Category Archives: Change

We Must Break Free of the Engineering Mindset

We Must Break Free of the Engineering Mindset

GUEST POST from Greg Satell

In 2014, when Silicon Valley was still largely seen as purely a force for good, George Packer wrote in The New Yorker how tech entrepreneurs tended to see politics through the lens of an engineering mindset. Their first instinct was to treat every problem as if it could be reduced down to discrete variables and solved like an equation.

Despite its romantic illusions, the digital zeitgeist merely echoed more than a century of failed attempts to generalize engineering approaches, such as scientific management, financial engineering, six sigma and shareholder value. All showed initial promise and then disappointed, in some cases catastrophically.

Proponents of the engineering mindset tend to blame its failures on poor execution. Surely, logic would suggest that as long as a set of principles are internally consistent, they should be externally relevant. Yet the problem is that reality is not simple and clear-cut, but complex and nonlinear, which is why we need be ready to adapt to the unexpected and nonsensical.

The Rise of the Engineering Mindset

In the 1920s, a group of intellectuals in Berlin and Vienna, much like many of the Silicon Valley digerati today, became enamored with the engineering mindset. By this time electricity and internal combustion had begun to reshape the world and Einstein’s theory of relativity, confirmed in 1919, had reshaped our conception of the universe. It seemed that there was nothing that scientific precision couldn’t achieve.

Yet human affairs were just as messy as always. Just a decade before Europe had blundered its way into the most horrible war in history. Social scientists still seemed no more advanced than voodoo doctors and philosophers were still making essentially the same arguments the ancient Greeks used two thousand years before.

It seemed obvious to them that human endeavors could be built on a more logical basis and saw a savior in Ludwig Wittgenstein and his Tractatus, which described a world made up of “atomic facts” that could be combined to create “states of affairs.” He concluded, famously, that “Whereof one cannot speak, thereof one must remain silent,” meaning that whatever could not be proved logically must be disregarded.

The intellectuals branded their movement logical positivism and based it on the principle of verificationism. Only verifiable propositions would be taken as meaningful. All other statements would be treated as silly talk and gobbledygook. Essentially, if it didn’t fit in an algorithm, it didn’t exist.

A Foundational Crisis

Unfortunately, and again much like Silicon Valley denizens of today, the exuberant confidence of the logical positivists belied serious trouble underfoot. In fact, while the intellectuals in Berlin and Vienna were trying to put social sciences on a more logical footing, logic itself was undergoing a foundational crisis.

At the root of the crisis was a strange paradox, which can be illustrated by the sentence, “The barber shaves every man who does not shave himself.” Notice the problem? If the barber shaves every man who doesn’t shave himself, then who shaves the Barber? If he shaves himself, he violates the statement and if he does not shave himself, he also violates it.

It seems a bit silly, but the Barber’s Paradox is actually a simplified version of Russell’s Paradox involving sets that are members of themselves, which had baffled mathematicians and logicians for decades. Clearly, for a logical system to be valid and verifiable, statements need to be provably true or false. 2+2 for example, needs to always equal four. Yet the paradox exposed a hole that no one seemed able to close.

Eventually, the situation came to a head when David Hilbert, one of the most prominent logical positivists, proposed a program that rested on three pillars. First, mathematics needed to be shown to be complete in that it worked for all statements. Second, mathematics needed to be shown to be consistent, no contradictions or paradoxes allowed. Finally, all statements need to be computable, meaning they yielded a clear answer.

The hope was that the foundational crisis would be resolved, the hole at the center of logic could be closed and the logical positivists could move along with their project.

The System Crashes

Hilbert and his colleagues received and answer faster than most had expected. In 1931, just 11 years after Hilbert proposed his foundational problems, 25-year-old Kurt Gödel published his incompleteness theorems. It wasn’t the answer anyone was expecting. Gödel showed that any logical system could be either complete or consistent, but not both,

Put more simply, Gödel proved that every logical system will always crash. It’s only a matter of time. Logic would remain broken forever and the positivists hopes were dashed. Obviously, you can’t engineer a society based on a logical system that itself is hopelessly flawed. For better or for worse, the world would remain a messy place.

Yet the implications of the downfall of logic turned out to be far different, and far more strange, than anyone had expected. In 1937, building on Gödel’s proof, Alan Turing published his own paper on Hilbert’s computability problem. Much like the Austrian, he found that all problems are not computable, but with a silver lining. As part of his proof, he included a description of a simple machine that could compute every computable number.

Ironically, Turing’s machine would usher in a new era of digital computing. These machines, constructed on the basis that they would all eventually crash, have proven to be incredibly useful, as long as we accept them for what they are — flawed machines. As it turns out, to solve big, important problems, we often need to discard up our illusions first.

We Need to Think Less Like Engineers and More Like Gardeners

The 20th century ushered in a new era of science. We conquered infectious diseases, explored space and unlocked the genetic code. So, it was not at all unreasonable to want to build on that success by applying an engineering mindset to other fields of human endeavor. However, at this point, it should be clear that the approach is far past the point of saving.

It would be nice if the general well-being could be reduced to a single metric like GDP or the success of an enterprise could be fully encapsulated in a stock price. Yet today we live, as Danny Hillis has put it, in an age of the entanglement, where even a limited set of variables can lead to the emergence of a new and unexpected order.

We need to take a more biological view in which we think less like engineers and more like gardeners that grow and nurture ecosystems. The logical positivists had no idea what they were growing, but somehow what emerged from the soil they tilled turned out to be far more wondrous—not to mention exponentially more useful—than what they had originally intended.

As I wrote at the beginning of this crazy year, the time has come to rediscover our humanity. We are, in so many ways, at a crossroads. Technology will not save us. Markets will not save us. We simply need to make better choices.

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

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Navigating Industry Disruptions with Confidence

Navigating Industry Disruptions with Confidence

GUEST POST from Art Inteligencia

In today’s rapidly evolving business environment, disruption is the new normal. Companies that manage to thrive amidst continuous change aren’t necessarily those with the most resources but those that are agile, innovative, and prepared. As we navigate industry disruptions, understanding how to adapt and innovate becomes crucial.

The Essence of Disruption

Disruption can arise from various avenues—technological breakthroughs, regulatory shifts, market dynamics, or global events. The key to navigating these disruptions lies not only in responding to them effectively but anticipating them and embedding adaptability into the organizational fabric.

Case Study 1: Netflix – From DVDs to Streaming

Netflix’s journey is perhaps the quintessential case study of strategic adaptability and innovation. Originally a DVD rental service, Netflix faced significant challenges as technology favored streaming over physical discs. The impending obsolescence of its original business model didn’t deter Netflix; instead, it served as a catalyst for transformation.

By investing heavily in streaming technology and content production, Netflix successfully pivoted to a digital-first model. This shift not only retained its customer base but expanded it exponentially across the globe, making it a leader in content streaming. The company’s commitment to innovation didn’t stop at distribution; Netflix then disrupted the industry again by producing original content, winning numerous accolades, and setting new standards in the entertainment sector.

Lessons Learned

  • Anticipate shifts in consumer behavior to stay ahead.
  • Invest in technology to support scalable change.
  • Don’t just adapt; innovate to define new industry standards.

Case Study 2: LEGO – Reinventing Through Innovation

LEGO’s story reflects a different, yet equally powerful narrative of navigating industry disruption. In the early 2000s, LEGO faced a significant crisis—falling sales, high debts, and the growing allure of digital games threatened its core business model based on physical play.

LEGO’s response to this disruption was multi-faceted. They realigned their product strategies focusing on core themes that resonated with their customer base like City, Star Wars, and Technic. More importantly, LEGO embraced digitalization, launching video games, movies, and interactive experiences that extended its brand universe beyond physical bricks.

The introduction of the LEGO Ideas platform also marked a pivotal innovation, allowing fans to design new sets with the potential for actual production. This not only sparked greater brand engagement but harnessed the creativity of its community, reinforcing customer loyalty and market relevance.

Lessons Learned

  • Engage with your customer community for insights and innovation.
  • Diversify offerings to stay relevant across changing consumer preferences.
  • Leverage your brand’s strengths while exploring new growth avenues.

Strategies for Confidence in Disruption

Based on the insights from the case studies above, the following strategies can help organizations confidently navigate disruptions:

Build an Agile Culture

Cultivate a culture that embraces change. This means encouraging experimentation, tolerating failures, and iterating quickly. When employees are empowered to innovate and adapt, the organization becomes inherently more resilient.

Continuous Learning and Development

Equip your workforce with the skills needed to address future challenges. Investing in employee development fosters a dynamic environment ready to tackle new technologies and methodologies.

Customer-Centric Innovation

Your customers are your greatest source of feedback and inspiration. Design your products and services around their evolving needs to stay relevant. Use data analytics to glean insights and mold your strategies.

Conclusion

Navigating industry disruptions requires confidence, foresight, and an innovative spirit. Organizations that understand and implement these principles can not only survive disruptive forces but thrive in them. By embedding adaptability into your DNA, like Netflix and LEGO, you can pivot strategically and emerge stronger in any competitive landscape.

Image credit: Pexels

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Four Reasons the Big Quit Exists

Four Reasons the Big Quit Exists

Turns out the pandemic prompted mass numbers of employees finally say, “take this job and shove it” to employers and careers they don’t like. Life is too short to be miserable at work.

In a recent NICE Webinar, we discussed how job quit rates have hit a historic high—even while the economy is still recovering from two years of furloughs and layoffs. This is often referred to as The Great Resignation.

Enlightening research from Gallup gathered in March of 2021 found that 48% of the working population in the United States is actively job-hunting or seeking out new opportunities.[1]

NICE Employee Churn word cloud

So, while we watch the labor market churn with no signs of settling, how can businesses avoid the costs of high turnover rates?

“How to Reduce the Risk of Employee Churn Amid the Big Quit”
(click to continue reading this article on the NICE blog)

Image credits: NICE

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Why Revolutions Fail

Why Revolutions Fail

GUEST POST from Greg Satell

I still remember the feeling of triumph I felt in the winter of 2005, in the aftermath of the Orange Revolution in Ukraine. During the fall, we readied ourselves for what proved to be a falsified election. In November, when the fraudulent results were announced, we took to the streets and the demonstrations lasted until new elections were called in January.

We had won, or so we thought. Our preferred candidate was elected and it seemed like a new era had dawned. Yet soon it became clear that things were not going well. Planned reforms stalled in a morass of corruption and incompetence. In 2010, Victor Yanukovych, the same man we marched against, rose to the presidency.

The pattern repeats with almost metronomic regularity. Egyptian dictator Hosni Mubarak was ousted in the Arab Spring, only to be replaced by the equally authoritarian Abdel Fattah el-Sisi. George W. Bush gave way to Barack Obama, who set the stage for Donald Trump. Revolutions sow the seeds for their own demise. We need to learn to break the cycle.

The Physics Of Change And The Power Of Shared Values

In Rules for Radicals, the legendary activist Saul Alinsky observed that every revolution inspires a counterrevolution. That is the physics of change. Every action provokes a reaction because, if an idea is important, it threatens the status quo, which never yields its power gracefully. If you seek to make change in the world, you can be sure that some people aren’t going to like it and will fight against it.

For example, President Bush’s support for a “Defense of Marriage Act” inspired then San Francisco Mayor Gavin Newsom to unilaterally begin performing weddings for gay and lesbian couples at City Hall, in what was termed the Winter of Love. 4,027 couples were married before their nuptials were annulled by the California Supreme Court a month later.

The backlash was fierce. Conservative groups swung into action to defend the “sanctity of marriage” and in 2008 were successful in placing Proposition 8, an amendment to the California Constitution that prohibited gay marriage, on the ballot. It was passed with a narrow majority of 52% of the electorate which, only further galvanized LGBTQ activists and led, eventually, to legalized gay marriage.

In our work helping organizations drive transformation, we find similar dynamics at play. Corporate revolutionaries tend to assume that once they get their budget approved or receive executive sponsorship, everything will go smoothly. The reality is that’s the point when things often get bogged down, because those who oppose change see that it has actually become possible and redouble their efforts to undermine it.

The Differentiation Trap

Many revolutionaries, corporate and otherwise, are frustrated marketers. They want to differentiate themselves in the marketplace of ideas through catchy slogans that “cut through.” It is by emphasizing difference that they seek to gin up enthusiasm among their most loyal supporters.

That was certainly true of LGBTQ activists, who marched through city streets shouting slogans like “We’re here, we’re queer and we’d like to say hello.” They led a different lifestyle and wanted to demand that their dignity be recognized. More recently, Black Lives Matter activists made calls to “defund the police,” which many found to be shocking and anarchistic.

Corporate change agents tend to fall into a similar trap. They rant on about “radical” innovation and “disruption,” ignoring the fact that few like to be radicalized or disrupted. Proponents of agile development methods often tout their manifesto, ignoring the fact many outside the agile community find the whole thing a bit weird and unsettling.

While emphasizing difference may excite people who are already on board, it is through shared values that you bring people in. So it shouldn’t be a surprise that the fight for LGBTQ rights began to gain traction when activists started focusing on family values. Innovation doesn’t succeed because it’s “radical,” but when it solves a meaningful problem. The value of Agile methods isn’t a manifesto, but the fact that they can improve performance.

Learning To Love Your Haters

Once you understand that shared values are key to driving change forward, it becomes clear that those who oppose the change you seek can help break the cycle of revolution and counter-revolution and beginning to drive change forward. That’s why you need to learn to love your haters.

By listening to people who hate your idea you can identify early flaws and fix them before it’s too late. Yet even more importantly they can help you identify shared values because they are trying to persuade many of the same people you are. Often, if not always, you can use their own arguments against them.

That’s exactly what happened in the fight for LGBTQ rights. The central argument against the movement was that the gay lifestyle was a threat to family values. So it was no accident that it prevailed on the basis of living in committed relationships and raising happy families. In a similar way, Black Lives Matter activists would do much better focusing on the shared value of safe neighborhoods that in a crusade against police officers.

To be clear, listening to your opposition doesn’t mean engaging directly with them. That’s a mistake Barack Obama made far too often. He would appear on Bill O’Reilly’s show on Fox News, only to be ridiculed as soon as he was off camera. He would have been much better off watching at home and using the bombastic TV host’s remarks for his own purposes.

Achieving Schwerpunkt

In the final analysis, the reason that most would-be revolutionaries fail is that they assume that the righteousness of their cause will save them. It will not. Injustice, inequity and ineffectiveness can thrive for decades and even centuries, far longer than a human lifespan. If you think that your idea will prevail simply because you believe in it you will be sorely disappointed.

Tough, important battles can only be won with good tactics, which is why successful change agents learn how to adopt the principle of Schwerpunkt. The idea is that instead of trying to defeat your enemy with overwhelming force generally, you want to deliver overwhelming force and win a decisive victory at a particular point of attack.

Thurgood Marshall did not seek to integrate all schools, at least not at first. He started with graduate schools, where the “separate but equal” argument was most vulnerable. More recently, Stop Hate For Profit attacked Facebook not by asking users to boycott, but focused on advertisers, who themselves were vulnerable to activist action.

Yet Schwerpunkt is a dynamic, not a static concept. You have to constantly innovate your approach as your opposition adapts to whatever success you may achieve. For example, the civil rights movement had its first successes with boycotts, but eventually moved on to sit-ins, “Freedom Rides,” community actions and eventually, mass marches.

The key to success wasn’t any particular tactic, leader or slogan but strategic flexibility. Unfortunately, that’s exactly what most movements lack. All too often they get caught up in a strategy and double down, because it feels good to believe in something, even if it’s a failure. They would rather make a point than make a real difference.

Successful revolutionaries, on the other hand, understand that power will not fall simply because you oppose it, but it will crumble if you bring those who support it over to your side. That’s why lasting change is always built on the common ground of shared values.

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

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Understanding the Circular Economy Model

Understanding the Circular Economy Model

GUEST POST from Chateau G Pato

In the traditional linear economy model, products are made, used, and then disposed of. This take-make-dispose approach has led to significant waste and environmental degradation. The circular economy, on the other hand, offers a regenerative system that promotes sustainability by keeping products, components, and materials at their highest utility and value at all times.

The Basics of a Circular Economy

The circular economy emphasizes designing out waste and pollution, keeping products and materials in use, and regenerating natural systems. It challenges the conventional idea that economic growth is inherently tied to resource consumption and depletion.

At its core, the circular economy seeks to create closed-loop systems where waste is minimized, resources are reused, and every product is part of an ongoing cycle. This model is not just environmentally beneficial but also economically viable, driving innovation and creating new business opportunities.

Case Study 1: The Ellen MacArthur Foundation

The Ellen MacArthur Foundation has been a pivotal player in defining and promoting the circular economy model. Founded in 2010, the Foundation works with businesses, academia, and policymakers to accelerate the transition to a circular economy.

One of their notable projects is the “New Plastics Economy” initiative, aiming to rethink and redesign the future of plastics by creating a framework for a sustainable plastics system. This initiative involves key stakeholders in plastic production and consumption, pushing for innovations in packaging and recycling technologies.

Through collaboration and research, the Foundation has driven significant changes in how plastics are perceived and managed, proving that a circular approach is not only possible but practical and profitable.

Case Study 2: Philips Lighting

Philips Lighting, now known as Signify, is a prime example of a corporation adopting the circular economy model to drive both environmental benefits and economic growth. Philips transitioned from selling lighting products to offering “light as a service.”

This model focuses on providing lighting solutions with a commitment to product rest, remanufacturing, and recycling. Customers pay for the light they use rather than owning the products. This shift encourages Philips to design longer-lasting, easily repairable, and upgradable lighting solutions.

This approach extended the lifespan of their products, reduced resource consumption, and opened new revenue streams. Philips Lighting’s success illustrates how circular strategies can be integrated into business models to drive sustainability and profitability.

Challenges and Opportunities

While the circular economy offers immense opportunities, transitioning from a linear to a circular system is not without challenges. It requires changes in mindset, business models, and infrastructure. Collaboration across industries and sectors is essential to create systems that facilitate a circular flow of resources.

Opportunities abound for those willing to innovate and rethink traditional practices. With consumers increasingly valuing sustainability, businesses that embrace circular principles can enhance brand loyalty, reduce costs, and create competitive advantages.

Conclusion

The circular economy model represents a transformative shift in how we think about resource use and sustainability. By encouraging innovation and collaboration, the circular economy not only conserves resources but also drives economic growth and resilience.

As we look to the future, embracing a circular mindset will be crucial. Organizations, policymakers, and individuals must work together to create a sustainable world, where resources are used wisely and every product lives on as part of a continuous cycle.

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

Image credit: Pixabay

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Taking Personal Responsibility – Seeing Self as Cause

Taking Personal Responsibility – Seeing Self as Cause

GUEST POST from Janet Sernack

In our last two blogs on Taking Personal Responsibility, we stated that when people aren’t taking personal responsibility, they cannot be accountable, they will fail in their jobs, and their teams, and fail to grow as individuals and as leaders. Taking personal responsibility is an especially crucial capability to develop self-awareness and self-regulation skills in the decade of both disruption and transformation. It all starts with seeing self as the cause of what happens to us, rather than baling it on the effects events and problems have on us! Where people can learn to recognize the structures at play in their lives and change them so that they can create what they really want to create in their lives, teams, or organizations.

In the last two blogs, we shared a range of tips for shifting people’s location, by creating a line of choice, to help them shift from being below the line and blaming others for their reactive response, to getting above the line quickly.  Through shifting their language from “you, they and them” to “I, we and us” and bravely disrupting and calling out people when they do slip below the line. How doing this allows people to also systemically shift across the maturity continuum, from dependence to independence and ultimately towards interdependence.

In a recent newsletter Otto Scharmer, from the Presencing Institute states “Between action and non-action there is a place. A portal into the unknown. But what are we each called to contribute to the vision of the emerging future? Perhaps these times are simply doorways into the heart of the storm, a necessary journey through the cycles of time required to create change”.

Creating the place – the sacred pause

When I made a significant career change from a design and marketing management consultant to becoming a corporate trainer, one of the core principles I was expected to teach to senior corporate managers and leaders was taking personal responsibility.

Little knowing, that at the end of the workshop, going back to my hotel room and beating myself up, for all of the “wrongs” in the delivery of the learning program, was totally out of integrity with this core principle.

Realising that when people say – those that teach need to learn, I had mistakenly thought that I had to take responsibility for enacting the small imperfections I had delivered during the day, by berating myself, making myself “wrong” and through below the line self-depreciation!

Where I perfectly acted out the harmful process of self-blame, rather than rationally assessing the impact of each small imperfection, shifting to being above the line where I could intentionally apply the sacred pause:

  • Hit my pause button to get present, accept my emotional state,
  • Connect with what really happened to unpack the reality of the situation and eliminate my distortions around it,
  • Check-in and acknowledge how I was truly feeling about what happened,
  • Acknowledge some of the many things that I had done really well,
  • Ask myself what is the outcome/result I want for participants next program?
  • Ask myself what can I really learn from this situation?
  • Consciously choose what to do differently the next time I ran the program.

I still often find myself struggling with creating the Sacred Space between Stimulus and Response and have noticed in my global coaching practice, that many of my well-intentioned clients struggle with this too.

The impact of the last two and a half years of working at home, alone, online, with minimal social interactions and contact, has caused many of them to languish in their reactivity, and for some of them, into drowning in a very full emotional boat, rather than riding the wave of disruptive change.

Being the creative cause

In our work at ImagineNation, whether we help people, leaders and teams adapt, innovate and grow through disruption, their ability to develop true self-awareness and be above the line is often the most valuable and fundamental skill set they develop.

It then enables us to make the distinction that creating is completely different from reacting or responding to the circumstances people find themselves in by applying the sacred pause.

When people shift towards seeing self as the cause they are able to create and co-create what they want in their lives, teams or organization by learning to create by creating, starting with asking the question:

  • What result do you want to create in your life?
  • What is the reality of your current situation?

This creates a state of tension, it is this tension that seeks resolution.

In his ground-breaking book The Path of Least Resistance Robert Fritz, goes on to describe and rank these desired results as “Fundamental Choices, Primary Choices, and Secondary Choices.”

Because there is one thing that we can all do right and is totally in our control – is to shift towards seeing self as the cause and make a set of conscious choices, with open hearts, minds, and wills, as to how we think, feel and choose to act.

“We are the creative force of our life, and through our own decisions rather than our conditions, if we carefully learn to do certain things, we can accomplish those goals.”

We all have the options and choices in taking responsibility, empowering ourselves and others to be imaginative and creative, and using the range of rapid changes, ongoing disruption, uncertainty, and the adverse pandemic consequences, as levers for shifting and controlling, the way we think, feel.

Benefits of seeing self as the cause and being above the line

Applying the sacred pause to make change choices in how we act – and being brave and bold in shifting across the maturity continuum, will help us to cultivate the creativity, interdependence, and systemic thinking we all need right now because it:

  • Helps people self-regulate their reactive emotional responses, be more open-hearted and emotionally agile, and helps develop psychologically safe work environments where people can collaborate and experiment, and fail without the fear of retribution or punishment.
  • Enables people to be more open-minded, imaginative, and curious and creates a safe space for continuous learning, maximizing diversity and inclusion, and proactive intentional change and transformation.
  • Promotes ownership of a problem or challenging situation and helps develop constructive and creative responses to problems and an ability to take intelligent actions.
  • Gives people an opportunity to impact positively on others and build empowered trusted and collaborative relationships.
  • Enables entrepreneurs and innovators to invent creative solutions and drive successful innovative outcomes.
  • Building the foundations for accountability, where people focus their locus of control on what they promise to deliver, enables them to be intrinsically motivated, and take smart risks on negotiating outcomes that they can be counted on for delivering.

Tips for seeing self as the cause and operating above the line

Taking personal responsibility and seeing self as the cause involves:

  • Acknowledging that “I/we had a role or contributed in some way, to the fact that this has not worked out the way “I/we wanted.”
  • Clarifying the outcome or result in you want from a specific situation or a problem.
  • Seeking alternatives and options for making intelligent choices and actions, and using the language of “I/we can” and “I/we will” to achieve the outcome.
  • Replacing avoiding, being cynical and argumentative, blaming, shaming, controlling, and complaining with courageous, compassionate, and creative language and acts of intention.
  • People become victors who operate from “self as cause” where they are empowered to be the creative forces in their own lives by making fundamental, primary, and secondary change choices.
  • Trust your inner knowing and deep wisdom that everything has a specific and definable cause and that each and every one of us has the freedom to choose how to respond to it.

Back to leadership basics

As Stephen Covey says, people need to deeply and honestly say “I am what I am today because of the choices I made yesterday” because it’s not what happens to us, it’s our reactive response to what happens that hurts us.

Being willing to step back, retreat, and reflect on the gap between the results you want, and the results you are getting all starts with stepping inward, backward, and forwards, using the sacred pause, to ask:

  • What happened? What were the key driving forces behind it?
  • How am I/we truly feeling about it?
  • What was my/our role in causing this situation, or result?
  • What can I/we learn from it?
  • What is the result/outcome I want to create in the future?
  • What can I/we then do to create it?

As a corporate trainer, consultant and coach, I found out the hard way that developing the self-awareness and self-regulation skills in taking personal responsibility and seeing self as the cause is the basis of the personal power and freedom that is so important to me, and almost everyone else I am currently interacting with.

It’s the foundation for transcending paralysis, overwhelm, and stuck-ness and activating our sense of agency to transform society and ourselves.

This is the third and final blog in a series of blogs on the theme of taking responsibility – going back to leadership basics. Read the previous two here:

Find out about our learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, a collaborative, intimate, and deeply personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, October 18, 2022. 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 context.

Image credit: Pixabay

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Managing Change Effectively with Adaptive Leadership

Managing Change Effectively with Adaptive Leadership

GUEST POST from Art Inteligencia

Hello innovators, change agents, and fellow explorers of the human experience within organizations. Today I want to delve into a topic that is not just relevant, but absolutely crucial in our rapidly evolving world: managing change effectively through the lens of adaptive leadership. We often approach change with a toolkit designed for technical problems – clear definitions, expert solutions, and linear implementation. But what happens when the challenges are less about a faulty engine and more about navigating a complex ecosystem of human behaviors, beliefs, and values?

This is where adaptive leadership shines. Unlike technical challenges, adaptive challenges require more than just expertise; they demand a shift in mindset, a willingness to experiment, and the courage to engage with discomfort. Adaptive leadership, at its core, is about mobilizing people to tackle tough challenges and thrive amidst uncertainty. It’s about understanding that the problem often resides not just “out there,” but within the very system we are trying to change.

The Limitations of Technical Approaches to Adaptive Challenges

Think about it. How many times have you seen a well-defined change initiative fail despite meticulous planning and execution? The reason often lies in the fact that the underlying issues were adaptive, not technical. These challenges involve deeply ingrained habits, conflicting values, and a resistance to stepping outside of comfortable norms. Trying to apply a purely technical solution to an adaptive problem is like trying to fix a relationship issue with a flowchart – it might offer a framework, but it misses the human element, the emotional undercurrents, and the need for collective learning and adjustment.

The Principles of Adaptive Leadership in Change Management

Adaptive leadership offers a different approach, one that emphasizes:

  • Identifying the Adaptive Challenge: Clearly distinguishing between technical problems that can be solved with existing knowledge and adaptive challenges that require new learning and behavioral shifts.
  • Holding Environment: Creating a safe space where individuals and teams can grapple with difficult issues, experiment with new behaviors, and learn from both successes and failures. This involves managing the level of discomfort, keeping it productive without overwhelming people.
  • Regulating Distress: Understanding that change inevitably creates discomfort. Adaptive leaders must manage this distress, preventing it from becoming so overwhelming that it leads to regression or avoidance.
  • Focusing Attention: Directing the organization’s focus towards the most critical adaptive challenges, avoiding distractions and maintaining clarity on the priorities.
  • Giving the Work Back to the People: Empowering individuals and teams to take ownership of the problem and develop their own solutions. This fosters learning, builds capacity, and increases buy-in.
  • Protecting Voices from Below: Ensuring that diverse perspectives, especially those from individuals closest to the work, are heard and considered. These voices often hold crucial insights into the adaptive challenges.

Case Study 1: The Healthcare System Transformation

The Challenge:

A large healthcare system faced increasing costs and declining patient satisfaction despite implementing new technologies and standardized procedures (technical solutions). The underlying issue was a deeply entrenched siloed culture where departments operated independently, hindering communication and integrated patient care. This was an adaptive challenge requiring a shift in culture and collaboration.

The Adaptive Leadership Approach:

The CEO recognized this as an adaptive challenge and initiated a series of cross-functional workshops focused on understanding patient journeys and identifying pain points from multiple perspectives. Instead of dictating solutions, leadership facilitated dialogue, encouraged experimentation with new collaborative models, and created “safe-to-fail” pilot projects. They actively listened to frontline staff, whose insights often challenged existing assumptions. The “holding environment” was created through transparent communication, acknowledging the discomfort of breaking down silos, and celebrating small wins in collaboration.

The Outcome:

Initially, there was resistance and discomfort. However, as cross-functional teams began to see the positive impact on patient care and efficiency through their collaborative efforts, buy-in increased. New communication protocols and shared care pathways emerged organically. While the transformation was gradual and faced setbacks, the system saw a significant improvement in patient satisfaction scores and a reduction in redundant processes. The leadership’s focus on facilitating learning and empowering teams to find their own solutions was crucial.

Key Takeaway: Adaptive challenges require facilitating learning and collaboration, not just implementing top-down solutions. Empowering individuals closest to the problem to develop solutions fosters ownership and sustainable change.

“In today’s complex world, successful leaders are not those with all the answers, but those who can inspire diverse teams to address challenges in creative and innovative ways.” – Braden Kelley

Case Study 2: The Agile Transformation in a Traditional Software Company

The Challenge:

A long-established software company struggling with slow development cycles and a rapidly changing market decided to adopt Agile methodologies. While training and new tools were implemented (technical solutions), the expected improvements in speed and responsiveness didn’t materialize. The core issue was a deeply ingrained hierarchical structure and a risk-averse culture that stifled autonomy and collaboration within development teams. This was an adaptive challenge requiring a significant shift in mindset and organizational structure.

The Adaptive Leadership Approach:

Instead of simply mandating Agile practices, the leadership team focused on creating a “holding environment” where teams could experiment with Agile frameworks and learn from their experiences. They championed small, cross-functional teams with greater autonomy and decision-making power. Leaders actively sought feedback from these teams, even when it challenged existing management practices. They protected early adopters who experimented and sometimes failed, emphasizing learning over immediate perfection. They also began to dismantle some of the rigid hierarchical structures that hindered collaboration.

The Outcome:

The initial transition was bumpy, with some resistance from middle management who felt their authority was being challenged. However, as teams experienced the benefits of increased autonomy and faster feedback loops, momentum built. The company saw a gradual but significant improvement in development speed, product quality, and employee engagement. The leadership’s willingness to “give the work back to the people” and protect those experimenting with new ways of working was critical to overcoming the adaptive challenge.

Key Takeaway: Agile transformations are often adaptive challenges requiring a shift in culture and organizational structure, not just the implementation of new processes and tools. Leadership must foster autonomy and learning.

Embracing the Messiness of Adaptive Change

Managing change effectively with adaptive leadership is not a neat and linear process. It’s often messy, iterative, and requires a high degree of empathy and resilience. It demands that leaders move beyond being problem-solvers to becoming facilitators of learning and growth. By understanding the principles of adaptive leadership and applying them thoughtfully, we can move beyond simply implementing change to truly transforming our organizations and enabling them to thrive in the face of complexity.

The future belongs to those who can navigate uncertainty and mobilize collective intelligence to address adaptive challenges. Let’s embrace this journey together, fostering environments where people can learn, adapt, and ultimately, create a better future.

Stay curious and keep innovating.

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: Pexels

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Technology Was Supposed to Solve Our Problems, Instead, They Got Worse

Technology Was Supposed to Solve Our Problems, Instead, They Got Worse

GUEST POST from Greg Satell

Techno-optimism may have reached its zenith in 2011, when Marc Andreessen declared that software was eating the world. Back then, it seemed that anything rooted in the physical world was doomed to decline while geeky engineers banging out endless lines of code would own the future and everything in it.

Yet as Derek Thompson pointed out in The Atlantic, the euphoria of Andreessen and his Silicon Valley brethren seems to have been misplaced. A rash of former unicorns have seen their value plummet, while WeWork saw its IPO self-destruct. Today, even Internet giants like Amazon seem to be investing more in atoms than they do in bits.

We were promised a new economy of increasing returns, but statistics show a very different story. Over the past 30 years wages have stagnated while productivity growth has slowed to a crawl. At the same time, costs for things like education and healthcare have skyrocketed. What is perhaps most disturbing is how many of our most basic problems have gotten worse.

1. Extreme Inequality

The digital revolution was supposed to be a democratizing force, increasing access to information and competition while breaking the institutional monopoly on power. Yet just the opposite seems to have happened, with a relatively small global elite grabbing more money and more influence.

Consider market consolidation. An analysis published in the Harvard Business Review showed that from airlines to hospitals to beer, market share is increasingly concentrated in just a handful of firms. A more expansive study of 900 industries conducted by The Economist found that two thirds have become more dominated by larger players. In fact, almost everywhere you look markets are weakening.

Perhaps not surprisingly, we see the same trends in households as we do with businesses. The OECD reports that income inequality is at its highest level in over 50 years. Even in emerging markets, where millions have been lifted out of poverty, most of the benefits have gone to a small few.

While inequality may seem abstract, the consequences of it are concrete and stark. Social mobility has been declining in America for decades, transforming the “land of opportunity” into what is increasingly a caste system. The stresses to our societies have also contributed to a global rise in authoritarian populism.

2. Hunger

Since the 1950s, the Green Revolution has transformed agriculture around the world, dramatically reducing hunger in places like Asia, Africa and South America. More recently, advances in gene editing promise what may be an even greater increase in productivity that has the potential to outpace projected population growth.

The impact of the increase in agricultural productivity cannot be overstated. In fact, studies have shown that as hunger subsides, economic activity increases while both mortality and fertility decrease. When people don’t have to struggle to take care of basic needs, their ambition and creativity can be unleashed.

The story in the United States, however, is starkly different. Research by the USDA finds that 11.1% of US households are food insecure. Another study revealed that about half of students on college campuses experience food insecurity. If that sounds bad, a study by Brookings suggests that the problem has gotten far worse during the Covid-19 pandemic.

The truth is that these days hunger is much more of a policy problem than it is an economic problem. Science and technology have made it possible to produce more than enough food to feed everyone on the planet, even in desperately poor countries. The reason that people go hungry on America’s streets is simply because we let it happen.

3. Falling life expectancy

Around the same time as the Green Revolution was beginning to alleviate hunger in developing countries, we entered a golden age of antibiotics. After penicillin became commercially available in 1945 the floodgates opened and scientists uncovered dozens of compounds that could fight infection. Millions of lives were saved.

Starting in the 1970s, we started to make serious headway in heart disease, leading to a miraculous decline in death from heart attacks and strokes. At the same time, due to advances in cancer treatment such as targeted therapies and immunotherapy cancer survivability has soared. In fact, medical science had advanced so much that some serious people believe that immortality is within reach.

Yet in America, things are going the other way. Life expectancy has been declining for years, largely due to “deaths of despair” due to drugs, alcohol and suicide. Anxiety and depression are rising to epidemic levels. Healthcare costs continue to explode while the number of uninsured continues to rise. If history is any guide, we can only expect these trends to continue.

So although technology has made it possible for us to live longer, healthier lives, we find ourselves living shorter, more miserable lives.

Revealing and Building Anew

In a 1954 essay, The Question Concerning Technology the German philosopher Martin Heidegger described technology as akin to art, in that it reveals truths about the nature of the world, brings them forth and puts them to some specific use. In the process, human nature and its capacity for good and evil is also revealed.

He gives the example of a hydroelectric dam, which reveals the energy of a river and puts it to use making electricity. In much the same sense, scientists don’t “create,” miracle cures as much as they uncover truths about human biology and leverage that knowledge to improve health. It’s a subtle, but very important distinction.

Yet in another essay, Building Dwelling Thinking, he explains that building also plays an important role, because to build for the world, we first must understand what it means to live in it. The revealing power of technology forces us to rethink old truths and reimagine new societal norms. That, more than anything else, is where the challenges lie. Miracle cures, for example, do little for those without health insurance.

We are now nearing the end of the digital age and entering a new era of innovation which will likely be more impactful than anything we’ve seen since the rise of electricity and internal combustion a century ago. This, in turn, will initiate a new cycle of revealing and building that will be as challenging as anything humanity has ever faced.

Prognosticators and futurists try to predict what will happen through some combination of extrapolation and supposition, but the truth is the future will most be shaped by the choices we make. We could have chosen to make our society more equal, healthier and happier, but did not. We can, of course, choose differently. The future will be revealed in what we choose to build.

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

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It is Easier to Change People than to Change People

It is Easier to Change People than to Change People

GUEST POST from Annette Franz

The work that we do as customer experience professionals can often be summed up as change management – or change leadership. One of the key and critical parts of this change management effort is to ensure we have executive commitment for the work that lies ahead. As a matter of fact, in an article I wrote a couple months ago about some research that GetFeedback had released, I noted these findings:

Respondents shared what degree executives were invested in CX efforts, how much, and to what end. When executives invest in customer experience, brands are three times more likely to yield return on investment (ROI) than those who don’t have that commitment from executives.

So their commitment is important. (Their ROI will come!) It ensures that you get the resources – human, capital, financial, time, etc. – needed to move forward successfully with your transformation work. They should express commitment (to the CX team and to the company) that the entire executive team is all in and that they’ve accepted that building a customer-centric organization means we’re building a winning organization.

But what if that commitment is lacking? What if you’re executives don’t get it? What if every plea to explain why transforming the culture, the employee experience, and the customer experience lands on deaf ears? What if some get it and some don’t?

Let’s think about this…

Years ago, I had an interesting conversation with James Lawther about executives and their lack of understanding regarding their critical roles in the transformation and the importance of their commitment. He had commented on a post about executives “not getting it” with this: “In which case, rather than trying to change your executive, wouldn’t you be better moving on and changing your executive instead?” I was recently reminded of his comment when I saw the quote, “It’s easier to change people than to change people.”

Perhaps, sometimes we just need new executives. Sadly, those who get it are few and far between. It’s one of the reasons I wrote Built to Win, i.e., to inspire leaders to think differently about customer-centricity and building a winning organization through deliberately designing a customer-centric culture – from the top.

Back to the conversation with James. We weren’t too far off on this thinking, this idea of changing executives. Geoffrey Moore (author of Crossing the Chasm and Zone to Win) published an article on LinkedIn last month titled, Three Easy Mistakes to Make, which he actually referred to as compromises leaders shouldn’t make as the business grows and matures or evolves. One of those mistakes was this: Adjusting your organizational model to fit your people instead of the other way around. He writes:

People who have been with the team for a long time often feel entitled to the next promotion in their career path, and because we have all worked together during this time, we can feel obligated to accommodate them. Now, when your industry is not being disrupted, experience does matter, so promoting from within is often a good strategy. But when disruption strikes, organizations need to change, often dramatically, and the new leaders need to be grounded in the emerging paradigm. That is, they have to make quick decisions with little data based on pattern recognition and then course-correct them as the data comes in. If the person in place does not have that pattern recognition, if instead, they have to learn the new system even as they are in the midst of operating it, decision-making slows down dramatically, and an agile approach becomes impossible. For times like this, you need to bring in someone who already has the mindset needed to play the new hand. You already know that what got you here won’t get you there. Just remember that applies to people as well.

Why would you do that? Why wouldn’t you make sure you’ve got the right people on the bus to ensure success, to ensure that the organizational model (and, of course, in this case, I’m thinking about building out your customer-centric culture) has every chance to flourish? Why would you, instead, keep the same people to build a different organization, especially those who constantly say, “But we’ve always done it this way. This is how we do things here.”

I prefer to say, “Nothing changes if nothing changes.” Either the thinking has to change or the people have to change.

As Geoffrey says, “For times like this, you need to bring in someone who already has the mindset needed to play the new hand. You already know that what got you here won’t get you there. Just remember that applies to people as well.”

Maybe some of the up-and-coming leaders will bring a fresh perspective and find my open letter to CEOs an affirmation, as in, “No need to tell me all of that once, much less twice!” Be that person with the mindset to play the new hand. Or be the person who gets replaced.

People change over the years, and that changes situations for good and for bad. ~ Bobby Knight

This article originally appeared on CX Journey

Image credit: Pixabay

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Taking Personal Responsibility – Creating the Line of Choice

Taking Personal Responsibility - Creating the Line of Choice

GUEST POST from Janet Sernack

In our last blog, we described how people’s personal power is diminished when they don’t take personal responsibility for the impact of their behaviors and actions and the results they cause. Where many people are feeling minimized and marginalized, anxious as a result of being isolated and lonely, worrying about losing their security and freedom, and dealing with the instability in their working environments.  Resulting in many people disengaging from the important conversations, job functions, key relationships, workplaces, and in some instances, even from society. Where managers and leaders lack the basic self-awareness and self-regulation skills to control the only controllable in uncertain and unstable times, is to choose how to respond, rather than react to it.

We have a unique moment in time to shift their defensiveness through being compassionate, creative, and courageous towards helping managers and leaders unfreeze and mobilize to exit our comfort zones.  To take intelligent actions catalyze and cause positive outcomes, that deliver real solutions to crises, complex situations, and difficult business problems.

Why do people avoid taking personal responsibility?

People typically avoid taking personal responsibility for reasons ranging from simple laziness, risk adversity, or a fear of failure, to feeling change fatigued, overwhelmed, or even victimized by the scale of a problem or a situation.

Resulting in a range of different automatic defensive, and a range of non-productive reactive responses including:

  • Avoidant behavior, where feel victimized and targeted, people passively “wriggle” and the buck gets passed onto others, and the real problem or issue does not get addressed or resolved.
  • Controlling behavior, where people ignore their role in causing or resolving the real problem or issue, and aggressively push others towards their mandate or solution, denying others any agency.
  • Argumentative behavior, where people play the binary “right-wrong” game, and self-righteously, triggered by their own values, oppose other people’s perspectives in order to be right and make the other person wrong.

Creating the line of choice

At Corporate Vision, we added a thick line of “choice” between “personal responsibility” and “blame, justification and denial” to intentionally create space for people to consider taking more emotionally hygienic options rather than:

  • Dumping their “emotional boats” inappropriately onto others, even those they may deeply care about,
  • Sinking into their habitual, and largely unconscious default patterns when facing complex problems, which results in the delivery of the same results they always have.
  • Not regulating their automatic reactive responses to challenging situations, and not creating the vital space to pause and reflect to think about what to do next.

To enable them to shift towards taking response-ability (an ability to respond) and introducing more useful options for responding in emotionally agile, considered, constructive, inclusive, and creative ways to the problem or the challenge.

Noticing that when we, or others we interact with, do slip below the line to notice whether to “camp” there for the long term or to simply choose to make the “visit” a short one!

Doing this demonstrates the self-awareness and self-regulation skills enabling people to take personal responsibility. Which initiates ownership and a willingness to be proactive, solutions, and achievement orientated – all of which are essential qualities for 21st century conscious leadership that result in innovative outcomes that result in success, growth, and sustainability.

Shifting your location – from “you, they and them” to “I, we and us”

Developing the foundations for transformational and conscious leadership involves:

  • Supporting people to acknowledge and accept that the problem or challenge is not “out there” and is within their locus of control or influence.
  • Shifting the “Maturity Continuum” to enable leaders and managers to be both independent and interdependent.
  • Creating a line of choice to think, act and do things differently.
  • Calling out people when they slip below the line.

It involves supporting people to let go of their expectation that “they” or someone else, from the outside, will fix it, and supporting them to adopt a stance where:

  • “I” or “we” can and are empowered to do it,
  • “I” or “we” are responsible for getting above the line,
  • “I” or “we” can choose a different way of being, thinking, and acting intelligently in this situation.

Developing conscious leadership

At any time, everyone is either above or below the line because it is elemental to the type of conscious leadership we all need to survive and thrive, in a world where people are seeking leaders, managers, and working environments that require interdependence.

To operate in the paradigm of “we” – we can do it; we can cooperate; we can combine our talents and abilities and create something greater together.

We cooperate together by creating the line of choice where we call out to ourselves and others when we slip below it, to get above the line as quickly as possible.

Where interdependent people and communities combine their efforts, and their self-awareness and self-regulation skills with the efforts of others to achieve their growth and greatest success by increasing:

  • Transparency and trust,
  • Achievement and accountability,
  • Diversity and inclusion,
  • Experimentation and collaboration.

All of these are founded on the core principle of taking personal responsibility, which is an especially crucial capability to develop self-awareness and self-regulation skills in the decade of both disruption and transformation.

Bravely calling out self and others

When we take responsibility for managing our own, “below the line” reactive responses, by habitually creating the line of choice, we can bravely call out ourselves and others when we slip below it.

Because when we don’t call ourselves and others we interact with, we are unconsciously colluding with their emotional boats, default patterns, and automatic reactive responses, which inhibit their ability to effect positive change.

When we safely awaken ourselves and others, we can get back above the line quickly and choose different ways of being, thinking, and acting intelligently in the situation.

Alternately, people aren’t taking personal responsibility, they cannot be accountable, they will fail in their jobs, and their teams, and fail to grow as individuals and as leaders.

In fact, developing a habitual practice of emotionally intelligent and conscious leadership by safely and bravely disrupting ourselves and our people, in the face of ongoing uncertainty, accelerating change, and continuous disruption.

This is the second in a series of three blogs on the theme of taking responsibility – going back to leadership basics.

Find out about our learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, a collaborative, intimate, and deeply personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, October 18, 2022. 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 context.

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