Category Archives: Change

Top 10 Human-Centered Change & Innovation Articles of January 2023

Top 10 Human-Centered Change & Innovation Articles of January 2023Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are January’s ten most popular innovation posts:

  1. Top 40 Innovation Bloggers of 2022 — Curated by Braden Kelley
  2. Back to Basics: The Innovation Alphabet — by Robyn Bolton
  3. 99.7% of Innovation Processes Miss These 3 Essential Steps — by Robyn Bolton
  4. Top 100 Innovation and Transformation Articles of 2022 — Curated by Braden Kelley
  5. Ten Ways to Make Time for Innovation — by Nick Jain
  6. Agility is the 2023 Success Factor — by Soren Kaplan
  7. Five Questions All Leaders Should Always Be Asking — by David Burkus
  8. 23 Ways in 2023 to Create Amazing Experiences — by Shep Hyken
  9. Startups Must Be Where Their Customers Are — by Steve Blank
  10. Will CHATgpt make us more or less innovative? — by Pete Foley

BONUS – Here are five more strong articles published in December that continue to resonate with people:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last three years:

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Kickstarting Change and Innovation in Uncertain Times

Kickstarting Change and Innovation in Uncertain Times

GUEST POST from Janet Sernack

In our last article, we described why innovation is transformational, and why, at this moment in time, it is more important than ever to innovate. We stated that innovation-led growth is absolutely critical and that people need to be enabled and equipped to adapt, connect and collaborate in new ways to kickstart change in agile, constructive, equitable, and sustainable ways to innovate in uncertain times. Yet, our research and experience at ImagineNation™ over the past 10 years has revealed that many governments, communities, organizations, teams, and leaders, feel somewhat – but not very – confident in their readiness, competence, and capacity to change and innovate in a world of unknowns.

Six Strategies to Kickstart Change and Innovate in Uncertain Times

To help build this confidence we have identified six key strategies and the key first steps to help you focus your attention, kickstart change, and drive and execute your change and innovation initiatives, to survive, thrive, and flourish in uncertain times.

Strategy #1

Build change readiness and receptivity to survive and thrive in an uncertain world by:

  • Giving people permission and safety that allows them to accept and acknowledge the range of emotional reactions (fears), physical consequences (exhaustion), and work-life imbalances as a result of the imposed WFH environment.
  • Acknowledging how people are feeling helps them better re-balance, adapt, and become resilient by supporting them to develop a work-life balance to better connect with others, tolerate uncertainty to change, and innovate in uncertain times.
  • Challenging people’s habitual default patterns of remaining in the safety of their comfort zones, breaking habitual “business as usual” habits, inertia, and complacency.
  • Being empathic and compassionate with people’s anxieties, confusion, insecurity, and uncertainties about their futures at work, and supporting them through their personal conflicts.

Strategy #2

Allow, accept and ack knowledge people’s fears and struggles about change, help manage their anxiety, improve their productivity and attune them to the possibilities and potential opportunities in the current business environment by:

  • Providing individual and collective support to enable people to take back and refocus their attention, self-manage anxiety, and become grounded, mindful, and fully present, with self and with others.
  • Investing in time and money to enable people to unlearn, learn and relearn how to be change ready and change-receptive, and become adaptive to effectively facilitate successful business and digital transformation initiatives.
  • Helping people get familiar with the brain’s basic cognitive functions, and build the foundations to help get work done by regulating emotions, suppressing biases, switching tasks, solving complex problems, and thinking creatively.
  • Developing 21st-century skills to shift old mindsets, develop new behaviors and the reasoning, problem-solving, planning, and execution skills to initiate and sustain business, cultural and digital transformation initiatives to embed the changes and to innovate in uncertain times.
  • Developing the fundamental foresight and energizing vision to perceive innovation strategically and systemically, adopting an approach that is holistic, human, and technology-centered, to align, enable, and equip people to adapt and grow and to change and innovate in uncertain times.

Strategy #3

Make sense of innovation, and develop a common understanding and language as to what innovation means in a unique context by:

  • Developing an awareness that innovation is, in itself, a change process, and paradoxically requires rigorous and disciplined change management processes and a chaotic creative and collaborative interchange of ideas.
  • Clarifying an energizing and compelling “why” innovation is important to an overall “cause” developing a passionate purpose and a sense of urgency towards leveraging innovation to achieve long-term success, competitiveness, and growth.
  • Knowing how to both make connections and distinguish and leverage the differences between creativity, invention, and innovation.
  • Building the safety, permission, and trust that helps facilitate, educate and coach people to deal with the emotional consequences of failure, to reframe it as opportunities to encourage a culture of taking small bets to learn quickly.
  • Taking a disciplined and methodical approach to risk planning and management, that allows and encourages a culture of smart risk-taking to reduce risk adversity.
  • Creating a consistent and common understanding as to what innovation means in their unique government, community, social, organizational, leadership, or team context and creating an engaging and compelling narrative around it.

Strategy #4

Optimize the notion that innovation is transformational and leverage it as an overall energizing strategic and systemic alignment mechanism and set of processes to kickstart change by:

  • Improving engagement, energizing and maximizing people’s potential and intentionally cultivating their collective genius to learn how to execute and deliver deep change and innovate in uncertain times.
  • Aligning technological, processes and adopting a human-centered structure for change management to deliver business breakthroughs and digital transformation initiatives.
  • Breaking down silos and supporting people to collaborate; re-connect, re-energize and re-invent themselves in a disrupted world.
  • Maximizing differences and diversity that exist between people’s demographics, cultures, values, perspectives, knowledge, experiences, and skillsets to deliver their desired outcomes.
  • Learning and coaching people to adapt to survive and thrive by solving complex problems, uncertainty, instability, and trends that are constantly emerging.
  • Improving both customer centricity and the customers’ experience.
  • Building accountable, equitable, and sustainable business enterprises that people value, appreciate, and cherish.

Strategy #5

Challenge the status quo and conventional ways of perceiving innovation to unleash the possibilities and the opportunities and kickstart change that true innovation offers by:

  • Taking a strategic perspective in the longer term and the need for investment in innovation, rather than being reactive, and short-term profit-focused.
  • Developing an understanding of the different types of innovation and how they can be applied, including incremental, breakthrough, sustaining, and disruptive, depending on their strategic imperative and motivation for change, and not just focussing on making continuous and process improvements.
  • Improving trust in organizational boards and leadership decisions, reducing self-interest and eliminating corruption, and focussing on being in integrity to successfully empower people in change and innovate in uncertain times.

Strategy #6

Explore opportunities for measuring, benchmarking, and contextualizing the impact of innovation on business performance, leadership, executive team, and organizational ability to adapt, innovate and grow by:

  • Embracing new business models, developing leadership capabilities and collaborative competencies, capacities, and building people’s confidence to perceive their worlds differently, and with fresh eyes.
  • Letting go of “old” 20th century methods of diagnosing and assessing culture, based solely on the “nice to haves” rather than exploring the emerging “must haves” to enable people to survive and thrive by experimenting with new assessment tools like the OGI® and the GLI® to quantify and qualify current and potential strengths and weaknesses.
  • Using data to know what new mindsets, behaviors, and skills to embody and enact, differently to become future-fit and succeed in the 21st century, and accepting that some of these are “not nice”.
  • Cultivating an innovation culture to embed deep change, provide learning and coaching to evoke, provoke and create mindset shifts, behavior and systems changes, and radically new sets of artifacts and symbols.

Taking the first steps to change and innovate in 2023

Embracing a range of new and different strategic and systemic approaches governments, communities, organizations, teams, and leader organizations can successfully kickstart change and innovate in uncertain times.

By using this moment in time to choose to refuse to walk backward and sleepwalk through life, by simply committing to take the first baby steps in allowing and enabling people to pause, retreat, reflect and:

  • Recover from the effects of working mostly alone, from home, and online.
  • Re-balance work and home lives through reconnection and resolving loneliness and rebuilding a sense of belonging.
  • Know how to tolerate uncertainty and become resilient and adaptive.
  • Reimagine and refocus a more energizing, compelling, and sustainable future.
  • Reinvent themselves, their professions, business practices, and teams in meaningful and purposeful ways.

We can then confidently, meaningfully, and purposefully energetically engage and enroll people, mobilize and harness their collective genius, to innovate in uncertain times in ways that add value to the quality of people’s lives in ways they appreciate and cherish.

To kickstart changes that contribute effectively to global stability, security, connectedness, and sustainability in the current decade of transformation and disruption.

Find out about our collective, learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, presented by Janet Sernack, is a collaborative, intimate, and deeply personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, February 7, 2023.

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus, human-centric approach, and emergent structure (Theory U) to innovation, and upskill people and teams and develop their future fitness, within your unique innovation context. Find out more about our products and tools.

Image Credit: Unsplash

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The Five Gifts of Uncertainty

The Five Gifts of Uncertainty

GUEST POST from Robyn Bolton

“How are you doing?  How are you handling all this?”

It seems like 90% of conversations these days start with those two sentences.  We ask out of genuine concern and also out of a need to commiserate, to share our experiences, and to find someone that understands.

The connection these questions create is just one of the Gifts of Uncertainty that have been given to us by the pandemic.

Yes, I know that the idea of uncertainty, especially in big things like our lives and businesses, being a gift is bizarre.  When one of my friends first suggested the idea, I rolled my eyes pretty hard and then checked to make sure I was talk to my smart sarcastic fellow business owner and not the Dali Lama.

But as I thought about it more, started looking for “gifts” in the news and listening for them in conversations with friends and clients, I realized how wise my friend truly was.

Faced with levels of uncertainty we’ve never before experienced, people and businesses are doing things they’ve never imagined having to do and, as a result, are discovering skills and abilities they never knew they had.  These are the Five Gifts of Uncertainty

  1. Necessity of offering a vision – When we’re facing or doing something new, we don’t have all the answers. But we don’t need all the answers to take action.  The people emerging as leaders, in both the political and business realms, are the ones acknowledging this reality by sharing what they do know, offering a vision for the future, laying out a process to achieve it, and admitting the unknowns and the variables that will affect both the plan and the outcome.
  2. Freedom to experiment – As governments ordered businesses like restaurants to close and social distancing made it nearly impossible for other businesses to continue operating, business owners were suddenly faced with a tough choice – stop operations completely or find new ways to continue to serve. Restaurants began to offer carry out and delivery.  Bookstores, like Powell’s in Portland OR and Northshire Bookstore in Manchester VT, also got into curbside pick-up and delivery game.  Even dentists and orthodontists began to offer virtual visits through services like Wally Health and Orthodontic Screening Kit, respectively.
  3. Ability to change – Businesses are discovering that they can move quickly, change rapidly, and use existing capabilities to produce entirely new products. Nike and HP are producing face shields. Zara and Prada are producing face masks. Fanatics, makers of MLB uniforms, and Ford are producing gowns.  GM and Dyson are gearing up to produce ventilators. And seemingly every alcohol company is making hand sanitizer.  Months ago, all of these companies were in very different businesses and likely never imagined that they could or would pivot to producing products for the healthcare sector.  But they did pivot.
  4. Power of Relationships – Social distancing and self-isolation are bringing into sharp relief the importance of human connection and the power of relationships. The shift to virtual meetups like happy hours, coffees, and lunches is causing us to be thoughtful about who we spend time with rather than defaulting to whoever is nearby.  We are shifting to seeking connection with others rather than simply racking up as many LinkedIn Connections, Facebook friends, or Instagram followers as possible.  Even companies are realizing the powerful difference between relationships and subscribers as people unsubscribed en mass to the “How we’re dealing with COVID-19 emails” they received from every company with which they had ever provided their information.
  5. Business benefit of doing the right thing – In a perfect world, businesses that consistently operate ethically, fairly, and with the best interests of ALL their stakeholders (not just shareholders) in mind, would be rewarded. We are certainly not in a perfect world, but some businesses are doing the “right thing” and rea being rewarded.  Companies like Target are offering high-risk employees like seniors pregnant women, and those with compromised immune systems 30-days of paid leave.  CVS and Comcast are paying store employees extra in the form of one-time bonuses or percent increases on hourly wages.  Sweetgreen and AllBirds are donating food and shoes, respectively, to healthcare workers.  On the other hand, businesses that try to leverage the pandemic to boost their bottom lines are being taken to task.  Rothy’s, the popular shoe brand, announced on April 13 that they would shift one-third of their production capacity to making “disposable, non-medical masks to workers on the front line” and would donate five face masks for every item purchased.  Less than 12 hours later, they issued an apology for their “mis-step,” withdrew their purchase-to-donate program, and announced a bulk donation of 100,000 non-medical masks.

Before the pandemic, many of these things seemed impossibly hard, even theoretical.  In the midst of uncertainty, though, these each of these things became practical, even necessary.  As a result, in a few short weeks, we’ve proven to ourselves that we can do what we spent years saying we could not.

These are gifts to be cherished, remembered and used when the uncertainty, inevitably, fades.

Image credit: Pixabay

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Why Humans Fail to Plan for the Future

Why Humans Fail to Plan for the Future

GUEST POST from Greg Satell

I was recently reading Michiu Kaku’s wonderful book, The Future of Humanity, about colonizing space and was amazed how detailed some of the plans are. Plans for a Mars colony, for example, are already fairly advanced. In other cases, scientists are actively thinking about technologies that won’t be viable for a century or more.

Yet while we seem to be so good at planning for life in outer space, we are much less capable of thinking responsibly about the future here on earth, especially in the United States. Our federal government deficit recently rose to 4.6% of GDP, which is obviously unsustainable in an economy that’s growing at a meager 2.3%.

That’s just one data point, but everywhere you look we seem to be unable to plan for the future. Consumer debt in the US recently hit levels exceeding those before the crash in 2008. Our infrastructure is falling apart. Air quality is getting worse. The list goes on. We need to start thinking more seriously about the future, but don’t seem to be able. Why is that?

It’s Biology, Stupid

The simplest and most obvious explanation for why we fail to plan for the future is basic human biology. We have pleasure centers in our brains that release a hormone called dopamine, which gives us a feeling of well-being. So, it shouldn’t be surprising that we seek to maximize our dopamine fix in the present and neglect the future.

Yuval Noah Harari made this argument in his book Homo Deus, in which he argued that “organisms are algorithms.” Much like a vending machine is programed to respond to buttons, Harari argues, humans and other animals are programed by genetics and evolution to respond to “sensations, emotions and thoughts.” When those particular buttons are pushed, we respond much like a vending machine does.

He gives various data points for this point of view. For example, he describes psychological experiments in which, by monitoring brainwaves, researchers are able to predict actions, such as whether a person will flip a switch, even before he or she is aware of it. He also points out that certain chemicals, such as Ritalin and Prozac, can modify behavior.

Yet this somehow doesn’t feel persuasive. Adults in even primitive societies are expected to overcome basic urges. Citizens of Ancient Rome were taxed to pay for roads that led to distant lands and took decades to build. Medieval communities built churches that stood for centuries. Why would we somehow lose our ability to think long-term in just the past generation or so?

The Profit Motive

Another explanation of why we neglect the future is the profit motive. Pressed by demanding shareholders to deliver quarterly profits, corporate executives focus on showing short-term profits instead of investing for the future. The result is increased returns to fund managers, but a hollowing out of corporate competitiveness.

A recent article in Harvard Business Review would appear to bear this out. When a team of researchers looked into the health of the innovation ecosystem in the US, they found that corporate America has largely checked out. They also observed that storied corporate research labs, such as Bell Labs and Xerox PARC have diminished over time.

Yet take a closer look and the argument doesn’t hold up. In fact, the data from the National Science Foundation shows that corporate research has increased from roughly 40% of total investment in the 1950s and 60s to more than 60% today. At the same time, while some firms have closed research facilities, others, such as Microsoft, IBM and Google have either opened new ones or greatly expanded previous efforts. Overall R&D spending has risen over time.

Take a look at how Google innovates and you’ll be able to see the source for some the dissonance. 50 years ago, the only real option for corporate investment in research was a corporate lab. Today, however, there are many other avenues, including partnerships with academic researchers, internal venture capital operations, incubators, accelerators and more.

The Free Rider Problem

A third reason we may fail to invest in the future is the free rider problem. In this view, the problem is not that we don’t plan for the future, but that we don’t want to spend money on others who are undeserving. For example, why should we pay higher taxes to educate kids from outside our communities? Or to infrastructure projects that are wasteful and corrupt?

This type of welfare queen argument can be quite powerful. Although actual welfare fraud has been shown to be incredibly rare, there are many who believe that the public sector is inherently wasteful and money would be more productively invested elsewhere. This belief doesn’t only apply to low-income people, but also to “elites” such as scientists.

Essentially, this is a form of kinship selection. We are more willing to invest in the future of people who we see as similar to ourselves, because that is a form of self-survival. However, when we find ourselves asked to invest in the future of those we see as different from ourselves, whether that difference is of race, social class or even profession, we balk.

Yet here again, a closer look and the facts don’t quite fit with the narrative. Charitable giving, for example, has risen almost every year since 1977. So, it’s strange that we’re increasingly generous in giving to those who are in need, but stingy when it comes to things like infrastructure and education.

A New Age of Superstition

What’s especially strange about our inability to plan for the future is that it’s relatively new. In fact, after World War II, we invested heavily in the future. We created new avenues for scientific investment at agencies like the National Science Foundation and the National Institutes of Health, rebuilt Europe with the Marshall Plan and educated an entire generation with the GI Bill.

It wasn’t until the 1980s that our willingness to plan for and invest in the future began to wane, mostly due to two ideas that warped decision making. The first, called the Laffer Curve, argued that by lowering taxes we can increase revenue and that tax cuts, essentially, pay for themselves. The second, shareholder value, argued that whatever was best for shareholders is also best for society.

Both ideas have been partially or thoroughly debunked. Over the past 40 years, lower tax rates have consistently led to lower revenues and higher deficits. The Business Roundtable, an influential group of almost 200 CEOs of America’s largest companies, recently denounced the concept of shareholder value. Yet strangely, many still use both to support anti-future decisions.

We seem to be living in a new era of superstition, where mere belief is enough to inspire action. So projects which easily capture the imagination, such as colonizing Mars, are able to garner fairly widespread support, while investing in basic things like infrastructure, debt reduction or the environment are neglected.

The problem, in other words, seems to be mostly in the realm of a collective narrative. We are more than capable of enduring privation today to benefit tomorrow, just as businesses routinely take less profits today to invest in tomorrow. We are even capable of giving altruistically to others in need. All we need is a story to believe in.

There is, however, the possibility that it is not the future we really have a problem with, but each other and that our lack of a common story arises from a lack of shared values which leads to major differences in how we view the same facts. In any case, the future suffers.

— Article courtesy of the Digital Tonto blog
— Image credit: Pixabay

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Hyper-Innovation

A Change Management Strategy for Better, Faster Ideas

Hyper-Innovation

GUEST POST from Douglas Ferguson

The nature of innovation is that it is a hyper-fluid force that is never fully predictable. A well-curated change management strategy helps to harness the power of innovative change.

Innovation plays a significant role in driving positive change, as 51% of organizations attribute their success to innovative initiatives, all of whom also experienced an 11% increase in revenue.

In this article, we trace the pathway to innovative change in the following topics:

  • The Plan for Change
  • Designing Strategies for Change
  • An Agile Approach to Transformation
  • Getting Curious About Change

The Plan for Change

In charting a course to bigger and better ideas, a clear change management strategy helps to identify a direct path forward. Creating a thoughtful change management strategy allows you to plan several steps ahead and steer change in your favor.

The most intentional change management strategies focus on proactive change. The following are key elements in creating a proactive path for change:

1. Prepare to Plan

Preparing to create a change management strategy is essentially planning to plan. As you consider the best approach to creating change, take time to map out each step of your strategy. While it may seem more effective to just dive in, remember that intentionality is the name of the game in lasting change.

2. Cultivate Transparency

Many changes are unexpected and unwanted. For this reason, many organizations make the mistake of keeping changes quiet from the rest of the team. However, this type of secrecy can sabotage your organizational transformation.

Make it a point to cultivate a sense of transparency at every level of your organization. By including all parties in your plans for change, you’ll get a head start on driving innovation. When team members feel included in major decisions like a big change, they are more likely to accept and support it going forward.

3. Encourage High Tolerance

Tolerance for change is a muscle that should be exercised. Challenge your team members to fight their resistance to change by sharing the benefits of change. Explaining “what’s in it for me” gives team members a reason to root for change while increasing their tolerance for the unknown.

4. Monitor and Measure 

Just as true change is a long-term endeavor, creating a change management strategy isn’t just a one-time event. Successful strategies for change will never be static, making monitoring and measuring key performance indicators a perpetual part of the change management process.

Design a fluid change management strategy by teaching your team to measure success, monitor potential problems, and resolve issues as efficiently as possible. This way, your strategy for change will evolve according to your needs.

Designing Strategies for Change

A design thinking change management strategy places team members at the heart of a change. This people-first approach to purposeful change lets team leaders curate a strategy with the greatest benefits for all parties involved. At Voltage Control, we explore design thinking as a change management practice to inspire the most innovative ideas, allowing team members to shape new initiatives together.

Apply design thinking to your change management strategy in the following ways:

1. Find the ‘What’ of Change

Design thinking facilitates purposeful change. Shape your change management strategy by determining the “what” of your change to inform your path to the most viable and innovative solutions.

2. Center Empathy

Successful changes tap into our emotions. Design thinking cuts to the heart of a change by prioritizing empathy from the very beginning. Harness empathy in your next change by considering your team members’ mindsets and perspectives before implementing change. Continue to research how all participants will be impacted by a change as you incorporate empathy into your change strategy.

3. Use Divergent Thinking

Employ divergent thinking in your change management strategy. Through a design-centered approach, shape a plan for change that encourages collaborative thinking, integrated innovation, and holistic decision-making.

4. Practice Constant Experimentation

Experimentation is the beating heart of design thinking. Make the strategizing process more tangible by testing new ideas and running experiments to see what works. By testing an idea on a small scale, you’ll be able to make the necessary changes to help shape your initiative for real change.

An Agile Approach to Transformation

An agile approach to change management zeroes in on a faster, more urgent need for transformation. Agile principles offer a valid framework for transformation. Agile is tailor-made for systemic problem-solving, allowing team members to find the most groundbreaking solutions to the most persistent problem.

According to Carie Davis, a corporate innovation specialist, inventing new methods for problem-solving is the key to driving innovative change. Regardless of how powerful an initial initiative is, lasting change won’t take hold until it truly transforms an organization. For this reason, Davis suggests that businesses initiate long-term shifts by starting small and by making little changes at the core of the company. These smaller changes are a key part of Agile change management strategy and are instrumental in catalyzing lasting transformation.

Consider applying agile methodology to your change strategy in the following ways:

1. Go Lean

  • Focus on a change strategy that provides increased value and positive change. Going lean allows for rapid transformation by limiting factors that waste resources, energy, and time.

2. Practice Continuous Improvement

  • Agile champions continuous improvement through small changes over time. These small changes lead to the most significant shifts.

3. Encourage Employee Authorship

  • Innovative change doesn’t happen with a top-down approach. Create an agile-informed change management strategy by bringing your employees into the decision-making process. This way, all team members can determine the most pressing areas for improvement and make meaningful contributions as they work together to co-create the next change.
  • 4. Practice Reflective Improvement 

  • In shaping a change management strategy to grow with your organization, practicing reflective improvement guarantees consistent long-term change. Regularly evaluate your organization’s performance and initiatives as you continue to shape your change management strategy into a better, leaner plan.
  • Getting Curious About Change

    In designing the most innovative change management strategy, don’t forget to consider a sense of curiosity. Thrive through change and drive innovation by cultivating a curious desire to be better than ever.

    Research shows that curiosity allows us to welcome new experiences with less defensiveness and aggressiveness. By responding to the unknown in uniquely positive and inquisitive ways, your teams can dream up the most imaginative solutions on their path to lasting change.

    In addition to helping teams accept change, facilitating a sense of curiosity is an essential component in designing an innovative workplace. In creating a culture of curiosity, you’ll encourage team members to become change agents themselves. With a desire to learn more, be more, and do more, you’ll be able to reframe the potential pitfalls of change and the fears that come with it as an opportunity to get better and better.

    Innovation and change are infinitely interconnected. Harness the power of both by designing a change management strategy that continues to transform your organization in the best ways possible. Explore our offerings to learn more about taking change management to the next level.

    Image credit: Pixabay

    Article first seen at VoltageControl.com 

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    3 Things for the New Year

    3 Things for the New Year

    GUEST POST from Mike Shipulski

    Next year will be different, but we don’t know how it will be different. All we know is that it will be different.

    Some things will be the same and some will be different. The trouble is that we won’t know which is which until we do. We can speculate on how it will be different, but the Universe doesn’t care about our speculation.

    Sure, it can be helpful to think about how things may go, but as long as we hold on to the may-ness of our speculations. And we don’t know when we’ll know.

    We’ll know when we know, but no sooner. Even when the Operating Plan declares the hardest of hard dates, the Universe sets the learning schedule on its own terms, and it doesn’t care about our arbitrary timelines.

    What to do?

    Step 1: Try Three New Things

    Choose things that are interesting and try them. Try to try them in parallel as they may interact and inform each other. Before you start, define what success looks like and what you’ll do if they’re successful and if they’re not.

    Defining the follow-on actions will help you keep the scope small. For things that work out, you’ll struggle to allocate resources for the next stages, so start small. And if things don’t work out, you’ll want to say that the projects consumed little resources and learned a lot.

    Keep things small. And if that doesn’t work, keep them smaller.

    Step 2: Rinse and Repeat

    I wish you a happy and safe New Year.

    And thanks for reading.

    Image credit: Pexels

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    Hard Facts Are a Hard Thing

    Hard Facts Are a Hard Thing

    GUEST POST from Greg Satell

    In 1977, Ken Olsen, the founder and CEO of Digital Equipment Corporation, reportedly said, “There is no reason for any individual to have a computer in his home.” It was an amazingly foolish thing to say and, ever since, observers have pointed to Olsen’s comment to show how supposed experts can be wildly wrong.

    The problem is that Olsen was misquoted. In fact, his company was actually in the business of selling personal computers and he had one in his own home. This happens more often than you would think. Other famous quotes, such IBM CEO Thomas Watson predicting that there would be a global market for only five computers, are similarly false.

    There is great fun in bashing experts, which is why so many inaccurate quotes get repeated so often. If the experts are always getting it wrong, then we are liberated from the constraints of expertise and the burden of evidence. That’s the hard thing about hard facts. They can be so elusive that it’s easy to believe doubt their existence. Yet they do exist and they matter.

    The Search for Absolute Truth

    In the early 20th century, science and technology emerged as a rising force in western society. The new wonders of electricity, automobiles and telecommunication were quickly shaping how people lived, worked and thought. Empirical verification, rather than theoretical musing, became the standard by which ideas were measured.

    It was against this backdrop that Moritz Schlick formed the Vienna Circle, which became the center of the logical positivist movement and aimed to bring a more scientific approach to human thought. Throughout the 20’s and 30’s, the movement spread and became a symbol of the new technological age.

    At the core of logical positivism was Ludwig Wittgenstein’s theory of atomic facts, the idea the world could be reduced to a set of statements that could be verified as being true or false—no opinions or speculation allowed. Those statements, in turn, would be governed by a set of logical algorithms which would determine the validity of any argument.

    It was, to the great thinkers of the day, both a grand vision and an exciting challenge. If all facts could be absolutely verified, then we could confirm ideas with absolute certainty. Unfortunately, the effort would fail so miserably that Wittgenstein himself would eventually disown it. Instead of building a world of verifiable objective reality, we would be plunged into uncertainty.

    The Fall of Logic and the Rise of Uncertainty

    Ironically, while the logical positivist movement was gaining steam, two seemingly obscure developments threatened to undermine it. The first was a hole at the center of logic called Russell’s Paradox, which suggested that some statements could be both true and false. The second was quantum mechanics, a strange new science in which even physical objects could defy measurement.

    Yet the battle for absolute facts would not go down without a fight. David Hilbert, the most revered mathematician of the time, created a program to resolve Russell’s Paradox. Albert Einstein, for his part, argued passionately against the probabilistic quantum universe, declaring that “God does not play dice with the universe.”

    Alas, it was all for naught. Kurt Gödel would prove that every logical system is flawed with contradictions. Alan Turing would show that all numbers are not computable. The Einstein-Bohr debates would be resolved in Bohr’s favor, destroying Einstein’s vision of an objective physical reality and leaving us with an uncertain universe.

    These developments weren’t all bad. In fact, they were what made modern computing possible. However, they left us with an uncomfortable uncertainty. Facts could no longer be absolutely verifiable, but would stand until they could be falsified. We could, after thorough testing, become highly confident in our facts, but never completely sure.

    Science, Truth and Falsifiability

    In Richard Feynman’s 1974 commencement speech at Cal-Tech, he recounted going to a new-age resort where people were learning reflexology. A man was sitting in a hot tub rubbing a woman’s big toe and asking the instructor, “Is this the pituitary?” Unable to contain himself, the great physicist blurted out, “You’re a hell of a long way from the pituitary, man.”

    His point was that it’s relatively easy to make something appear “scientific” by, for example, having people wear white coats or present charts and tables, but that doesn’t make it real science. True science is testable and falsifiable. You can’t merely state what you believe to be true, but must give others a means to test it and prove you wrong.

    This is important because it’s very easy for things to look like the truth, but actually be false. That’s why we need to be careful, especially when we believe something to be true. The burden is even greater when it is something that “everybody knows.” That’s when we need to redouble our efforts, dig in and make sure we verify our facts.

    “We’ve learned from experience that the truth will out,” Feynman said. “The first principle is that you must not fool yourself—and you are the easiest person to fool.” Truth doesn’t reveal itself so easily, but it’s out there and we can find it if we are willing to make the effort.

    The Lie of a Post-Truth World

    Writing a non-fiction book can be a grueling process. You not only need to gather hundreds of pages of facts and mold them into a coherent story that interests the reader, but also to verify that those facts are true. For both of my books, Mapping Innovation and Cascades, I spent countless hours consulting sources and sending out fact checks.

    Still, I lived in fear knowing that whatever I put on the page would permanently be there for anyone to discredit. In fact, I would later find two minor inaccuracies in my first book (ironically, both had been checked with primary sources). These were not, to be sure, material errors, but they wounded me. I’m sure, in time, others will be uncovered as well.

    Yet I don’t believe that those errors diminish the validity of the greater project. In fact, I think that those imperfections serve to underline the larger truth that the search for knowledge is always a journey, elusive and just out of reach. We can struggle for a lifetime to grasp even a small part of it, but to shake free even a few seemingly insignificant nuggets can be a gift.

    Yet all too often people value belief more than facts. That’s why they repeat things that aren’t factual, because they believe they point to some deeper truth that defy facts in evidence. Yet that is not truth. It is just a way of fooling yourself and, if you’re persuasive, fooling others as well. Still, as Feynman pointed out long ago, “We’ve learned from experience that the truth will out.”

    — Article courtesy of the Digital Tonto blog
    — Image credit: Pixabay

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    Did You Know That I’m a Business Ninja?

    Neither did I!

    At least until I appeared recently on the Business Ninja podcast hosted by WriteForMe, a modern content marketing company that helps their clients achieve their growth goals by telling their story across the Internet and social media.

    I had the pleasure of speaking with Andrew Lippman for the podcast, which is available as a traditional audio podcast (on this link or via your favorite podcast provider) or as a YouTube video which I’ve embedded right here:

    In this conversation we explore how the Human-Centered Change methodology and the Change Planning Toolkit came to be, and how the collection of more than seventy (70+) tools was designed to be used visually, collaboratively either in person using posters and sticky notes, or virtually using digital sticky notes in a tool like Miro, Mural, LucidSpark, or Microsoft Whiteboard.

    Did You Know That I'm a Business Ninja?Don’t plan a change effort by starting with a blank Project Charter but instead get everyone literally all the same page for change. Using the Change Planning Toolkit employs more modern ways of working instead of legacy methods and by design will lead to increased buy-in, alignment and momentum towards your change or transformation goals.

    We also explore the topic of change resistance and how to overcome it, and some of the tools that are part of the human-centered change methodology that help you in this quest. And, my conversation with Andrew also touches on the next set of tools that I’ll be introducing soon, which come together to form the FutureHacking™ methodology.

    Finally, the podcast also dives into my origin story, just in case you’re curious who this Braden Kelley guy is and the journey that has brought me to you!

    I hope you’ll check out the podcast and as always, if you have any questions please don’t hesitate to add them as a comment below and I’ll do my best to help you with your challenge!

    Once again here are the links:

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    Getting Through Grief Consciously

    Getting Through Grief Consciously

    GUEST POST from Tullio Siragusa

    Life brings opportunities, happiness, and skyrocketing success when we decide to live it fully and without fear. Along with that, we will face challenging times that will cause us to grieve.

    Globally, we are all facing a form of grief right now. Be it the loss of a loved one to Covid-19, or the loss of our free way of life — grief is all around us. Before this pandemic that we are experiencing collectively, you may have suffered the loss of loved ones for other reasons, or you may have gone through a divorce, a breakup, the loss of a friendship, or the loss of a pet.

    There are many forms of loss. You can experience loss of money, your job, reputation, your faith, health, and even loss of hope.

    “Loss is a normal part of life and grief is part of the healing process if we learn to face it with grace.”

    To get through grief with grace it’s ideal to face it with the help of others, but for the most part you have to get through it alone. We are privileged to have family, friends, spiritual direction, therapists, life coaches and other support groups around us, but healing grief is essentially between you and yourself.

    “In time of grief you need to embrace yourself, love yourself and cure yourself.”

    It is easier said than done, but there is truly no other way around grief than to face it fully on your own, courageously, vulnerability and with grace.

    Importance of Grace

    We all, at some point in our lives, have felt as if we reached our breaking point, but eventually we wake up to the desire to not be broken for rest of our lives. For instance, while going through hard times we are not always acting our best selves. Harsh words are often exchanged with others out of the need to “dump the pain” on someone else to feel some sense of relief. After doing that, we often feel guilty about it and apologize.

    It is not bad to apologize, but losing your temper and saying things you normally would not say can not only tarnish your image, but can scar someone badly enough that you lose their trust for a long time, and sometimes forever.

    “When you manage your emotions while grieving, you hold on to grace, and grace is the energy of mercy for yourself and others.”

    Our personality gets groomed with every pain we overcome. If we walk through life’s journey with a mindset that everything happens for a reason, and everything happens to teach us something new, then every challenging time becomes an opportunity to add strong positive and graceful traits to our personality.

    The people who learn to manage their emotions during the toughest times without falling apart, add an unprecedented trait of composure, grace and an emotionally intelligent personality.

    How to Get Through Grief with Grace

    First, you need to fully acknowledge that grief is normal. It is not a disease. It is not a sign of weakness, or lack of emotional intelligence.

    Our human body and mind is built to respond to situations. When we lose something, or someone precious, grief comes knocking. Trying to avoid that grief is not the right way to get over it. The best way to deal with grief is to embrace it and get through it.

    One of my spiritual teachers used to say: “The only way to get to the other side of hell, is one more step deeper into it, that is where the exit door is waiting for you.”

    “In order to grieve with grace, we need the courage to face loss as normal as anything else we experience in life.”

    I know people who have avoided facing the loss of their loved ones for years, but ultimately, they had to go through it and face it. Grief will come for you no matter what, so why postpone it?

    The foremost thing to handle any tough situation is to develop gratitude for all those blessed situations in your life that make it beautiful. No doubt, feeling gratitude while grieving is almost impossible, but if you develop a habit of being grateful on a daily basis, it becomes possible to feel it even during tough times.

    If you are going through grief, find a peaceful place away from all those people reminding you of the loss, and try to connect to any happy moment you can recall. Feel that moment in your heart. Hold on to that feeling as long as possible and write it down later.

    Whenever you feel broken, be mindful of such moments. You will soon be able to tap to a comparatively happy person inside you, anytime you need to.

    “The way to develop your grace muscle is to live daily with gratitude and make a mental library of the happy moments in your life that you can borrow against, during difficult times.”

    We have been living in a time in history void of pain. We are constantly seeking happiness and running from pain and suffering. Now we are being forced to face pain, suffering, uncertainty, and loss.

    There are blessings inherent within loss and suffering. The blessings are always revealed on the other side of grief, and it is always hard to believe that the blessing is happening amidst grief and pain. However, if you look back in your life at the moments that defined you, the moments when you experienced the most Light, the most blessings — it was soon after your darkest hours.

    “When we move through the process of grief believing in our ability to grow from the experience, we become more aware of the blessings in disguise that will come out of it.”

    A sense of serenity can be achieved through releasing the pressure of the expectations of a set pattern for your life. There comes a moment when it is better to embrace what you can’t change, and develop the courage to strive for what you can.

    “Acknowledging your capacities and the difference between what you can and what you can’t control, will make it easier to go through grief.”

    What I am talking about is the power of surrendering to what is, instead of holding on to what could have been. For most people, grace is among the most precious trait of their personality and behavior.

    If you have lost something or someone precious that is an irreparable loss, it is important to take care of yourself during those testing times. Remember that all chaos comes with an expiration date, and to surrender to the change you need to make to keep moving forward.

    Remember the blessings in your life, be grateful for what is, has been, and will be, and be patient with yourself.

    NOTE: For all those who have lost loved ones during the Covid-19 pandemic and have not been able to properly say goodbye, I wish that their memory be a blessing in your life.

    Image credit: Pexels

    Originally published at tulliosiragusa.com on April 27, 2020

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    Software Isn’t Going to Eat the World

    Software Isn't Going to Eat the World

    GUEST POST from Greg Satell

    In 2011, technology pioneer Marc Andreessen declared that software is eating the world. “With lower start-up costs and a vastly expanded market for online services,” he wrote, “the result is a global economy that for the first time will be fully digitally wired — the dream of every cyber-visionary of the early 1990s, finally delivered, a full generation later.

    Yet as Derek Thompson recently pointed out in The Atlantic, the euphoria of Andreessen and his Silicon Valley brethren seems to have been misplaced. Former unicorns like Uber, Lyft, and Peloton have seen their value crash, while WeWork saw its IPO self-destruct. Hardly “the dream of every cyber-visionary.”

    The truth is that we still live in a world of atoms, not bits and most of the value is created by making things we live in, wear, eat and ride in. For all of the tech world’s astounding success, it still makes up only a small fraction of the overall economy. So, taking a software centric view, while it has served Silicon Valley well in the past, may be its Achilles heel in the future.

    The Silicon Valley Myth

    The Silicon Valley way of doing business got its start in 1968, when an investor named Arthur Rock backed executives from Fairchild Semiconductor to start a new company, which would become known as Intel. Unlike back east, where businesses depended on stodgy banks for finance, on the west coast venture capitalists, many of whom were former engineers themselves, would decide which technology companies got funded.

    Over the years, a virtuous cycle ensued. Successful tech companies created fabulously wealthy entrepreneurs and executives, who would in turn invest in new ventures. Things shifted into hyperdrive when the company Andreessen founded, Netscape, quadrupled its value on its first day of trading, kicking off the dotcom boom.

    While the dotcom bubble would crash in 2000, it wasn’t all based on pixie dust. As the economist W. Brian Arthur explained in Harvard Business Review, while traditional industrial companies were subject to diminishing returns, software companies with negligible marginal costs could achieve increasing returns powered by network effects.

    Yet even as real value was being created and fabulous new technology businesses prospered, an underlying myth began to take hold. Rather than treating software business as a special case, many came to believe that the Silicon Valley model could be applied to any business. In other words, that software would eat the world.

    The Productivity Paradox (Redux)

    One reason that so many outside of Silicon Valley were skeptical of the technology boom for a long time was a longstanding productivity paradox. Although throughout the 1970s and 80s, business investment in computer technology was increasing by more than 20% per year, productivity growth had diminished during the same period.

    In the late 90s, however, this trend reversed itself and productivity began to soar. It seemed that Andreessen and his fellow “cyber-visionaries were redeemed. No longer considered outcasts, they became the darlings of corporate America. It appeared that a new day was dawning and the Silicon Valley ethos took hold.

    While the dotcom crash deflated the bubble in 2000, the Silicon Valley machine was soon rolling again. Web 2.0 unleashed the social web, smartphones initiated the mobile era and then IBM’s Watson’s defeat of human champions on the game show Jeopardy! heralded a new age of artificial intelligence.

    Yet still, we find ourselves in a new productivity paradox. By 2005, productivity growth had disappeared once again and has remained diminished ever since. To paraphrase economist Robert Solow, we see software everywhere except in the productivity statistics.

    The Platform Fallacy

    Today, pundits are touting a new rosy scenario. They point out that Uber, the world’s largest taxi company, owns no vehicles. Airbnb, the largest accommodation provider, owns no real estate. Facebook, the most popular media owner, creates no content and so on. The implicit assumption is that it is better to build software that makes matches than to invest in assets.

    Yet platform-based businesses have three inherent weaknesses that aren’t always immediately obvious. First, they lack barriers to entry, which makes it difficult to create a sustainable competitive advantage. Second, they tend to create “winner-take-all” markets so for every fabulous success like Facebook, you can have thousands of failures. Finally, rabid competition leads to high costs.

    The most important thing to understand about platforms is that they give us access to ecosystems of talent, technology and information and it is in those ecosystems where the greatest potential for value creation lies. That’s why, to become profitable, platform businesses eventually need to invest in real assets.

    Consider Amazon: Almost two thirds of Amazon’s profits come from its cloud computing unit, AWS, which provides computing infrastructure for other organizations. More recently, it bought Whole Foods and began opening Amazon Go retail stores. The more that you look, Amazon looks less like a platform and more like a traditional pipeline business.

    Reimagining Innovation for a World of Atoms

    The truth is that the digital revolution, for all of the excitement and nifty gadgets it has produced, has been somewhat of a disappointment. Since personal computers first became available in the 1970’s we’ve had less than ten years of elevated productivity growth. Compare that to the 50-year boom in productivity created in the wake of electricity and internal combustion and it’s clear that digital technology falls short.

    In a sense though, the lack of impact shouldn’t be that surprising. Even at this late stage, information and communication technologies only make up for about 6% of GDP in advanced economies. Clearly, that’s not enough to swallow the world. As we have seen, it’s barely enough to make a dent.

    Yet still, there is great potential in the other 94% of the economy and there may be brighter days ahead in using computing technology to drive advancement in the physical world. Exciting new fields, such as synthetic biology and materials science may very well revolutionize industries like manufacturing, healthcare, energy and agriculture.

    So, we are now likely embarking on a new era of innovation that will be very different than the digital age. Rather than focused on one technology, concentrated in one geographical area and dominated by a handful of industry giants, it will be widely dispersed and made up of a diverse group of interlocking ecosystems of talent, technology and information.

    Make no mistake. The future will not be digital. Instead, we will need to learn how to integrate a diverse set of technologies to reimagine atoms in the physical world.

    — Article courtesy of the Digital Tonto blog
    — Image credit: Pixabay

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