Category Archives: Change

Engaging Distributed Teams in Remote Work

Engaging Distributed Teams in Remote Work

GUEST POST from Art Inteligencia

The shift to remote work, accelerated by global events, has fundamentally reshaped how organizations operate. While offering unparalleled flexibility and access to a global talent pool, it presents unique challenges, particularly in maintaining engagement and fostering innovation within distributed teams. As a human-centered change and innovation thought leader, I’ve observed that simply providing tools isn’t enough; true engagement stems from intentional design and continuous effort centered around the human experience.

The goal isn’t just to make remote work work; it’s to make it thrive. We must move beyond replicating office norms online and instead embrace new paradigms that leverage the distinct advantages of a distributed model. This means focusing on clear communication, psychological safety, shared purpose, and opportunities for both individual growth and collective impact.

The Core Challenge: Bridging the Distance Gap

The primary hurdle in engaging distributed teams is overcoming the inherent distance gap – not just geographical, but also psychological and emotional. When team members aren’t sharing the same physical space, casual interactions that build rapport and understanding are diminished. This can lead to feelings of isolation, reduced collaboration, and a decline in spontaneous innovation. Without careful attention, distributed teams risk becoming transactional rather than relational.

To bridge this gap, organizations must proactively cultivate a culture of connection. This involves establishing clear channels for both formal and informal communication, investing in technologies that facilitate rich interaction, and, most importantly, empowering team leaders to act as facilitators of connection rather than just task managers.


Strategies for Enhanced Engagement

1. Foster Psychological Safety

Psychological safety is the bedrock of any high-performing team, and it’s even more critical in a remote setting. Team members need to feel safe to express ideas, ask questions, admit mistakes, and even challenge the status quo without fear of negative repercussions. In a distributed environment, where non-verbal cues are limited, leaders must explicitly create this safe space.

  • Be Accessible and Transparent: Leaders should make themselves visible and approachable. Regular “ask me anything” sessions, open office hours, and transparent communication about company performance can build trust.
  • Encourage Vulnerability: Leaders can model vulnerability by sharing their own challenges or lessons learned, making it easier for others to do the same.
  • Celebrate Learning from Failure: Shift the narrative from “failure is bad” to “failure is a learning opportunity.” When mistakes happen, focus on the insights gained and how to improve.

2. Prioritize Intentional Communication

Communication in distributed teams cannot be left to chance. It requires a deliberate strategy that accounts for different time zones, communication styles, and the nuances of digital interaction.

  • Establish Communication Norms: Define when and how different communication channels (e.g., Slack for quick questions, email for formal announcements, video calls for discussions) should be used.
  • Regular Synchronous Touchpoints: While flexibility is key, scheduled video meetings for team syncs, project updates, and social check-ins are crucial for maintaining cohesion. Make sure these meetings have clear agendas and defined outcomes.
  • Asynchronous Collaboration Tools: Leverage tools like shared documents, project management software, and asynchronous video messages (e.g., Loom) to allow team members to contribute on their own schedules. This is especially vital for global teams.

3. Cultivate a Shared Purpose and Vision

When working remotely, it’s easy for individuals to lose sight of the bigger picture. Regularly reiterating the team’s mission, vision, and how individual contributions align with organizational goals helps maintain motivation and a sense of collective purpose.

  • Communicate Impact: Regularly share success stories and the positive impact of the team’s work on customers or the organization.
  • Co-create Goals: Involve the team in setting goals and objectives. When individuals have a say in what they’re working towards, they’re more invested.

4. Invest in Technology and Training

The right tools are enablers, not solutions in themselves. Organizations must invest in robust, user-friendly platforms that support seamless collaboration and communication. Equally important is providing training on how to effectively use these tools and best practices for remote work.

  • Collaboration Platforms: Tools like Microsoft Teams, Slack, Zoom, and Google Workspace are essential.
  • Project Management Software: Asana, Trello, Jira, or Monday.com can help keep projects organized and transparent.
  • Virtual Whiteboards: Miro or Mural can facilitate brainstorming and creative problem-solving sessions.

Case Studies

Case Study 1: “Agile All-Stars” at a Global Tech Company

A large, global tech company struggled with disengagement among its distributed agile development teams. While they had all the standard tools, team members felt disconnected and innovation was stagnating. Leadership’s approach focused on re-humanizing the remote experience.

  1. Implemented “Virtual Coffee Breaks”: Teams were encouraged to schedule 15-minute informal video calls twice a week with no agenda, just for casual chat.
  2. Introduced “Innovation Sprints”: Instead of continuous, siloed work, teams dedicated one day a month to cross-functional “innovation sprints” using virtual whiteboards, focusing on solving challenging problems unrelated to their immediate backlog. This fostered cross-pollination of ideas and built stronger inter-team relationships.
  3. Leadership Training on Empathy: Team leads received specific training on active listening, recognizing signs of disengagement remotely, and initiating empathetic conversations.

Results:

Within six months, employee engagement scores for these teams increased by 15%. The innovation sprints led to two significant product enhancements that were subsequently adopted company-wide, demonstrating the power of focused, collaborative efforts in a distributed setting.


Case Study 2: “The Creative Collective” at a Marketing Agency

A mid-sized marketing agency, traditionally office-centric, faced a steep learning curve with remote work. Their creative teams, used to spontaneous brainstorming in person, found virtual collaboration stifling. Leadership’s intervention centered on structured creativity and celebrating small wins.

  1. Designed “Virtual Brainstorming Playbooks”: The agency developed clear guidelines and templates for virtual brainstorming sessions, utilizing tools like Mural for visual collaboration. These playbooks included warm-up exercises and structured ideation techniques.
  2. Implemented “Show & Tell” Sessions”: Every Friday, teams held a “Show & Tell” where individuals could share a personal project, a new skill learned, or simply something that inspired them outside of work. This built personal connections and shared interests.
  3. Created a “Kudos” Channel: A dedicated Slack channel was set up for public recognition of achievements, big or small. This fostered a culture of appreciation and acknowledged contributions that might otherwise go unnoticed in a remote setting.

Results:

The agency saw a noticeable improvement in the quality and quantity of creative ideas generated remotely. Team cohesion strengthened, evidenced by a 20% reduction in voluntary turnover among creative staff in the first year of the new initiatives. The “Kudos” channel became one of the most active communication streams, demonstrating the positive impact of public recognition.


The Future of Remote Engagement

Engaging distributed teams in remote work isn’t a one-time fix; it’s an ongoing journey of adaptation and improvement. Organizations must remain agile, continuously solicit feedback from their employees, and be willing to experiment with new approaches. The key is to remember that behind every screen is a human being with unique needs, aspirations, and challenges. By prioritizing human-centered design in our remote work strategies, we can unlock the full potential of distributed teams, fostering environments where innovation thrives, and individuals feel connected, valued, and empowered to do their best work, no matter where they are. 🌍💡

Extra Extra: 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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Top 10 Human-Centered Change & Innovation Articles of August 2022

Top 10 Human-Centered Change & Innovation Articles of August 2022Drum 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 August’s ten most popular innovation posts:

  1. Why Amazon Wants to Sell You Robots — by Shep Hyken
  2. Now is the Time to Design Cost Out of Our Products — by Mike Shipulski
  3. How Consensus Kills Innovation — by Greg Satell
  4. The Four Secrets of Innovation Implementation — by Shilpi Kumar
  5. Reset and Reconnect in a Chaotic World — by Janet Sernack
  6. This 9-Box Grid Can Help Grow Your Best Future Talent — by Soren Kaplan
  7. ‘Fail Fast’ is BS. Do This Instead — by Robyn Bolton
  8. The Power of Stopping — by Mike Shipulski
  9. The Battle Against the Half-Life of Learning — by Douglas Ferguson
  10. The Phoenix Checklist – Strategies for Innovation and Regeneration — by Teresa Spangler

BONUS – Here are five more strong articles published in July 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 two years:

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Unlocking the Power of Cause and Effect

Unlocking the Power of Cause and Effect

GUEST POST from Greg Satell

In 2011, IBM’s Watson system beat the best human players in the game show, Jeopardy! Since then, machines have shown that they can outperform skilled professionals in everything from basic legal work to diagnosing breast cancer. It seems that machines just get smarter and smarter all the time.

Yet that is largely an illusion. While even a very young human child understands the basic concept of cause and effect, computers rely on correlations. In effect, while a computer can associate the sun rising with the day breaking, it doesn’t understand that one causes the other, which limits how helpful computers can be.

That’s beginning to change. A group of researchers, led by artificial intelligence pioneer Judea Pearl, are working to help computers understand cause and effect based on a new causal calculus. The effort is still in its nascent stages, but if they’re successful we could be entering a new era in which machines not only answer questions, but help us pose new ones.

Observation and Association

Most of what we know comes from inductive reasoning. We make some observations and associate those observations with specific outcomes. For example, if we see animals going to a drink at a watering hole every morning, we would expect to see them at the same watering hole in the future. Many animals share this type of low-level reasoning and use it for hunting.

Over time, humans learned how to store these observations as data and that’s helped us make associations on a much larger scale. In the early years of data mining, data was used to make very basic types of predictions, such as the likelihood that somebody buying beer at a grocery store will also want to buy something else, like potato chips or diapers.

The achievement over the last decade or so is that advancements in algorithms, such as neural networks, have allowed us to make much more complex associations. To take one example, systems that have observed thousands of mammograms have learned to associate the ones that show a tumor with a very high degree of accuracy.

However, and this is a crucial point, the system that detects cancer doesn’t “know” it’s cancer. It doesn’t associate the mammogram with an underlying cause, such as a gene mutation or lifestyle choice, nor can it suggest a specific intervention, such as chemotherapy. Perhaps most importantly, it can’t imagine other possibilities and suggest alternative tests.

Confounding Intervention

The reason that correlation is often very different from causality is the presence of something called a confounding factor. For example, we might find a correlation between high readings on a thermometer and ice cream sales and conclude that if we put the thermometer next to a heater, we can raise sales of ice cream.

I know that seems silly, but problems with confounding factors arise in the real world all the time. Data bias is especially problematic. If we find a correlation between certain teachers and low test scores, we might assume that those teachers are causing the low test scores when, in actuality, they may be great teachers who work with problematic students.

Another example is the high degree of correlation between criminal activity and certain geographical areas, where poverty is a confounding factor. If we use zip codes to predict recidivism rates, we are likely to give longer sentences and deny parole to people because they are poor, while those with more privileged backgrounds get off easy.

These are not at all theoretical examples. In fact, they happen all the time, which is why caring, competent teachers can, and do, get fired for those particular qualities and people from disadvantaged backgrounds get mistreated by the justice system. Even worse, as we automate our systems, these mistaken interventions become embedded in our algorithms, which is why it’s so important that we design our systems to be auditable, explainable and transparent.

Imagining A Counterfactual

Another confusing thing about causation is that not all causes are the same. Some causes are sufficient in themselves to produce an effect, while others are necessary, but not sufficient. Obviously, if we intend to make some progress we need to figure out what type of cause we’re dealing with. The way to do that is by imagining a different set of facts.

Let’s return to the example of teachers and test scores. Once we have controlled for problematic students, we can begin to ask if lousy teachers are enough to produce poor test scores or if there are other necessary causes, such as poor materials, decrepit facilities, incompetent administrators and so on. We do this by imagining counterfactual, such as “What if there were better materials, facilities and administrators?”

Humans naturally imagine counterfactuals all the time. We wonder what would be different if we took another job, moved to a better neighborhood or ordered something else for lunch. Machines, however, have great difficulty with things like counterfactuals, confounders and other elements of causality because there’s been no standard way to express them mathematically.

That, in a nutshell, is what Judea Pearl and his colleagues have been working on over the past 25 years and many believe that the project is finally ready to bear fruit. Combining humans innate ability to imagine counterfactuals with machines’ ability to crunch almost limitless amounts of data can really be a game changer.

Moving Towards Smarter Machines

Make no mistake, AI systems’ ability to detect patterns has proven to be amazingly useful. In fields ranging from genomics to materials science, researchers can scour massive databases and identify associations that a human would be unlikely to detect manually. Those associations can then be studied further to validate whether they are useful or not.

Still, the fact that our machines don’t understand concepts like the fact that thermometers don’t increase ice cream sales limits their effectiveness. As we learn how to design our systems to detect confounders and imagine counterfactuals, we’ll be able to evaluate not only the effectiveness of interventions that have been tried, but also those that haven’t, which will help us come up with better solutions to important problems.

For example, in a 2019 study the Congressional Budget Office estimated that raising the national minimum wage to $15 per hour would result in a decrease in employment from zero to four million workers, based on a number of observational studies. That’s an enormous range. However, if we were able to identify and mitigate confounders, we could narrow down the possibilities and make better decisions.

While still nascent, the causal revolution in AI is already underway. McKinsey recently announced the launch of CausalNex, an open source library designed to identify cause and effect relationships in organizations, such as what makes salespeople more productive. Causal approaches to AI are also being deployed in healthcare to understand the causes of complex diseases such as cancer and evaluate which interventions may be the most effective.

Some look at the growing excitement around causal AI and scoff that it is just common sense. But that is exactly the point. Our historic inability to encode a basic understanding of cause and effect relationships into our algorithms has been a serious impediment to making machines truly smart. Clearly, we need to do better than merely fitting curves to data.

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

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Laddering Up Your Career Portfolio

Laddering Up Your Career Portfolio

GUEST POST from Arlen Meyers, M.D.

A career used to describe your roles in one company throughout your working life, like a career at Monsanto, Deloitte, a university or IBM. But, the workplace and generational attitudes have changed, along with a prolonged life expectancy, so careers now mean something different. Now, a career includes all the roles you undertake throughout your life – education, training, paid and unpaid work, family, volunteer work, leisure activities and more.

In today’s world the term career is seen as a continuous process of learning and development. For physicians, those activities that contribute to a career can include:

  • training
  • education
  • employment
  • work experience
  • community activities
  • enterprise activities
  • employment
  • different life roles
  • volunteer work
  • leisure activities

The traditional career ladder for doctors meant 4 years of college, 4 years of medical school and then 4-6 years of residency or fellowship followed by 30-40 years of practice, if not more. The contemporary career trajectory is much different. Exit ramps exist and clinical practice half-lives are shorter.

Investment advisers often suggest bond laddering as an investment risk management strategy. A bond ladder is the name given to a portfolio of bonds with different maturities. For example, you buy bonds with maturation dates that are 1 year, 3 years,5 years and 10 years with variable returns. When one matures, you retire it and buy another on the ladder. Physician entrepreneurs should consider doing the same with their careers as a way to hedge career risk. Doctors, like most everyone, need some side gigs. But, you don’t want to quit your day job until the time is right.

Career laddering is a also a way to leverage your impact. As you move how you spend your time on one thing to another, the results of your efforts should be more meaningful and impactful, whether it be helping more people, helping to solidify your personal brand or creating a higher return the investement of your time. Think about your position, authority, and influence. How are you using them to positively impact the lives of your sphere?

Instead of putting all of your eggs in one basket, diversify your interests and job roles, gradually retiring one to assume another. For example, while clinical practice is the focus of most doctors, take time to build your interest portfolio and dedicate the requisite time and attention to those roles to build value in them. Such roles can be teaching, volunteering, advising, writing, consulting,entrepreneurship or many others. Then, when it’s time, prune or retire one of the roles to assume another on the ladder.

The strategy also applies to advising or consulting. At some point, if you have done things right, people will be coming to you to ask for help. Here are some tips on how to navigate the gig economy.

For example, you might want to apply these criteria to whether you accept your next gig based on fit:

  1. Does it meet your personal and professional needs?
  2. Do you trust the people ?
  3. Do you think the business is viable and how long will it take?
  4. What are the next critical success factors and do you have the knowledge, skills, attitudes and competencies to deliver them?
  5. Are you satisfied with the compensation being offered?
  6. Is there a conflict of interest with other projects?
  7. How much will this intrude into your non-work life and other commitments?
  8. Is the problem the company wants to solve important to you?
  9. How much time, effort and travel is expected?
  10. How much liability is there?

Don’t get stuck in the three boxes of life. Laddering jobs during your career, including after traditional retirement age as an encore career, is a great way to keep you engaged and satisfied.

Here is the case against early retirement. Many of these studies clearly show that health problems intensify after workers qualify for retirement benefits and abate after policies encouraging work are introduced. In addition, there are financial and social consequences.

The word is out. For the first time in 57 years, the participation rate in the labor force of retirement-age workers has cracked the 20 percent mark, according to a new report from money manager United Income (PDF). Some work longer because they want to. Most do it because they think they have to.

What’s more, since social security costs will exceed income in 2020, by delaying retirement ,you will be doing your part for your country’s budget.

You don’t have to do all this full time. Instead you can be a digital nomad or follow the 10/20/30 plan.

Some cities or towns will pay you to move there. Job switching for higher pay is common.

Create a career portfolio and rethink your encore career: You lower your risk, increase your return and can wake up with a smile on your face having made a wise investment.

Image credit: Pixabay

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Measuring Employee Satisfaction and Engagement

Measuring Employee Satisfaction and Engagement

GUEST POST from Art Inteligencia

In today’s hyper-competitive and ever-evolving business landscape, what truly separates the thriving organizations from those merely surviving? It’s not just about technology or market share; it’s about the **people**. As a thought leader in human-centered change and innovation, I’ve seen firsthand that the heart of organizational resilience and future success lies in understanding, nurturing, and actively responding to the needs and aspirations of your workforce.

Gone are the days when a once-a-year, generic satisfaction survey was sufficient. Today, we need a continuous, multi-faceted approach that delves deeper than surface-level sentiment, uncovering the true drivers of engagement and identifying opportunities for meaningful change. Measuring employee satisfaction and engagement isn’t just a “nice to have” HR function; it’s a strategic imperative for fostering innovation and maintaining a competitive edge.

The Innovation-Engagement Nexus

Let’s be unequivocally clear: highly satisfied and deeply engaged employees are the bedrock of innovation. When individuals feel valued, heard, and genuinely connected to their work and the organization’s overarching purpose, they are far more likely to contribute groundbreaking ideas, take calculated risks, and collaborate effectively across teams. This intrinsic motivation fuels a virtuous cycle of creativity and problem-solving.

“Engaged employees don’t just do their jobs; they own their jobs. They are the proactive problem-solvers, the spontaneous innovators, and the most powerful advocates for your organization.”

Conversely, disengagement breeds stagnation, high turnover, and a palpable resistance to essential organizational change. Consider the hidden, yet substantial, cost of *dis*engagement: lost productivity, increased recruitment and training expenses, diminished morale, and a significant drag on an organization’s adaptive capacity. In stark contrast, organizations that cultivate high levels of satisfaction and engagement consistently experience superior financial performance, higher customer satisfaction, and a thriving culture of creativity that attracts and retains top talent.

Beyond the Annual Survey: A Holistic Listening Ecosystem

While traditional annual surveys still hold value as benchmarks and provide a broad overview, they are merely one piece of a much larger puzzle. To truly measure employee satisfaction and engagement effectively, we must embrace a holistic listening ecosystem that integrates various feedback mechanisms into the very fabric of the organization.

Key Strategies and Methods:

  • Pulse Surveys: Implement short, frequent surveys (weekly, bi-weekly, or monthly) focused on specific, timely aspects of the employee experience. These allow for real-time insights into sentiment shifts and can quickly identify emerging issues or celebrated successes. Think of them as vital signs, constantly monitored to ensure organizational health and agility.Example Questions for Pulse Surveys: “On a scale of 1-5, how supported do you feel by your manager this week?” or “I clearly understand how my work contributes to the company’s goals. (Agree/Disagree)”
  • One-on-One Conversations and Stay Interviews: Frontline managers are critical conduits for understanding nuanced employee sentiment. Regular, meaningful one-on-one meetings provide a safe, confidential space for open dialogue and individual problem-solving. Proactively conducting “stay interviews” with valuable employees (who are *not* looking to leave) can reveal precisely what keeps them engaged and satisfied, offering invaluable, proactive insights into long-term retention drivers.
  • Anonymous Feedback Channels: Establish diverse, easily accessible, and truly anonymous platforms such as digital suggestion boxes, dedicated online forums, or specialized HR tech tools. These channels empower employees to share honest feedback without fear of reprisal, which is particularly valuable for identifying sensitive issues, uncovering systemic problems, or fostering psychological safety that might otherwise go unaddressed.
  • Ethical Behavioral Analytics: While requiring careful implementation, robust ethical guidelines, and absolute transparency with employees, analyzing aggregated, anonymized data from digital workplace tool usage (e.g., collaboration platforms, communication patterns), and internal network interactions can provide macro-level insights into team dynamics, workload distribution, and potential friction points. This is about understanding collective patterns, not individual surveillance.
  • Performance Reviews (Reimagined as Growth Conversations): Move beyond traditional performance reviews as mere appraisal tools. Transform them into dynamic, future-focused development conversations where employees actively participate in setting meaningful goals, discussing career aspirations, identifying skill gaps, and providing upward feedback to their managers. This shifts the focus from evaluation to empowerment.
  • Internal Promotion and Retention Rates: These are powerful lagging indicators that speak volumes about your organizational health. A consistently high internal promotion rate signals robust opportunities for career growth and a strong commitment to investing in your existing talent, which are key drivers of long-term satisfaction and loyalty. Conversely, high turnover, especially among new hires or specific demographics, unequivocally indicates issues with onboarding, cultural fit, or the overall employee experience that demand immediate attention.

Case Studies in Action

To truly illustrate the power of a comprehensive, human-centered approach, let’s explore how two distinct organizations embraced innovative methods for measuring and proactively improving employee satisfaction and engagement:

Case Study 1: “InnovateCo” – From Annual Survey to Continuous Listening

InnovateCo, a rapidly growing tech startup renowned for its agile development, traditionally relied on a lengthy, cumbersome annual employee satisfaction survey. While it provided a data snapshot, the insights were often stale by the time comprehensive action plans could be developed and implemented. A persistent, unexplained high turnover rate in their engineering and product development departments indicated a deeper, underlying problem that the infrequent survey wasn’t capturing.

Intervention: InnovateCo collaborated with a human-centered design firm to implement a dynamic “Feedback Fusion Platform” and a “Continuous Listening Program.” They transitioned to weekly pulse surveys, strategically focused on specific, actionable themes like “My manager provides constructive feedback” or “I feel comfortable voicing new ideas.” Alongside this, anonymous digital suggestion boxes were introduced, powered by AI for sentiment analysis and thematic categorization. Crucially, managers were intensively trained on conducting effective “stay interviews” and how to proactively use the real-time pulse survey data to inform their one-on-one coaching and team discussions. This shifted the burden of feedback collection from a single annual event to an ongoing, integrated process.

Results: Within just six months, InnovateCo experienced a remarkable 15% improvement in overall employee engagement scores as measured by their agile pulse surveys. Turnover in previously problematic departments decreased by a significant 10%, directly attributable to proactive interventions. For instance, a recurring theme about “meeting overload” surfaced quickly through the anonymous feedback and pulse survey data. The company responded decisively by implementing “No-Meeting Wednesdays” and introducing clear guidelines for meeting efficacy, leading to a palpable boost in perceived productivity, reduced stress, and improved work-life balance. This direct link between continuous feedback and tangible, visible action fostered an unparalleled culture of trust and psychological safety, empowering employees to innovate more freely and enthusiastically.

Case Study 2: “Global Connect Solutions” – Beyond Numbers to Rich Narratives

Global Connect Solutions, a large, established multinational consulting firm, faced the complex challenge of a diverse, geographically dispersed workforce spanning multiple continents. While their global Employee Net Promoter Score (eNPS) remained relatively stable, qualitative feedback from exit interviews and sporadic town halls suggested a significant cultural disconnect between different regions and a worrying lack of understanding regarding nuanced local drivers of engagement.

Intervention: Global Connect recognized the limitations of purely quantitative data and augmented its existing metrics with a “Global Pulse & Narrative Engine.” This innovative initiative involved deploying small, culturally sensitive, anonymous virtual focus groups facilitated by third-party consultants in each major region. These sessions allowed for deeper, qualitative insights into highly specific pain points, local cultural dynamics, and regional successes. They also courageously launched an internal “Story Share” platform where employees could voluntarily submit short video testimonials or written accounts of their personal experiences, highlighting moments of pride, collaborative breakthroughs, and even overcoming challenges. While participation was voluntary, the raw authenticity and diversity of the shared stories resonated deeply across the organization, creating a powerful sense of empathy and shared experience.

Results: The Narrative Collection Initiative proved transformative, revealing stark, previously unknown differences in work-life balance expectations, recognition preferences, and communication styles across regions that the aggregate eNPS alone completely missed. For example, in one Asian market, employees unequivocally valued structured, transparent career progression paths above all else, whereas in a European market, radical flexibility and autonomy were paramount. This granular, qualitative understanding enabled Global Connect to profoundly tailor and localize their engagement strategies, moving decisively away from a rigid, one-size-fits-all global approach. The “Story Share” platform, surprisingly, evolved into a powerful internal marketing and community-building tool, fostering a powerful sense of shared identity and purpose that transcended geographical and cultural boundaries. This directly led to a measurable uptick in cross-regional project collaborations and a noticeable increase in highly qualified employee referrals, demonstrating the power of understanding the human story behind the data.

Taking Action: The Imperative of Response

Measuring employee satisfaction and engagement, no matter how sophisticated the methods, is only half the battle. The true, transformative value lies in **acting** on the insights gained. When employees consistently see their feedback translate into tangible improvements, it profoundly reinforces their belief in the process, strengthens their trust in leadership, and deepens their commitment to the organization. Conversely, collecting data without acting on it is worse than not collecting it at all – it erodes trust and breeds cynicism.

Key Principles for Action:

  • Transparency: Communicate survey results openly and honestly, both the positive findings and the areas needing improvement. Explain *why* certain actions are being taken (or not taken).
  • Accountability: Assign clear ownership for addressing identified issues to specific teams or individuals. Establish measurable goals and track progress, sharing updates regularly with the workforce.
  • Iteration & Agility: Treat employee engagement as an ongoing journey, not a finite destination. Continuously refine your measurement methods and action plans based on new insights, emerging trends, and evolving employee needs. Be prepared to adapt and iterate.
  • Empower Managers: Equip managers with the training, tools, and authority to address engagement issues within their own teams. They are often the most influential touchpoint for employee experience.

The Future is Human-Centered

By embracing a truly human-centered, data-driven, and relentlessly action-oriented approach to measuring employee satisfaction and engagement, organizations can unlock the full, untapped potential of their workforce. This strategic focus is not just about making employees “happy” in a superficial sense; it’s about building a robust, adaptive, and inherently innovative culture that is future-proofed against disruption. It’s about creating an environment where every individual feels empowered to contribute their best, drive meaningful change, and ultimately, help shape a more successful tomorrow.

Invest in understanding your people, and they will invest their ingenuity and passion back into your organization. This is the cornerstone of sustainable growth and enduring innovation.

Extra Extra: 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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Process Keepers Hold the Keys to Change

Process Keepers Hold the Keys to Change

GUEST POST from Mike Shipulski

If you want to improve the work, ask the people who do the work. They know the tools and templates. They know the ins and outs of the process. They know when and how to circumvent the process. And they know what will break if you try to change the process. And what breaks is the behavior of the people that use the process.

When a process changes, people’s behavior does not. Once people learn the process, they want to continue to work that way. It’s like their bodies know what to do without even thinking about it. But on the other hand, when a process doesn’t meet the need, people naturally modify their behavior to address the shortcomings of the process. And in this case, people’s behavior doesn’t match the process yet they standardize their behavior on circumventing the process. Both of these realities – people like to do what they did last time and people modify their behavior to address shortcomings of the process – make it difficult for people to change their behavior when the process changes.

When the process doesn’t work but the modified behavior does, change the process to match the modified behavior. When that’s not possible, ask the people why they modified their behavior and ask them to come up with a process that is respectful of their on-the-fly improvements and respectful of the company’s minimum requirements for their processes.

When the process doesn’t work but the people are following it anyway, ask them to come up with ways to improve the process and listen to their ideas. Then, run a pilot of their new process on the smallest scale and see what happens. If it makes things better, adopt the process on a larger scale and standardize on the new way to work. If it makes things worse, stop the pilot and try another improvement suggested by the team, again on a small scale. Repeat this process until the process performs satisfactorily.

When the people responsible for doing the work are given the opportunity to change their processes for the better, there’s a good chance the broader population that uses the process will ultimately align their behavior to the new process. But the change will not be immediate and there may be some backsliding. But, because the keepers of the process feel ownership of the new process and benefit from the change, they will continue to reinforce the new behavior until it becomes new behavior. And if it turns out the new process needs to be modified further, the keepers of the process will make those changes and slowly align the behavior to match the process.

When the new process is better than the old one, people will ultimately follow the new process. And the best way to make the new process better than the old one is to ask the people who do the work.

Image credit: Old Photo Profile

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The Battle Against the Half-Life of Learning

The Battle Against the Half-Life of Learning

GUEST POST from Douglas Ferguson

Leading with learning in mind is a necessary skill to consistently innovate as a team. Continually learning and revisiting skill sets is crucial to combating the half-life of learning.

As leaders, it’s important to make time available to our employees to freshen up their skills and knowledge through programs and tools. It’s equally important to ask ourselves, “how am I helping to provide the right resources?”.

Below, we’ll discuss the following:

  • What is the half-life of learning?
  • How can we contribute as leaders?
  • Why should individual growth be the focus?

What is the half-life of learning?

Now, what is the half-life of learning? For one, it’s something that is not talked about frequently enough. It affects all of us, no matter what we specialize in and touch day-to-day. It lives within marketing campaigns, our bodies, the living things around us, our skill sets, and more.

Put succinctly, it’s the halfway point of one’s strength becoming ineffective. Regarding learning or knowledge, the half-life is the halfway point for a current skill set or facts to no longer be true or effective. 

Ernest Rutherford discovered the concept of a half-life within the context of science. He deduced that it takes a certain period of time for an element to decay halfway.

For example, we can ask, “what’s the half-life of caffeine in a group of 100 people?“ Caffeine’s half-life is about five fours. By the fifth hour, the caffeine’s effects have fully diminished within half (50/100) of the people. Within the half-life period of the next five hours, the effects expire on half of the remaining 50 people (25/100), and so on. Like any other element, its effects vary per person, but the half-life serves as a comprehensible range for its lifespan.

We can also practically apply this to work. Within marketing, how long can a campaign represent relevant and effective information? Within learning, how long are someone’s learned skills still relevant?

Say that you’ve been operating with skills you learned years ago. Since then, your competitive advantage with those learned skills has diminished. The World Economic Forum claims that “the half-life of a job skill is about five years (meaning that every five years, that skill is about half as valuable as it was before).”

How can we contribute as leaders?

Suppose you consciously support your employees in real learning, educating themselves, participating in important programs within their specialty, etc… In that case, they remain relevant in their field and are significantly more valuable in their role. It’s a no-brainer when spelled out. As leaders, we need to make this a priority and hold ourselves and others accountable for staying ahead rather than playing catch-up.

We lose information without practice and reinforcement. Putting this concept into practice is critical to working against the half-life of learning.

How are we approaching accountability in this realm? These organizations offer structuring opportunities for learning and upkeep accountability. At Voltage Control, we have programs designed to keep organizations on track and sustain change.

Maintaining a competitive advantage requires this continual learning. An environment for innovation can only be cultivated by staying ahead of the curve with knowledge and skills.

What are the best resources for knowledge? Knowledge can be taught with content. Find the relevant educational content, and commit to time with it regularly. Are there education programs that employees can attend? Who in the space is in the business of educating others? We should be absorbing information that’s new to us.

It’s also key to observe trends within certain fields. What is changing within their expertise in the next ten years, and is knowledge or experience required?

What are the best resources for skills? They’ve learned through experience with others. The more we can encourage collaboration amongst individuals, the better our team. We develop skills by learning from those with more or different experiences, so it’s important to have confidence in your team’s structure and provide room for growth within the company, as well as to educate individuals about the half-life of learning so that they’re invested in their growth.

Setting aside time specifically for continuing education in both knowledge and skills is vital.

Where are we headed?

As innovators, not only do we need to be ready to address change. We need to expect it and get well ahead of it.

Within the workplace, demand does not match supply long-term. In 2020, the World Economic Forum claimed, “This lack of attention to upscaling will lead to an urgent disparity between workers and jobs. In the future, nine out of 10 jobs will require digital skills, yet today 44% of Europeans age 16 to 43 lack even basic digital abilities. In Europe, the impending skills gap will lead to 1.67 million unfilled vacancies for ICT professionals by 2025.”

The world around us is constantly evolving.

The half-life of learning is something to be embraced. It’s an opportunity to recognize that everyone’s skills fade and that innovation will always play a role in our lives. It’s a matter of whether we choose to continue learning or accept our past experience as the extent of it. Learning and management play equal roles in the workplace. To impact our work, leaders need to allow employees the time and resources to develop and learn information relevant to business goals.

Why should individual growth be the focus?

Keeping this half-life of learning in mind is crucial from a hiring perspective. Degrees from decades ago have little to nothing to do with the knowledge that’s relevant now. Thinking long-term, it’s also important to consider how roles need to evolve with time. Automation is likely to greatly impact needed skill sets in the current decade. For example, McKinsey claims, “6 of 10 current occupations have more than 30% of technically automatable activities.” They claim that while job opportunities will still exist, a significant portion of the population will need to learn new skill sets to remain relevant.

People need to feel that there’s room for groove within their rules and that their responsibilities can develop as they do. How are we allowing employees to explore their interests and strengths? Are we using them to our advantage within the organization? Are we allowing them the flexibility to understand their strengths and value?

Article originally published on VoltageControl.com

Image Credit: Pixabay

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Designing Your Organization for Transformation

Designing Your Organization for Transformation

GUEST POST from Greg Satell

The March on Washington, in which Martin Luther King Jr. delivered his famous “I Have a Dream” speech, is one of the most iconic events in American history. So it shouldn’t be surprising that when anybody wants to drive change in the United States, they often begin with trying to duplicate that success.

Yet that’s a gross misunderstanding of why the march was successful. As I explain in Cascades, the civil rights movement didn’t become powerful because of the March on Washington, the March on Washington took place because the civil rights movement became powerful. It was part of the end game, not an opening shot.

Unfortunately, many corporate transformations make the same mistake. They try to drive change without preparing the ground first. So it shouldn’t be surprising that McKinsey has found that only about a quarter of transformational efforts succeed. Make no mistake, transformation is a journey, not a destination, and you start by preparing the ground first.

Start with a Keystone Change

Every successful transformation starts out with a vision, such as racial equality in the case of the civil rights movement. Yet to be inspiring, a vision needs to be aspirational, which means it is rarely achievable in any practical time frame. A good vision is more of a beacon than it is a landmark.

That’s probably why every successful transformation I found in my research first had to identify a keystone change which had a tangible and concrete objective, involved multiple stakeholders and paved the way for future change. In some cases, there are multiple keystone changes being pursued at once seeking to influence different institutions.

For example, King and his organization, the Southern Christian Leadership Conference (SCLC), mobilized southern blacks, largely through religious organizations, to influence the media and politicians. At the same time, through their work at the NAACP, Charles Hamilton Houston and Thurgood Marshall worked to influence the judicial system to eliminate segregation.

The same principle holds for corporate transformations. When Paul O’Neill set out to turnaround Alcoa in the 1980s, he started by improving workplace safety and, more recently, at Experian, when CIO Barry Libenson set out to move his company to the cloud, he started with internal APIs. In both cases, the stakeholders won over in achieving the keystone change also played a part in bringing about the larger vision.

Lead with Values

Throughout his career, Nelson Mandela was accused of being a communist, an anarchist and worse. Yet when confronted with these, he would always point out that nobody needed to guess what he believed, because it was all written down in the Freedom Charter way back in 1955. Those values signaled to everybody, both inside and outside of the anti-apartheid movement, what they were fighting for.

In a similar vein, when Lou Gerstner arrived at IBM in the early 90s, he saw that the once great company had lost sight of its values. For example, its salespeople were famous for dressing formally, but that was merely an early manifestation of a value. The original idea was to be close to customers and, since most of IBM’s early customers were bankers, salespeople dressed formally. Yet if customers were now wearing khakis, it was okay for IBM’ers to do so as well.

Another long held value at IBM was a competitive spirit, but IBM executives had started to compete with each other internally rather than working to beat the competition. So Gerstner worked to put a stop to the bickering, even firing some high-placed executives who were known for infighting. He made it clear, through personal conversations, emails and other channels that in the new IBM the customer would come first.

What’s important to remember about values is, if they are to be anything more than platitudes, you have to be willing to incur costs to live up to them. When Nelson Mandela rose to power, he couldn’t oppress white South Africans and live up to the values in the Freedom Charter. At IBM, Gerstner was willing to give up potential revenue on some sales to make his commitment to the customer credible.

Build a Network of Small Groups

With attendance at its weekend services exceeding 20,000, Rick Warren’s Saddleback Church is one of the largest congregations in the world. Yet much like the March on Washington, the mass of people obscures the networks that underlie the church and are the source of its power.

The heart of Saddleback Church is the prayer groups of six to eight people that meet each week, build strong ties and support each other in matters of faith, family and career. It is the loose connections between these small groups that give Saddleback its combination of massive reach and internal coherence, much like the networks of small groups convened in front of the Lincoln Memorial during the civil rights movement.

One of the key findings of my research into social and political movements is that they are driven by small groups, loosely connected, but united by a common purpose. Perhaps not surprisingly, research has also shown that the structure of networks plays a major role in organizational performance.

That’s why it’s so important to network your organization by building bonds that supersede formal relationships. Experian, for example has built a robust network of clubs, where employees can share a passion, such as bike riding and employee resource groups, that are more focused on identity. While these activities are unrelated to work, the company has found that it helps employees span boundaries in the organization and collaborate more effectively.

All too often, we try to break down silos to improve information flow. That’s almost aways a mistake. To drive a true transformation, you need to connect silos so that they can coordinate action.

Make the Shift from Hierarchies to Networks

In an earlier age, organizations were far more hierarchical. Power rested at the top. Orders went down, information flowed up and decisions we made by a select priesthood of vaunted executives. In today’s highly connected marketplace, that’s untenable. The world has become fast and hierarchies are simply too slow.

That’s especially true when it comes to transformation. It doesn’t matter if the order comes from the top. If the organization itself isn’t prepared, any significant transformation is unlikely to succeed. That’s why you need to lead with vision, establish a keystone change that involves multiple stakeholders and work deliberately to network your organization.

Yet perhaps most importantly, you need to understand that in a networked world, power no longer resides at the top of hierarchies, but emanates from the center of networks. You move to center by continually widening and deepening connections. That’s how you drive a true transformation.

None of this happens overnight. It takes some time. That’s why the desire for change is not nearly as important as the will to prepare for it.

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

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Why Are Transformations So Hard to Manage?

Why Are Transformations So Hard to Manage?

GUEST POST from Drs. Dean Anderson and Linda Ackerman Anderson

Knowing which type of change your organization is undergoing is critical to your success. Three types exist, and each requires different change strategies, plans and degrees of employee engagement. A very common reason for failure in transformational change is leaders inadvertently using approaches that do not fit the type of change they are leading. Is this happening in your organization?

The three types of change occurring in organizations today are:

  1. Developmental
  2. Transitional
  3. Transformational

Traditional project management and change management effectively support developmental and transitional change, but they are woefully insufficient for transformational change. You will need to understand the type of change you are in to know whether typical project or change management approaches can work for you.

Developmental Change

Developmental change is the simplest type of change: it improves what you are currently doing rather than creates something new. Improving existing skills, processes, methods, performance standards, or conditions can all be developmental changes. Specific examples include increasing sales or quality, interpersonal communication training, simple work process improvements, team development, and problem-solving efforts.

Transitional Change

Transitional change replaces “what is” with something completely new. This requires designing and implementing a “new state.” The organization simultaneously must dismantle and emotionally let go of the old way of operating while the new state is being put into place. This “transitional” phase can be project managed and effectively supported with traditional change management tools. Examples include reorganizations, simple mergers or acquisitions, creation of new products or services that replace old ones, and IT implementations that do not radically impact people’s work or require a significant shift in culture or behavior to be effective.

Two variables define transitional change: (1) you can determine your destination in detail before you begin, and can, therefore, “manage” your transition, and (2) people are largely impacted only at the levels of skills and actions, not the more personal levels of mindset, behavior and culture.

Transformational Change

Transformation, however, is far more challenging for two distinct reasons. First, the future state is unknown when you begin, and is determined through trial and error as new information is gathered. This makes it impossible to “manage” transformation with pre-determined, time-bound and linear project plans. You can have an over-arching change strategy, but the actual change process literally must “emerge” as you go. This means that your executives, managers and frontline workers alike must operate in the unknown—that scary, unpredictable place where stress skyrockets and emotions run high.

Second, the future state is so radically different than the current state that the people and culture must change to implement it successfully. New mindsets and behaviors are required. In fact, often leaders and workers must shift their worldviews to even invent the required new future, let alone operate it effectively.

Without these “inner” shifts of mindset and culture, the “external” implementation of new structures, systems, processes or technology do not produce their intended ROI. For example, many large IT implementations fail because they require a mindset and culture change that does not occur, i.e., the new systems require people to share information across strongly held boundaries or put the needs of the enterprise over their own turf agendas. Without these radical changes in attitude and behavior, people do not use the technology as designed and the change fails to deliver its ROI.

Implications for the Workforce

Because transformation impacts people so personally, you must get them involved in it to garner their support; and the earlier in the process of formulating your transformation strategy the better! Employee resistance is always in direct proportion to the degree to which people are kept in the dark and out of the change process. Here are some options for employee engagement.

Get staff engaged in building your case for change and determining the vision for the new state. Consider using large group meeting technologies, which can involve hundreds of people simultaneously in short periods of time.

Consider putting a wider representation of people on your change leadership team. Provide mindset, behavior, and change skill development to all employees. Use employee groups to identify your customers’ requirements for your transformation, and to benchmark what “best-in-class” organizations are doing in your industry. Ask employee groups to input to enterprise-wide changes that impact them, and give them the authority to design the local changes for improving their work (they know it best.) Then before implementation, get them involved in doing an impact analysis of your design to ensure that it is feasible and won’t overwhelm your organization beyond what it can handle.

When you engage your employees in these ways before implementation, you minimize resistance. Use such strategies to support your change efforts, especially if they are transformational.

Image credit: Pixabay

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Top 10 Human-Centered Change & Innovation Articles of July 2022

Top 10 Human-Centered Change & Innovation Articles of July 2022Drum 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 July’s ten most popular innovation posts:

  1. What Latest Research Reveals About Innovation Management Software — by Jesse Nieminen
  2. Top Five Reasons Customers Don’t Return — by Shep Hyken
  3. Five Myths That Kill Change and Transformation — by Greg Satell
  4. How the Customer in 9C Saved Continental Airlines from Bankruptcy — by Howard Tiersky
  5. Changing Your Innovator’s DNA — by Arlen Meyers, M.D.
  6. Why Stupid Questions Are Important to Innovation — by Greg Satell
  7. We Must Rethink the Future of Technology — by Greg Satell
  8. Creating Employee Connection Innovations in the HR, People & Culture Space — by Chris Rollins
  9. Sickcare AI Field Notes — by Arlen Meyers, M.D.
  10. Cultivate Innovation by Managing with Empathy — by Douglas Ferguson

BONUS – Here are five more strong articles published in June 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 two years:

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