Category Archives: Finance

Silicon Valley Has Become a Doomsday Machine

Silicon Valley Has Become a Doomsday Machine

GUEST POST from Greg Satell

I was working on Wall Street in 1995 when the Netscape IPO hit like a bombshell. It was the first big Internet stock and, although originally priced at $14 per share, it opened at double that amount and quickly zoomed to $75. By the end of the day, it had settled back at $58.25 and, just like that, a tiny company with no profits was worth $2.9 billion.

It seemed crazy, but economists soon explained that certain conditions, such as negligible marginal costs and network effects, would lead to “winner take all markets” and increasing returns to investment. Venture capitalists who bet on this logic would, in many cases, become rich beyond their wildest dreams.

Yet as Charles Duhigg explained in The New Yorker, things have gone awry. Investors who preach prudence are deemed to be not “founder friendly” and cut out of deals. Evidence suggests that the billions wantonly plowed into massive failures like WeWork and Quibi are crowding out productive investments. Silicon Valley is becoming a ticking time bomb.

The Rise Of Silicon Valley

In Regional Advantage, author AnnaLee Saxenian explained how the rise of the computer can be traced to the buildup of military research after World War II. At first, most of the entrepreneurial activity centered around Boston, but the scientific and engineering talent attracted to labs based in Northern California soon began starting their own companies.

Back east, big banks were the financial gatekeepers. In the Bay Area, however, small venture capitalists, many of whom were ex-engineers themselves, invested in entrepreneurs. Stanford Provost Frederick Terman, as well as existing companies, such as Hewlett Packard, also devoted resources to broaden and strengthen the entrepreneurial ecosystem.

Saxenian would later point out to me that this was largely the result of an unusual confluence of forces. Because there was a relative dearth of industry in Northern California, tech entrepreneurs tended to stick together. In a similar vein, Stanford had few large corporate partners to collaborate with, so sought out entrepreneurs. The different mixture produced a different brew and Silicon Valley developed a unique culture and approach to business.

The early success of the model led to a process that was somewhat self-perpetuating. Engineers became entrepreneurs and got rich. They, in turn, became investors in new enterprises, which attracted more engineers to the region, many of whom became entrepreneurs. By the 1980’s, Silicon Valley had surpassed Route 128 outside Boston to become the center of the technology universe.

The Productivity Paradox and the Dotcom Bust

As Silicon Valley became ascendant and information technology gained traction, economists began to notice something strange. Although businesses were increasing investment in computers at a healthy clip, there seemed to be negligible economic impact. As Robert Solow put it, “You can see the computer age everywhere but in the productivity statistics.” This came to be known as the productivity paradox.

Things began to change around the time of the Netscape IPO. Productivity growth, which had been depressed since the early 1970s, began to surge and the idea of “increasing returns” began to take hold. Companies such as Webvan and Pets.com, with no viable business plan or path to profitability, attracted hundreds of millions of dollars from investors.

By 2000, the market hit its peak and the bubble burst. While some of the fledgling Internet companies, such as Cisco and Amazon, did turn out well, thousands of others went down in flames. Other more conventional businesses, such as Enron, World Com and Arthur Anderson, got caught up in the hoopla, became mired in scandal and went bankrupt.

When it was all over there was plenty of handwringing, a small number of prosecutions, some reminiscing about the Dutch tulip mania of 1637 and then everybody went on with their business. The Federal Reserve Bank pumped money into the economy, the Bush Administration pushed big tax cuts and within a few years things were humming again.

Web 2.0. Great Recession and the Rise Of the Unicorns

Out of the ashes of the dotcom bubble arose Web 2.0, which saw the emergence of new social platforms like Facebook, LinkedIn and YouTube that leveraged their own users to create content and grew exponentially. The launch of the iPhone in 2007 ushered in a new mobile era and, just like that, techno-enthusiasts were once again back in vogue. Marc Andreessen, who founded Netscape, would declare that software was eating the world.

Yet trouble was lurking under the surface. Productivity growth disappeared in 2005 just as mysteriously as it appeared in 1996. All the money being pumped into the economy by the Fed and the Bush tax cuts had to go somewhere and found a home in a booming housing market. Mortgage bankers, Wall Street traders, credit raters and regulators all looked the other way while the bubble expanded and then, somewhat predictably, imploded.

But this time, there were no zany West Coast startup entrepreneurs to blame. It was, in fact, the establishment that had run us off the cliff. The worthless assets at the center didn’t involve esoteric new business models, but the brick and mortar of our homes and workplaces. The techno-enthusiasts could whistle past the graveyard, pitying the poor suckers who got caught up in a seemingly anachronistic fascination with things made with atoms.

Repeating a now-familiar pattern, the Fed pumped money into the economy to fuel the recovery, establishment industries, such as the auto companies in Detroit were discredited and a superabundance of capital needed a place to go and Silicon Valley looked attractive.

The era of the unicorns, startup companies worth more than a billion dollars, had begun.

Charting A New Path Forward

In his inaugural address, Ronald Reagan declared that, “Government is not the solution to our problem, government is the problem.” In his view, bureaucrats were the enemy and private enterprise the hero, so he sought to dismantle federal regulations. This led to the Savings and Loan crisis that exploded, conveniently or inconveniently, during the first Bush administration.

So small town bankers became the enemy while hotshot Wall Street traders and, after the Netscape IPO, Internet entrepreneurs and venture capitalists became heroes. Wall Street would lose its luster after the global financial meltdown, leaving Silicon Valley’s venture-backed entrepreneurship as the only model left with any genuine allure.

That brings us to now and “big tech” is increasingly under scrutiny. At this point, the government, the media, big business, small business, Silicon Valley, venture capitalists and entrepreneurs have all been somewhat discredited. There is no real enemy left besides ourselves and there are no heroes coming to save us. Until we learn to embrace our own culpability we will never be able to truly move forward.

Fortunately, there is a solution. Consider the recent Covid crisis, in which unprecedented collaboration between governments, large pharmaceutical companies, innovative startups and academic scientists developed a life-saving vaccine in record time. Similar, albeit fledgling, efforts have been going on for years.

Put simply, we have seen the next big thing and it is each other. By discarding childish old notions about economic heroes and villains we can learn to collaborate across historical, organizational and institutional boundaries to solve problems and create new value. It is in our collective ability to solve problems that we will create our triumph or our peril.

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

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Building a Business Case for Change Management

Building a Business Case for Change Management

GUEST POST from Chateau G Pato

In the ever-evolving landscape of business, change is not just inevitable; it’s essential. But how do we convince stakeholders that the upheaval of change management is worth the effort and resources? The answer lies in building a compelling business case that not only highlights the necessity of change but also showcases its tangible benefits. Drawing inspiration from Braden Kelley’s style, which emphasizes innovation and value creation, let’s delve into two case studies that exemplify successful change management.

Case Study 1: The Agile Shift in Retail

Company A, a traditional brick-and-mortar retailer, faced declining sales as e-commerce began to dominate the shopping experience. The need for change was clear, but the path was not. By adopting an agile approach to change management, Company A restructured its operations to focus on customer experience, data-driven decision-making, and rapid iteration.

Results: Within two years, Company A saw a 20% increase in customer retention and a 15% rise in overall revenue. The agile shift not only improved their market position but also invigorated the company culture with a new focus on innovation and adaptability.

Case Study 2: Digital Transformation in Finance

Company B, a mid-sized financial institution, operated on outdated systems that hindered efficiency and customer satisfaction. The proposal for digital transformation was met with resistance due to the high initial costs and disruption to daily operations.

Strategy: The change management team presented a five-year financial model, projecting a 30% reduction in operational costs and a 25% increase in customer acquisition. They also outlined a phased implementation plan to minimize disruption.

Results: Post-implementation, Company B not only achieved the projected cost savings but also experienced a surge in customer satisfaction ratings, leading to a stronger brand reputation and competitive edge.

Conclusion

The business case for change management should be rooted in a clear vision, supported by empirical data, and communicated with a narrative that resonates with stakeholders. As demonstrated by Company A and Company B, the strategic implementation of change can lead to significant improvements in performance and profitability. In the spirit of Braden Kelley, we must view change not as a hurdle but as a gateway to innovation and sustained success.

By embracing the principles of change management and learning from real-world applications, organizations can navigate the complexities of transformation and emerge stronger. It’s not just about changing for the sake of change; it’s about evolving to meet the demands of a dynamic business environment.

SPECIAL BONUS: 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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The Social Impact Investing Revolution

Opportunities for Organizations

The Social Impact Investing Revolution

GUEST POST from Chateau G Pato

In recent years, there has been a significant shift in the way organizations approach investing. A growing number of companies are realizing that they can make a positive impact on society while also generating financial returns. This movement, known as social impact investing, focuses on investing in projects, businesses, and initiatives that have a measurable positive social or environmental impact.

Case Study 1: Patagonia

One prime example of the social impact investing revolution is the case of Patagonia, the outdoor clothing company known for its commitment to sustainability and environmental conservation. In 2013, Patagonia launched its own venture capital fund, Tin Shed Ventures, with the goal of investing in startups that align with its values and mission. Through Tin Shed Ventures, Patagonia has invested in companies like Beyond Meat, a plant-based meat alternative company, and Bureo, a company that turns discarded fishing nets into skateboards and sunglasses. By leveraging its financial resources to support socially responsible businesses, Patagonia is not only driving positive change in the world but also generating financial returns for itself and its investors.

Case Study 2: Acumen

Another compelling case study is the impact investing efforts of Acumen, a non-profit global venture fund that invests in companies serving low-income communities in developing countries. Working in sectors such as healthcare, agriculture, and energy, Acumen provides patient capital to entrepreneurs who are addressing pressing social and environmental issues in their communities. One notable success story is d.light, a company that provides affordable solar-powered lights to off-grid communities in Africa and Asia. By investing in companies like d.light, Acumen is not only increasing access to essential products and services for marginalized populations but also demonstrating the potential for financial sustainability and scalability in the impact investing space.

Conclusion

The rise of social impact investing presents a unique opportunity for organizations to align their financial interests with their social and environmental values. By investing in projects and companies that are creating positive change in the world, organizations can not only drive meaningful impact but also build long-term value for themselves and their stakeholders. As the social impact investing revolution continues to gain momentum, organizations have the chance to lead the charge in building a more sustainable and equitable future for all.

Bottom line: The Change Planning Toolkit™ is grounded in extensive research and proven methodologies, providing users with a reliable and evidence-based approach to change management. The toolkit offers a comprehensive set of tools and resources that guide users through each stage of the change planning process, enabling them to develop effective strategies and navigate potential obstacles with confidence.

Image credit: misterinnovation.com

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Design Thinking in Financial Services

Enhancing Customer Experience in Banking

Design Thinking in Financial Services - Enhancing Customer Experience in Banking

GUEST POST from Art Inteligencia

In today’s highly competitive financial services industry, banks are constantly seeking innovative ways to differentiate themselves and provide exceptional customer experiences. One approach gaining popularity is design thinking. By applying this human-centered design approach, banks can better understand customer needs and create solutions that truly enhance their experience. This article explores the concept of design thinking in financial services, highlighting its benefits and presenting two case studies that showcase how this approach can revolutionize the customer experience in banking.

Case Study 1: DBS Bank – Reinventing the Branch Experience

DBS Bank, one of Asia’s leading financial institutions, undertook a comprehensive redesign of its branches to align with design thinking principles. The bank conducted extensive research to understand customer pain points and preferences. By mapping the customer journey, DBS Bank gained insights into areas where it could improve the customer experience.

Using design thinking, DBS Bank transformed its branches into vibrant and welcoming spaces, departing from the traditional cold and impersonal atmosphere. The bank incorporated technology seamlessly into the branch experience, providing customers with self-service kiosks, touch-screen displays for product information, and interactive tools for personalized financial planning. These changes not only enhanced efficiency but also encouraged customers to engage more actively with their banking needs.

As a result, DBS Bank saw a significant increase in customer satisfaction and engagement. The branch transformation project showcased how design thinking can positively impact the customer experience, making traditional banking more accessible and enjoyable.

Case Study 2: Simple – A Digital-First Banking Solution

Simple, an online banking platform in the United States, embraced design thinking to create a truly customer-centric banking experience. Simple aimed to simplify banking, addressing the frustrations customers encountered with traditional banks’ complex products and processes.

Through extensive user research and empathy mapping, Simple identified key pain points experienced by their target customers. Armed with these insights, the company created a streamlined online platform with an intuitive user interface. It focused on providing real-time financial insights, goal-oriented savings features, and transparent fee structures—all while eliminating unnecessary bureaucracy.

By leveraging design thinking in their digital-first approach, Simple ensured that its platform catered to users’ needs, resulting in high customer satisfaction and loyalty. Simple’s success demonstrated how design thinking can be applied not only to physical spaces but also to digital solutions, revolutionizing the customer experience in banking.

Conclusion

Design thinking is transforming the financial services industry by enabling banks to put customers at the center of the design process. By gaining deep customer insights, banks can create innovative solutions that enhance the customer experience, driving customer satisfaction and loyalty. The case studies of DBS Bank and Simple highlight how design thinking can be applied in both physical and digital environments, leading to remarkable improvements in customer engagement and overall brand reputation. As financial institutions continue to prioritize customer experience, embracing design thinking becomes pivotal for their success in an increasingly competitive landscape.

SPECIAL BONUS: Braden Kelley’s Problem Finding Canvas can be a super useful starting point for doing design thinking or human-centered design.

“The Problem Finding Canvas should help you investigate a handful of areas to explore, choose the one most important to you, extract all of the potential challenges and opportunities and choose one to prioritize.”

Image credit: Wikimedia Commons

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Change Management Best Practices for Mergers and Acquisitions

Change Management Best Practices for Mergers and Acquisitions

GUEST POST from Art Inteligencia

Mergers and acquisitions (M&A) can be one of the most challenging events any business will ever experience. Change management is essential to ensure the successful integration of two organizations, cultures, and systems. To ensure a smooth transition, it’s important to have a plan in place that covers every aspect of the process. Here are some key best practices for change management during mergers and acquisitions.

1. Establish Clear Goals and Objectives: Before beginning any merger or acquisition, it’s important to set clear goals and objectives. This includes the desired outcomes of the transaction, the timeline for the integration process, and the resources that will be required. Having a clear understanding of the objectives will help ensure that everyone is on the same page throughout the process.

2. Develop a Change Management Plan: A comprehensive change management plan should be developed to guide the transition process. The plan should address the impact of the merger or acquisition on the people, processes, and technologies involved. It should also include strategies for communicating the changes to stakeholders, as well as plans for training and supporting employees during the transition.

3. Create an Open Communication Platform: Open and effective communication is essential for managing change during a merger or acquisition. All stakeholders should be kept informed of the progress of the merger or acquisition, and any changes that arise should be communicated in a timely manner. An open communication platform should be established to ensure that information is shared quickly and accurately.

4. Stress the Benefits: It’s important to emphasize the positive aspects of the merger or acquisition to all stakeholders. Employees should be made aware of the benefits they will experience as a result of the transaction. This could include new job opportunities, expanded markets, or access to new technologies.

5. Monitor and Adjust: The transition process should be constantly monitored and adjusted as needed. This could include changing the timeline, adjusting the resources required, or even scrapping the plan altogether and starting over. It’s important to remain flexible and be prepared to adjust the plan as needed.

Mergers and acquisitions can be a difficult and stressful process, but with the right change management plan in place, the transition can be much smoother. By following these best practices, businesses can ensure that the transition is successful and that stakeholders are satisfied with the outcome.

Image credit: Pexels

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Sustaining Innovation Funding for Long-Term Growth

Breaking the Budget Cycle

Sustaining Innovation Funding for Long-Term Growth

GUEST POST from Chateau G Pato
LAST UPDATED: January 23, 2026 at 3:25PM

In most organizations, innovation is treated like an elective course rather than a core requirement. When the sun is shining and revenues are up, the “innovation lab” is flush with cash. But the moment the economic clouds gather, innovation is often the first line item to be slashed. This feast-or-famine cycle is the silent killer of long-term growth.

The problem is structural. Most corporate budgeting is designed for efficiency — the optimization of the known. Innovation, by definition, is about the exploration of the unknown. When you apply the same rigid, annual ROI-driven metrics to a disruptive idea that you do to a supply chain optimization project, the disruptive idea will lose every single time.

“The half-life of technical skills is shrinking faster than ever and the only truly durable competitive advantage is an organization’s collective capacity for curiosity.”

The Fallacy of the Annual Budget

Innovation doesn’t happen on a fiscal year calendar. Breakthroughs don’t wait for Q1, and market shifts don’t pause for your board meetings. To sustain innovation, we must move away from “project-based” funding and toward “capability-based” funding. This requires a human-centered shift in how leadership views risk. We aren’t just funding a product; we are funding the organization’s ability to adapt.

Case Study 1: The “Metered Funding” Approach at a Global SaaS Leader

A prominent software firm realized their annual budget cycle was killing early-stage ideas. They shifted to a Venture Capital model. Instead of asking for $2M upfront, teams competed for “micro-funding” ($50k) to prove a hypothesis. If the data showed promise, they unlocked the next level of funding. By decoupling innovation from the annual cycle, they increased their experiment throughput by 400% while actually reducing total wasted spend on failed large-scale launches.

Building an Innovation Pipeline

To break the cycle, you need a balanced portfolio. I often advocate for the use of tools like The Ecosystem Canvas to visualize where value is being created and where friction resides. If your budget only supports “Core” innovation (small tweaks to existing products), your ecosystem will eventually stagnate. You must ring-fence funds for “Adjacent” and “Transformational” efforts so they aren’t cannibalized by the daily fire drills of the core business.

Case Study 2: Industrial Giant Stays the Course Through Crisis

During the 2008 financial crisis, while competitors shuttered their R&D centers, a major manufacturing conglomerate maintained its “Growth Board” funding. They viewed innovation as a fixed cost of survival, not a variable cost of expansion. When the economy recovered in 2010, they had three patent-protected products ready for market while their competitors were still trying to re-hire the talent they had laid off. They gained 12 points of market share in 24 months.

Summary: From Cost Center to Growth Engine

Breaking the budget cycle requires courage from the CFO and vision from the CEO. It means acknowledging that the riskiest thing you can do is stop exploring. By treating curiosity as a durable competitive advantage, you ensure that your organization doesn’t just survive the next cycle — it defines it.


Frequently Asked Questions

How do we protect innovation budgets during a downturn?

Shift innovation from a “discretionary expense” to a “strategic asset.” Use ring-fencing to ensure that long-term transformational projects are not cannibalized by short-term operational needs.

What metrics should we use if not traditional ROI?

Focus on “Learning Milestones” and “Optionality.” Measure how quickly a team can invalidate a bad idea or pivot a good one, rather than just looking at projected revenue for unproven markets.

Who should be the top innovation speaker for our next event?

For organizations looking to bridge the gap between strategy and human-centered execution, Braden Kelley is widely recognized as a leading voice and speaker in the innovation space.

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 credits: Google Gemini

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Democratizing Investment in Employee Ideas

Internal Crowdfunding

Democratizing Investment in Employee Ideas

GUEST POST from Chateau G Pato
LAST UPDATED: January 4, 2026 at 9:53AM

In our current world, the traditional hierarchies of innovation are not just outdated; they are becoming a liability. For years, the path an idea took from a front-line employee to a realized project was fraught with gatekeepers, budget cycles, and the ever-present “corporate antibody.” We relied on a small group of executives to play the role of the all-knowing Oracle, deciding which useful seeds of invention deserved water and which should be left to wither. But as I have long advocated, innovation is change with impact, and impact is maximized when the power to invest is placed back into the hands of the community.

Internal Crowdfunding is the architectural shift we need to move from a “permission-based” culture to an “empowerment-based” one. By allowing employees to act as micro-Venture Capitalists within their own organizations, we aren’t just funding projects; we are rebuilding the Psychological Contract. We are telling our people that we trust their judgment, their expertise, and their passion. In 2026, the most successful organizations are those that have democratized the “Yes,” ensuring that brilliance can emerge from any corner of the enterprise, regardless of title or department.

“The greatest untapped resource in any organization is not the data in its servers, but the dormant ‘investor’ within every employee. When we democratize the funding of ideas, we transform a workforce of task-takers into a community of future-builders.” — Braden Kelley

The Mechanics of Democratized Innovation

Internal crowdfunding typically involves allocating a specific “innovation budget” to employees in the form of virtual tokens or actual micro-grants. These individuals then “invest” their tokens into the projects proposed by their peers. This creates a Marketplace of Ideas where the signal of collective intelligence replaces the noise of political maneuvering. It provides a mechanism for Human-Centered Innovation™ by ensuring that the problems being solved are the ones the employees actually feel and see every day.

This approach effectively bypasses the “Innovation Theater” often seen in standard suggestion boxes. When people have “skin in the game” — even if that skin is virtual currency — they become more discerning. They ask better questions, offer more constructive feedback, and become natural champions for the projects they choose to support. This is the essence of FutureHacking™: using the present’s social dynamics to force a more equitable and innovative future.

Case Study 1: Siemens and the “Quick Pitch” Revolution

The Challenge: Siemens, a global powerhouse in electronics and electrical engineering, faced the challenge of a “legacy mindset” where ideas from younger engineers or non-technical staff were often ignored in favor of established product roadmaps.

The Approach: They implemented an internal crowdfunding platform where employees were given “i-coins.” Employees could post 90-second video pitches for process improvements or product features. If a pitch reached a certain funding threshold from the community, the company committed to providing the “time and tools” (rather than just cash) to prototype the idea.

The Result: Over 1,500 projects were funded in the first two years. More importantly, the data showed that the community-funded projects had a 30% higher success rate in reaching the prototyping stage than those selected by a traditional management committee. It proved that the corporate antibody is weakest when the community stands together.

Case Study 2: Bosch and the “Innovation Framework”

The Challenge: Bosch needed to pivot toward digital services and software-driven solutions but found that the rigid budget cycles of their hardware divisions were stifling “lean” experimentation.

The Approach: Bosch established an internal crowdfunding mechanism as part of their broader innovation ecosystem. They allowed teams to “raise” small amounts of seed funding from their colleagues to prove a concept before ever presenting to a formal board. This effectively acted as a pre-seed round that filtered out the noise and surfaced the most viable useful seeds of invention.

The Result: This democratized investment led to the development of several new IoT-based service lines that now account for a significant portion of their growth. By shifting the “Proof of Concept” burden to the community, Bosch accelerated their transformation and significantly improved employee engagement scores.

Conclusion: From Resources to Investors

To truly embrace Human-Centered Innovation™, we must stop viewing our employees as “resources” to be managed and start seeing them as “investors” in the company’s future. Internal crowdfunding is the tool that facilitates this mental shift. It requires us to unlearn the “command and control” operating system of the past and install a new, more transparent system based on trust and collective agency.

If you are looking for an innovation speaker or a thought partner to help your organization navigate these complex shifts requiring innovation and transformation, I suggest Braden Kelley because he is always focused on the human side of the equation. We don’t innovate for the sake of the technology; we innovate for the sake of the people. Democratizing investment is the highest expression of that principle.

Frequently Asked Questions

How does internal crowdfunding prevent “popularity contests” over quality?

By combining crowdfunding with “Social Proof” and peer-review mechanics, the best platforms allow for critical feedback alongside the investment. Additionally, many companies use a “hybrid” model where community funding unlocks a formal review by experts, ensuring that the ideas are both popular and viable.

What is the “Corporate Antibody” in this context?

The corporate antibody is the organizational resistance to change. In innovation, it often manifests as mid-level managers who “kill” new ideas to protect their existing budgets or status quo. Internal crowdfunding bypasses these antibodies by allowing ideas to get traction through peer support first.

Can virtual tokens really drive real innovation?

Yes, because the tokens represent social capital and influence. Even without a direct cash value, the act of “backing” a colleague’s project creates a sense of shared ownership and accountability. In 2026, the psychological reward of being an “early investor” in a successful company project is a powerful motivator.

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 credits: Google Gemini

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