experiments and share the results, especially the bad results. That way you demonstrate that unanticipated results don’t kill you and, when you share them, you demonstrate that you’re not afraid of uncertainty. Try many things in parallel to demonstrate that it’s okay that everything doesn’t turn out well and you’re okay with it. And when someone asks what you’ll do next, tell them “I don’t know because it depends on how the next experiment turns out.”

When you’re asked when you’ll be done with an innovation project, tell them “I don’t know because the work has never been done before.” And if they say you must give them a completion date, tell them “If you must have a completion date, you do the project.”

When you’re running multiple experiments in parallel and you’re asked what you’ll do next, tell them you’ll do “more of what works and less of what doesn’t.” And if they say “that’s not acceptable”, then tell them “Well, then you run the project.”

We don’t have nearly as much control as our minds want to us believe, but that’s okay as long as we behave like we know it’s true. Uncertainty is uncomfortable, but that’s not a bad thing. In fact, I think it’s a good thing.

If people aren’t afraid, there can be no uncertainty. And if there’s no uncertainty, there can be no novelty. And if there’s no novelty, there can be no innovation. If people aren’t afraid, you’re doing it wrong.

As a leader, tell them you’re afraid but you’re going to do it anyway.

As a leader, tell your team that it’s natural to be afraid and their fear is a leading indicator of innovation.

As a leader, tell them there’s one thing you’re certain about – that innovation is uncertain.

And when things get difficult, repeat the Innovation Mantra: Be afraid and do it anyway.

Image credit: Pixabay

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

The Dark Underbelly of Success

1 Reply

The Dark Underbelly of Success

GUEST POST from Mike Shipulski

Best practice – a tired recipe you recycle because you think the world is static.

Emergent practice – a new way to work created from whole cloth because the context is new.

Worst practice – a best practice applied to a world that has changed around you.

Novel practice– work that recognizes the world is a different place but is dismissed out-of-hand because everyone wants to live in the comfortable past.

Continuous improvement – when you try to put a shine on a tired, old process that worked ten years ago.

Discontinuous improvement – work that is disrespectful to the Status Quo and hurts people’s feelings.

Grow the core – when you do what you did in 2010 because you don’t know what else to do.

Obsolete your best work – when you do work that makes it clear to your customers that they should not have purchased your most successful product.

Reduce operating expense – what you do when you don’t know how to grow the top line and want to eliminate the flexibility to respond to an uncertain future.

Grow the top line – when you launch a new product that causes your customers to happily throw away the product they just bought from you.

A PowerPoint slide deck that defines your strategic plan – an electronic work product that distracts you from the reality of an ever-changing future.

A new product that is radically better than your last one – what you should create instead of a PowerPoint slide deck that defines your strategic plan.

MBA – a university degree that gives you a pedigree so companies hire you.

Ph.D. – a university degree that teaches you to learn, but takes too long.

Return On Investment (ROI) – a calculation that scuttles new work that would reinvent your business.

Imagination – thinking that will help you navigate an uncertain future, but is knee-capped by the ROI calculation.

Standard work – a process you used last time and will use next time because, again, you think the world is static.

Judgment – thinking that creates a whole new business trajectory to address an uncertain future but can get you fired if you use it.

A sustainable competitive advantage – a relic of a slow-moving world.

Continual change – the only way to deal with an ever-accelerating future.

Success – profits from work done by people who retired from your company some time ago.

Success – the thing that blocks you from working on the unproven.

Success – what pays the bills.

Success – what jeopardizes your ability to pay the bills in five years.

Success – why people think old practices are best practices.

Success – why new work is so difficult to do.

Success – why continuous improvement carries the day.

Success – why discontinuous improvement threatens.

Success – the mother of complacency.

Image credit: Pexels

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Leadership Development Fundamentals

1 Reply

Work Products

Leadership Development Fundamentals

GUEST POST from Mike Shipulski

Leadership development is a good idea in principle, but not in practice. Assessing a person against a list of seven standard competencies does not a leadership development plan make. Nor does a Meyers-Briggs assessment or a strengths assessment. The best way I know to describe the essence of leadership development is through a series of questions to assess and hire new leaders.

1. Is this person capable of doing the work required for this leadership position?

If you don’t start here, choose the person you like most and promote (or hire) them into the new leadership position. It’s much faster, and at least you’ll get along with them as the wheels fall off.

2. In this leadership position, what work products must the leader create (or facilitate the creation of)?

Work products are objective evidence that the work has been completed. Examples of work products: analyses, reports, marketing briefs, spreadsheets, strategic plans, product launches, test results for new technologies. Here’s a rule: If you can’t define the required work products, you can’t define the work needed to create them. Here’s another rule: If you can’t define the work, you can’t assess a candidate’s ability to do that work. And if you can’t assess a candidate’s ability to the work, you might as well make it a popularity contest and hire the person who makes the interview committee smile.

3. Can the candidate show work products they’ve created that fit with those required for the leadership position?

To be clear, if the candidate can show examples of all the flavors of work products required for the position, it’s a lateral move for the candidate. That’s not a bad thing, as there are good reasons candidates seek lateral positions (e.g., geographic move due to family or broadening of experience – new product line or customer segment). And if they’ve demonstrated all the work products, but the scope and/or scale are larger, the new position, the new position is a promotion for the candidate. Here’s a rule: if the candidate can’t show you an example of a specific work product or draw a picture of one on the whiteboard, they’ve never done it before. And another rule: when it comes to work products, if the candidate talks about a work product but can’t show you, it’s because they’ve never created one like that. And talking about work products in the future tense means they’ve never done it. When it comes to work products, there’s no partial credit.

4. For the work products the candidate has shown us, are they relevant?

A candidate won’t be able to show you work products that are a 100% overlap with those required by the leadership position. The context will be different, the market will be different, and the players will be different. But, a 50-70% overlap should be good enough.

5. For the relevant work products the candidate has shown us, do they represent more than half of those required?

If yes, go to the next question.

6. For the work products the candidate has not demonstrated, has the team done them?

If the team has done a majority of them, that’s good. Go to the next question.

7. For the work products the candidate or team has not demonstrated, can we partner them with an expert (an internal one, I hope) who has?

If yes, hire the candidate.

Wrap-up

Leadership development starts with the definition of the new work the leader must be able to do in their next position. And the best way I know to define the work is to compile a collection of work products that must be created in the next position and match that against the collection of work products the leader has created. The difference between the required work products and the ones the leader has demonstrated defines the leadership development plan.

To define the leadership development plan, start with the work products.

And to help the leader develop, think apprenticeship. And for that, see this seminal report from 1945.

Image credit: Pexels

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

How will you allocate your time differently in 2024?

Leave a reply

How will you allocate your time differently in 2024?

GUEST POST from Mike Shipulski

I don’t like resolutions, but I do like looking back to assess how spent my time differently over the previous year. Below is a short exercise that could help you get ready for 2024.

Below are some questions intended to help you assess how you spent your time differently in 2023. Take fifteen seconds, or so, to think through each one.

Did you spend more time with your family or less?

Did you spend more time helping yourself or others?

Instead of commuting, what did you do with your time?

Did you work more hours or fewer?

Did you spend more time on your mental/spiritual health or less?

Did you take more vacation days or fewer?

Instead of eating out, what did you do with that time?

Did you exercise more or less?

What did you do with your time freed by reduced business travel do more?

Did you participate in more meetings or fewer?

Did you sleep more or less?

Grab a pen and paper (or print out the text below) and let’s go through the rest of the exercise.

What are the top three questions that caused the strongest emotional response? (Write them down.) For those three questions, think through three scenarios:
A) 2024 is just like 2023.
B) 2024 amplifies the changes you experienced in 2023.
C) 2024 is just like 2022.

For each scenario, write down how you’d allocate your time differently in 2024.

The question that caused the strongest emotional response:
_________________________________________________________________________

With regard to the question above, how would you allocate your time differently in 2024?
Scenario A (same as 2023) ____________________________________________________
Scenario B (amplified changes) _________________________________________________
Scenario C (same as 2022) ____________________________________________________

The question that caused the second strongest emotional response:
________________________________________________________________________

With regard to the question above, how would you allocate your time differently in 2021?
Scenario A (same as 2020) ___________________________________________________
Scenario B (amplified changes) ________________________________________________
Scenario C (same as 2019) ____________________________________________________

The question that caused the third strongest emotional response:
________________________________________________________________________

With regard to the question above, how would you allocate your time differently in 2021?
Scenario A (same as 2020) __________________________________________________
Scenario B (amplified changes) _______________________________________________
Scenario C (same as 2019) ___________________________________________________

My list of questions likely missed important questions for you. You may want to go back and ask yourself other questions and see if your emotional response is strong enough to displace the top three you identified above.

This little exercise doesn’t generate resolutions, nor will it tell you how to allocate your time in 2021. But, I hope it helps you more skillfully navigate the uncertainty that 2021 is certain to bring.

Happy New Year. And thanks for reading.

Image credit: Pixabay

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Just Start Already

Leave a reply

Just Start Already

GUEST POST from Mike Shipulski

You’re not missing anything. It’s time to start.

Afraid to fail? Start anyway.

Don’t have the experience? Well, you won’t be able to say that once you start.

Just start. It’s time.

Don’t have the money? Start small. And if that won’t work, start smaller.

Start small, but start.

Worried about what people might say? There’s only one way to know, so you might as well start.

You’re not an imposter. It’s time to start.

Waiting isn’t waiting, it’s a rationalization to block yourself from starting.

Here’s a rule: If you don’t start you can’t finish.

The only thing in the way of starting is starting.

The fear of success is the strongest stopper of starting. Be afraid of success, and start.

There’s never a good time to start, but there’s always a best time – now.

Worried about the negative consequences of starting? Be worried, and start.

Don’t think you have what it takes? The only way to know for sure is to start.

There’s no way around it. Starting starts with starting.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

What’s Next?

Leave a reply

What's Next?

GUEST POST from Mike Shipulski

Anonymous: What do you think we should do next?

Me: It depends. How did you get here?

Anonymous: Well, we’ve had great success improving on what we did last time.

Me: Well, then you’ll likely do that again.

Anonymous: Do you think we’ll be successful this time?

Me: It depends. If the performance/goodness has been flat over your last offerings, then no. When performance has been constant over the last several offerings it means your technology is mature and it’s time for a new one. Has performance been flat over the years?

Anon: Yes, but we’ve been successful with our tried-and-true recipe and the idea of creating a new technology is risky.

Me: All things have a half-life, including successful business models and long-in-the-tooth technologies, and your success has blinded you to the fact that yours are on life support. Developing a new technology isn’t risky. What’s risk is grasping tightly to a business model that’s out of gas.

Anon: That’s harsh.

Me: I prefer “truthful.”

Anon: So, we should start from scratch and create something altogether new?

Me: Heavens no. That would be a disaster. Figure out which elements are blocking new functionality and reinvent those. Hint: look for the system elements that haven’t changed in a dog’s age and that are shared by all your competitors.

Anon: So, I only have to reinvent several elements?

Me: Yes, but probably fewer than several. Probably just one.

Anon: What if we don’t do that?

Me: Over the next five years, you’ll be successful. And then in year six, the wheels will fall off.

Anon: Are you sure?

Me: No, they could fall off sooner.

Anon: How do you know it will go down like that?

Me: I’ve studied systems and technologies for more than three decades and I’ve made a lot of mistakes. Have you heard of The Voice of Technology?

Anon: No.

Me: Well, take a bite of this – The Voice of Technology. Kevin Kelly has talked about this stuff at great length. Have you read him?

Anon: No.

Me: Here’s a beauty from Kevin – What Technology Wants. How about S-curves?

Anon: Nope.

Me: Here’s a little primer – Beyond Dead Reckoning. How about Technology Forecasting?

Anon: Hmm. I don’t think so.

Me: Here’s something from Victor Fey, my teacher. He worked with Altshuller, the creator of TRIZ – Guided Technology Evolution. I’ve used this method to predict several industry-changing technologies.

Anon: Yikes! There’s a lot here. I’m overwhelmed.

Me: That’s good! Overwhelmed is a sign you realize there’s a lot you don’t know. You could be ready to become a student of the game.

Anon: But where do I start?

Me: I’d start Wardley Maps for situation analysis and LEANSTACK to figure out if customers will pay for your new offering.

Anon: With those two I’m good to go?

Me: Hell no!

Anon: What do you mean?

Me: There’s a whole body of work to learn about. Then you’ve got to build the organization, create the right mindset, select the right projects, train on the right tools, and run the projects.

Anon: That sounds like a lot of work.

Me: Well, you can always do what you did last time. END.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Do the Right Thing

1 Reply

Do the Right Thing

GUEST POST from Mike Shipulski

100% agreement means there’s less than 100% truth. If, as a senior leader, you know there are differing opinions left unsaid, what would you do? Would you chastise the untruthful who are afraid to speak their minds? Would you simply ignore what you know to be true and play Angry Birds on your phone? Would you make it safe for the fearful to share their truth? Or would you take it on the chin and speak their truth? As a senior leader, I’d do the last one.

Best practice is sometimes a worst practice. If, as a senior leader, you know a more senior leader is putting immense pressure put on the team to follow a best practice, yet the context requires a new practice, what would you do? Would you go along with the ruse and support the worst practice? Would you keep your mouth shut and play tick-tack-toe until the meeting is over? Would you suggest a new practice, help the team implement it, and take the heat from the Status Quo Police? As a senior leader, I’d do the last one.

Truth builds trust. If, as a senior leader, you know the justification for a new project has been doctored, what would you do? Would you go along with the charade because it’s easy? Would call out the duplicity and preserve the trust you’ve earned from the team over the last decade? As a senior leader, I’d do the last one.

The loudest voice isn’t the rightest voice. If, as a senior leader, you know a more senior leader is using their positional power to strong-arm the team into a decision that is not supported by the data, what would you do? Would you go along with it, even though you know it’s wrong? Would you ask a probing question that makes it clear there is some serious steamrolling going on? And if that doesn’t work, would you be more direct and call out the steamrolling for what it is? As a senior leader, I’d do the last two.

What’s best for the company is not always best for your career. When you speak truth to power in the name of doing what’s best for the company, your career may suffer. When you see duplicity and call it by name, the company will be better for it, but your career may not. When you protect people from the steam roller, the team will thank you, but it may cost you a promotion. When you tell the truth, the right work happens and you earn the trust and respect of most everyone. As a senior leader, if your career suffers, so be it.

When you do the right thing, people remember. When, in a trying time, you have someone’s back, they remember. When a team is unduly pressured and you put yourself between them and the pressure, they remember. When you step in front of the steamroller, people remember. And when you silence the loudest voice so the right decision is made, people remember. As a senior leader, I want to be remembered.

How Do You Want to Be Remembered?

  1. Do you want to be remembered as someone who played Angry Birds or advocated for those too afraid to speak their truth?
  2. Do you want to be remembered as someone who doodled on their notepad or spoke truth to power?
  3. Do you want to be remembered as someone who kept their mouth shut or called out the inconvenient truth?
  4. Do you want to be remembered as someone who did all they could to advance their career or someone who earned the trust and respect of those they worked with?

In the four cases above, I choose the latter.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

What Will People See?

Leave a reply

What Will People See?

GUEST POST from Mike Shipulski

When people look back on your life, what will they see?

When you’re dead and gone, what stories will your kids tell about you?

What stories will your coworkers tell?

How about your bosses?

Will they see your disagreement as mischievous or skillful?

Will they see your frustration as disruptive or caring?

Will they see your vehemence as disrespectful or passionate?

Will they see your divergent views as contrarian or well-intentioned?

Will they see your withholding as passive-aggressive or as the result of exhausting all other possibilities?

Will they see your tears as sadness for yourself or the company you care about deeply?

Will they see your “no’s” as curmudgeonly given or brave?

Will they see your dissent as destructive or constructive?

Will they see your frustration as immaturity or as others falling short of your high expectations?

Will they see your unpopular perspective as troublemaking or as the antidote to groupthink?

Will they see your positivity as fake or as the support that everyone needs to do their best work?

Here’s the thing: What matters is not what it looks like from the outside, but your intentions.

And another thing: Anyone that knows you knows your intentions.

Now, go out and do what you think is right. And do it like you mean it. And don’t look back.

And here’s a mantra: What people think about you is none of your business.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Skills versus Judgement

Leave a reply

Skills versus Judgement

GUEST POST from Mike Shipulski

Best practices are good, but dragging projects over the finish line is better.

Alignment is good, but not when it’s time for misalignment.

Short-term thinking is good, as long as it’s not the only type of thinking.

Reuse of what worked last time is good, as long as it’s bolstered by the sizzle of novelty.

If you find yourself blaming the customer, don’t.

People that look like they can do the work don’t like to hang around with those that can do it.

Too much disagreement is bad, but not enough is worse.

The Status Quo is good at repeating old recipes and better at squelching new ones.

Using your judgment can be dangerous, but not using it can be disastrous.

It’s okay to have some fun, but it’s better to have more.

If it has been done before, let someone else do it.

When stuck on a tricky problem, make it worse and do the opposite.

The only thing worse than using bad judgment is using none at all.

It can be problematic to say you don’t know, but it can be catastrophic to behave as if you do.

The best way to develop good judgment is to use bad judgment.

When you don’t know what to do, don’t do it.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.