Category Archives: Innovation

Productive Disagreement Requires Trust

GUEST POST from Mike Shipulski

When there’s disagreement between words and behavior, believe the behavior. This is especially true when the words deny the behavior.

When there’s disagreement between the data and the decision, the data is innocent.

When there’s agreement that there’s insufficient data but a decision must be made, there should be no disagreement that the decision is judgment-based.

When there’s disagreement on the fact that there’s no data to support the decision, that’s a problem.

When there’s disagreement on the path forward, it’s helpful to have agreement on the process to decide.

When there’s disagreement among professionals, there is no place for argument.

When there’s disagreement, there is respect for the individual and a healthy disrespect for the ideas.

When there’s disagreement, the decisions are better.

When there’s disagreement, there’s independent thinking.

When there’s disagreement, there is learning.

When there’s disagreement, there is vulnerability.

When there’s disagreement, there is courage.

When there’s disagreement, there is trust.

Image credit: Pixabay

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Imagination versus Knowledge

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Is imagination really more important?

Imagination versus Knowledge

GUEST POST from Janet Sernack

Is imagination really more important than knowledge? How does imagination link to catalyzing collective innovation and unleashing corporate vitality?

When I did my research, I discovered that the answer is actually paradoxical!

Albert Einstein famously said “Imagination is more important than knowledge. For knowledge is limited to all we know and understand, while imagination embraces the entire world, and all there ever will be to know and understand.”

Why is the answer so paradoxical?

According to a well-researched and scientific article “Einstein’s most famous quote is totally misunderstood” in BIGTHINK magazine, the author suggests that he’s really doing is encouraging people to look beyond the current, conservative frontiers of what we know and into the realm of what we’re compelled to explore next.

He describes that imagination, in Einstein’s mind, is shorthand for a thought experiment: to simulate the consequences of a theory in a regime that’s yet to be tested, where the imaginative predictions were all well-quantified far in advance of the observations/experiments.

Both knowledge and imagination

This means that for your imagination to take you to worthwhile places, you also need a strong foundation of knowledge of the subject to build your theory or idea.

This makes it a “both/and” paradox.

This means that you need both a deep knowledge of the subject or problem and a capacity to create, evolve and exploit mental models of things or situations that are often counterintuitive and counterfactual and don’t yet exist.

Doing this enables you to generate new lines of feeling and thinking, and to connect fields, problems, and ideas that others find unrelated. To ultimately inspire, and result in collective innovation.

How does this relate to innovation?

Most of us are already aware that companies increasingly need to innovate — across strategies, operations, offerings, and business models. Especially when business environments are experiencing a range of global and local crises, accelerating change and ongoing, relentless instability and uncertainty. Where many have become survival focused, and adopt a short-term reactive lens in attempts to restore “normality” and arrest a decline in long-term growth rates and competitiveness.

As well as arrest a serious decline in their corporate vitality. Which is crucial for long-term success, growth, and sustainability. Yet some companies are unaware that imagination is upstream of innovation. Sadly lack the focus towards entering this critical realm and leveraging it to stimulate a capacity for collective innovation which is needed for corporate vitality to thrive.

Corporate vitality enables organizations to thrive

An organizational culture that embraces corporate vitality enables them to thrive, by knowing how to shape visionary strategies in the imagination age that enables it to:

Rebound and reinvent themselves, under pressure.
Ignite people’s imagination to co-create ideas.
Collaborate to accelerate collective innovation.
Deliver and accelerate growth in a VUCA/BANI.

Yet, according to research by the BCG Hendersen Institute in an article “Competing on Imagination”

“Big businesses often struggle to make use of imagination. They may try to make it a predictable process, and end up with routine and incrementalism. Or they may treat it like a magical power, celebrated in tales of great innovators, in the hope that good ideas will appear as needed. As companies grow, it becomes harder to be imaginative. Larger companies tend to focus on exploiting what they know and what originally gave them scale”.

What else inhibits the development of corporate vitality?

The BCG research also reveals that most companies don’t yet know how to ignite people’s imagination. Which is required to co-create ideas and collaborate.

Often because they usually lack the motivation, rigor, and knowledge required to:

Clarify, ignite, and activate imagination: what it means and how it works at either an individual or collective level.

Which restricts an ability to develop the capacity required to deviate from the norm and emerge creative insights and breakthroughs, invent, and innovate on a scale.

Strategically and systematically improve the individual and collective capacity to imagine: which keeps them stuck within their own spheres, and focuses on averages rather than on exceptions.

This also restricts individual and collective investment in creating free time and space for daydreaming, mind wandering, and meandering into the unknown.

Cultivate individual and collective imaginative capacity through social transmissions: that evoke new questions and provocative ideas.

Which keeps them restricted to the confines of their own, or current mental models, rigid role parameters, and focus on metrics and conventional short-term siloed approaches.

Ultimately inhibiting our capacity to alter our cognitive habits, allowing our minds to make new associations, develop, and experiment with new ideas. That forms the foundations for cultivating a culture that catalyzes collective innovation and unleashes corporate vitality.

Taking a neurological approach

Research presented by Gabriella Rosen Kellerman and Dr Martin Seligman, in their recent book Tomorrow Mind enables us to take a neurological approach towards igniting people’s imagination – to arouse our curiosity and co-create ideas, that result in collective innovation.

Default Mode Network (DMN)

Stating that when we allow our minds to wander and daydream, our brain doesn’t just “power down.” Instead it “switches to a new mode of thinking, one so vital that it is our default – or the activity our brains jump to in every free moment” which specializes in two processes: imagining and planning.

This is known as our Default Mode Network (DMN). Which activates when we let our minds wander or drift into a daydream, to create spontaneous oscillations that allow us to observe novel thought streams and extract new patterns, generalizations, interpretations, and insights.

It is the place our best ideas come from.

Discovering what does not yet exist

In this realm, our minds break the bonds of space and time, blending memory and fantasy, creating an eternal cycle that dances between exploitation and exploration.

Allowing us to exploit our “knowns” and explore new possibilities by imagining scenes that differ radically from the actual past and the actual present, allowing us to discover and learn deeply about what does not yet exist.

What does this mean to organizations, leaders, and coaches?

Power of provocation

ImagineNation™ has pioneered innovation coaching by presenting The Coach for Innovators, Leaders, and Teams Certified Program, globally online for more than 10 years. To teach the traits, mindsets, behaviors, and skills to ignite people’s imagination, based on our experience that consciousness, imagination, and curiosity are the precursors to both creativity and innovation.

Where consciousness contains the states and qualities of the mind, which is where our imagination is located, creativity is the process of bringing something new to the mind, and innovation is bringing the new to the world.

Being a disruptive provocateur

We teach participants to become “disruptive provocateurs” who know how to compassionately, creatively, and courageously create collective holding spaces.

That creates the permission, safe space, and trust for developing generative thinking processes that enable peoples to see and solve challenging problems that evoke and emerge new discoveries, and creative ideas and generate learning by:

Disrupting peoples’ habitual feelings and thought processes and comfort zones,
Co-creating the permission, safety, and trust to deviate and differ,
Space and time for elasticizing and stretching habitual thought processes.

Imagination can be provocative because it arouses scenes that differ radically from the actual past and the actual present. This allows us to discover and learn deeply about what does not yet exist. It enables us to focus on being intentional, in taking intelligent and right actions to solve the problem differently and develop corporate vitality.

Power of prospection

Developing the co-creative frequencies requires us to alter our cognitive habits, allowing our minds to make new associations, develop, and experiment with new ideas, and cultivate a culture that embraces corporate vitality. This involves the capacity to imagine alternate futures, and developing prospection skills – “the ability within each of us to think about the future and envision what’s possible.”

According to USA-based leading global coaching platform BetterUps’ Report on the Future Minded Leader:

“Imagining ourselves into alternate futures and evaluating them as a way to make decisions and guide present action is unique”.

These occupy at least one-quarter of our waking thoughts, and when it comes to imagining the future, we are at once both our most optimistic and pessimistic selves, which is, in essence, also contradictory. Because we can both project optimism about what is to come and make risk-averse decisions to build the foundations for envisioning a range of desirable and alternate futures.

Sparking corporate vitality

Building an “imagination machine” – an organization where the imagination of individuals work together is fully supported intentionally and by design involves creating space for our Default Mode Networks (DMN) to activate and lay the foundations for collective innovation by:

Creating space and time for reflection enables people to regain control of their attention and minds, and to allow spontaneous, generative mind wandering – by engaging in simple activities like walking, reading, bathing, exercising, and free writing.
Making it safe and permissible to regularly expose people to the unfamiliar and the unknown – by building their discomfort resilience, provoking and elasticizing their core and habitual thinking processes.
Coaching, teaching, and training people to view their worlds systemically, to wander and daydream at the edges of the social fields – to sense, perceive and emerge anomalies, and counterintuitive and counterfactual patterns and trends.
Coaching, teaching, and training people to safely disrupt and challenge their habitual mental models – by creating mindset flips and paradigm shifts, developing their curiosity, and enhancing their cognitive diversity and agility.
Introducing more playfulness into the working environment – by improvising, exploring, introducing business simulations, and learning events, as well as gamification, to generate insights, that saturate us with ideas that we can then incubate.

Imagination, collective innovation, and corporate vitality

When we combine a rigorous approach to expanding and applying both our knowledge and our imagination, we can co-create ideas, and innovate in ways that illuminate people’s hearts and minds.

By altering and elasticizing our cognitive habits, allowing our minds to make new associations and unlikely connections, we can develop, and experiment with new ideas, and cultivate a culture that leverages and scales collective innovation that unleashes real corporate vitality.

Image Credit: Pixabay

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Why Most Corporate Innovation Programs Fail

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(And How To Make Them Succeed)

Why Most Corporate Innovation Programs Fail

GUEST POST from Greg Satell

Today, everybody needs to innovate. So it shouldn’t be surprising that corporate innovation programs have become wildly popular. There is an inherent tradeoff between innovation and the type of optimization that operational executives excel at. Creating a separate unit to address innovation just makes intuitive sense.

Yet corporate innovation programs often fail and it’s not hard to see why. Unlike other business functions, like marketing or finance, in a healthy organization everybody takes pride in their ability to innovate. Setting up a separate innovation unit can often seem like an affront to those who work hard to innovate in operational units.

Make no mistake, a corporate innovation program is no panacea. It doesn’t replace the need to innovate every day. Yet a well designed program can augment those efforts, take the business in new directions and create real value. The key to a successful innovation program is to develop a clear purpose built on a shared purpose that can solve important problems.

A Good Innovation Program Extends, It Doesn’t Replace

It’s no secret that Alphabet is one of the most powerful companies in the world. Nevertheless, it has a vulnerability that is often overlooked. Much like Xerox and Kodak decades ago, it’s highly dependent on a single revenue stream. In 2018, 86% of its revenues came from advertising, mostly from its Google search business.

It is with this in mind that the company created its X division. Because the unit was set up to pursue opportunities outside of its core search business, it didn’t encounter significant resistance. In fact, the X division is widely seen as an extension of what made Alphabet so successful in the first place.

Another important aspect is that the X division provides a platform to incubate internal projects. For example, Google Brain started out as a “20% time project.” As it progressed and needed more resources, it was moved to the X division, where it was scaled up further. Eventually, it returned to the mothership and today is an integral part of the core business.

Notice how the vision of the X division was never to replace innovation efforts in the core business, but to extend them. That’s been a big part of its success and has led to exciting new business like Waymo autonomous vehicles and the Verily healthcare division.

Focus On Commonality, Not Difference

All too often, innovation programs thrive on difference. They are designed to put together a band of mavericks and disruptors who think differently than the rest of the organization. That may be great for instilling a strong esprit de corps among those involved with the innovation program, but it’s likely to alienate others.

As I explain in Cascades, any change effort must be built on shared purpose and shared values. That’s how you build trust and form the basis for effective collaboration between the innovation program and the rest of the organization. Without those bonds of trust, any innovation effort is bound to fail.

You can see how that works in Alphabet’s X division. It is not seen as fundamentally different from the core Google business, but rather as channeling the company’s strengths in new directions. The business opportunities it pursues may be different, but the core values are the same.

The key question to ask is why you need a corporate innovation program in the first place. If the answer is that you don’t feel your organization is innovative enough, then you need to address that problem first. A well designed innovation program can’t be a band-aid for larger issues within the core business.

Executive Sponsorship Isn’t Enough

Clearly, no corporate innovation program can be successful without strong executive sponsorship. Commitment has to come from the top. Yet just as clearly, executive sponsorship isn’t enough. Unless you can build support among key stakeholders inside and outside the organization, support from the top is bound to erode.

For example, when Eric Haller started Datalabs at Experian, he designed it to be focused on customers, rather than ideas developed internally. “We regularly sit down with our clients and try and figure out what’s causing them agita,” he told me, “because we know that solving problems is what opens up enormous business opportunities for us.”

Because the Datalabs units works directly with customers to solve problems that are important to them, it has strong support from a key stakeholder group. Another important aspect at Datalabs is that once a project gets beyond the prototype stage it goes to one of the operational units within the company to be scaled up into a real business. Over the past five years businesses originated at Datalabs have added over $100 million in new revenues.

Perhaps most importantly, Haller is acutely aware how innovation programs can cause resentment, so he works hard to reduce tensions through building collaborations around the organization. Datalabs is not where “innovation happens” at Experian. Rather it serves to augment and expand capabilities that were already there.

Don’t Look For Ideas, Identify Meaningful Problems

Perhaps most importantly, an innovation program should not be seen as a place to generate ideas. The truth is that ideas can come from anywhere. So designating one particular program in which ideas are supposed to happen will not only alienate the rest of the organization, it is also likely to overlook important ideas generated elsewhere.

The truth is that innovation isn’t about ideas. It’s about solving problems. In researching my book, Mapping Innovation, I came across dozens of stories from every conceivable industry and field and it always started with someone who came across a problem they wanted to solve. Sometimes, it happened by chance, but in most cases I found that great innovators were actively looking for problems that interested them.

If you look at successful innovation programs like Alphabet’s X division and Experian’s Datalabs, the fundamental activity is exploration. X division explores domains outside of search, while Datalabs explores problems that its customers need solved. Once you identify a meaningful problem, the ideas will come.

That’s the real potential of innovation programs. They provide a space to explore areas that don’t fit with the current business, but may play an important role in its future. A good innovation program doesn’t replace capabilities in the core organization, but leverages them to create new opportunities.

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

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Do you ever admit you don’t know?

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Do you ever admit you don't know?

GUEST POST from Mike Shipulski

When you are asked a question and you don’t know the answer, what do you say? What does that say about you?

What happens to people in your organization who say “I don’t know.”? Are they lauded or laughed at? Are they promoted, overlooked, or demoted? How many people do you know that have said: “I don’t know.”? And what does that say about your company?

When you know someone doesn’t know, what do you do? Do you ask them a pointed question in public to make everyone aware that the person doesn’t know? Do you ask oblique questions to raise doubt about the person’s knowing? Do you ask them a question in private to help them know they don’t know? Do you engage in an informal discussion where you plant the seeds of knowing? And how do you feel about your actions?

When you say “I don’t know.” you make it safe for others to say it. So, do you say it? And how do you feel about that?

When you don’t know and you say otherwise, decision quality suffers and so does the company. Yet, some companies make it difficult for people to say “I don’t know.” Why is that? Do you know?

I think it’s unreasonable to expect people to know the answer to know the answers to all questions at all times. And when you say “I don’t know.” it doesn’t mean you’ll never know; it means you don’t know at this moment. And, yet, it’s difficult to say it. Why is that? Do you know?

Just because someone asks a question doesn’t mean the answer must be known right now. It’s often premature to know the answer, and progress is not hindered by the not knowing. Why not make progress and figure out the answer when it’s time for the answer to be known? And sometimes the answer is unknowable at the moment. And that says nothing about the person that doesn’t know the answer and everything about the moment.

It’s okay if you don’t know the answer. What’s not okay is saying you know when you don’t. And it’s not okay if your company makes it difficult for you to say you don’t know. Not only does that create a demoralized workforce, but it’s also bad for business.

Why do companies make it so difficult to say “I don’t know.”? You guessed it – I don’t know.

Image credit: Pixabay

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Scale Your Innovation by Mapping Your Value Network

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How understanding the players in your game can help you scale successfully

Scale Your Innovation by Mapping Your Value Network

GUEST POST from John Bessant

There comes a time in innovation when you realize you might have taken on something a bit too big. No matter how hard you throw yourself into the challenge, creating value from your idea is going to need a little help. Changing the world, or even a small piece of it, takes a lot of push. That’s the moment when you realize you need ‘complementary assets’ – the ‘who else?’ and ‘what else?’ pieces of your innovation jigsaw puzzle.

It’s a challenge at the very beginning – how to put together a network of people and resources to bring your idea to life? But it’s an even bigger challenge when it comes to scaling innovation – how to get widespread adoption of your ‘best thing since sliced bread’ innovation.

Something which Otto Rohrwedder, the inventor of sliced bread (or more precisely the machine which enabled it) came to understand. He spent fifteen years working to develop and scale his invention and set up the Mac-Roh Company to launch his great idea. Only to see it arrive with more of a whimper than a bang. The bakers to whom he tried to sell it were underwhelmed. They thought the machine too complex for everyday production, it was bulky and took up precious space – and they weren’t convinced of the need anyway. Teetering close to the edge of bankruptcy he persuaded a local baker, Frank Bench, to invest and install the first machine.

On July 7, 1928, the first loaf of commercially sliced bread was produced by the Chillico the Baking Company of Missouri and sold under the brand name Kleen Maid. And while bakers had been skeptical of the benefits local families in the mid-West were much more enthusiastic. As a review in the local newspaper (the Constitution Tribune) put it:

“So neat and precise are the slices, and so definitely better than anyone could possibly slice by hand with a bread knife that one realizes instantly that here is a refinement that will receive a hearty and permanent welcome.

Within two weeks bread sales from the bakery had increased by 2000%! The idea began to take off across the country and two years later the New York-based Continental Baking Company began using Rohwedder’s machines to build an entire business around sliced bread. Their product – Wonder Bread – (and the accompanying marketing campaign) helped lift awareness to a high level. By 1933 almost every bakery in the USA had a slicing machine and 80% of the bread produced in America was sliced

Otto isn’t alone; many innovations which ultimately scaled successfully spent a long time in the doldrums, great ideas which drifted because of the lack of partners to give the required momentum. J. Murray Spangler’s invention of the electric vacuum suction sweeper nearly wheezed its last before it could make it into everyday home use. It was only when he connected with William Hoover that the venture took off. Mark Twain’s enthusiasm for the typewriter was that of an early adopter but the only way Christopher Sholes and his colleagues could get their machine to a widespread market was by teaming up with the experience of the Remington company who understood mass production, marketing, logistics and all the other ‘complementary assets’ they needed to scale their innovation.

And Earl Tupper’s brilliant bit of alchemy in turning black sludge waste from oil wells into brightly colored polypropylene storage vessels signally failed to impress American families until the link-up with Brownie Wise who brought her social marketing skills literally to the party. Home demonstrations via a social get-together not only accelerated sales but also laid the foundation for a powerful new addition to the marketing repertoire.

So scaling innovation is a multi-player game. We’ve learned that to create value at scale needs a network – but importantly one which goes beyond the sum of its parts. Systems have ‘emergent properties but these only emerge if there is an organizing energy to enable the process. And they need to share a common purpose, reflected in the current discussion of innovation ‘ecosystems’ , a concept which comes originally from biological science and refers to “the complex of a community of organisms and its environment functioning as an ecological unit”

It’s been applied in many branches of natural science with the same focus on an interdependent collection of elements with a shared goal or purpose, for example in geography:

An ecosystem is a geographic area where plants, animals, and other organisms, as well as weather and landscape, work together to form a bubble of life… Every factor in an ecosystem depends on every other factor, either directly or indirectly. (National Geographic Encyclopedia)

It’s pretty clear that ecosystems don’t just happen; in the physical world they take millions of years to settle into a viable pattern. And in the world of organizations it’s going to involve much more than just assembling a set of components. It will need active management to secure the emergent properties.

Systems of this kind aren’t just a challenge in the world of commercial innovation. In fact social innovation – making changes to create a better world – requires even more attention to assembling ecosystems which create value. Take the World Food Program, one of the agencies within the United Nations which tries to help deal with the severe and age-old challenge of making sure people get enough to eat. They have a long history of innovation and recent examples include the Optimus programme which aims to improve efficiencies on the supply-chain which eventually makes it possible to feed a hungry child – or not. Optimus uses digital tools to help, and it worked as an effective pilot project back in 2015 in Iraq. But scaling it required many players coming on board and working together, not least national governments. Thankfully the results have moved the needle in the right direction; Optimus now operates in 20 countries including Ukraine, Yemen and Syria, reaching close to 7.5m beneficiaries and with efficiency savings (which equate to more effective food relief) running at over $50m.

So ecosystems matter in the innovation journey to scale. Which introduces three challenges for innovators:

· How to find complementary partners?

· How to form them into a coherent value network?

· How to get that value network to perform as an ecosystem?

All three of these rather depend on having a good understanding of who ‘they’ are and the different roles they play. So we need a map and a way of charting our journey to scale using it. We’ve developed a model for our new book about scaling innovation which identifies 9 core roles which entities in a value network can play:

· 1. Value Creators are those who develop new value – the innovators. This can be one organization, a partnership or joint venture, or it can be done across a distributed network. The key aspect of this creation is that it is new value.

· 2. Value Consumers are those who consume the value which our system creates. Although we often talk of ‘the market’ we should remember that such ‘markets’ are often multi-layered. Our innovation might be used by individuals, businesses, organizations or governments. For many products and services, those who gain value from it may not directly purchase it – that’s often the case with public services like education or health.

· 3. Value Captors – so far this looks a simple enough story – value being created and consumed. But there’s another key role here which is occupied by those who capture value from the innovation not by using it, but by being a part of it.

This is where the entrepreneur takes their profit from the risks they have expended. It is investors in the company which launches and sells the product or service. And it’s all the other supply-side players whose complementary goods and services link together to create the offering.

We need these different players to be part of our value network, our ecosystem. But we also need to recognize that they need an incentive – what’s in it for them? Importantly this doesn’t have to be a financial gain or reward – it could also be an investment in learning new approaches or accessing new markets or it could be about reputation and social identity. Think about the brand-building possibilities for companies which help scale social innovations as part of their ESG story.

These 3 entities are ‘bookends’ – the principal players in the value process. But there’s a second set of roles played by ‘movers’ – those entities which enable the process to happen. These include:

· 4. Value Conveyors are players actively involved in the process of adding value to how our solution comes into being and how it is experienced by consumers. Essentially, the value of the innovation grows through the activities they perform. They are more than just channels: their actions actually increase the value of the innovation itself, be it a product or service. Conveyors might be supply side partners upstream or marketing and distribution partners downstream; either way we need them in our ecosystem to ensure value gets created and moved to where it can be consumed.

Brownie Wise’s performances at Tupperware parties were the stuff of legend. She had all sorts of tricks including throwing a container full of tomato soup across the room to demonstrate the strength of the seal (no messy carpets). But her real contribution to the success of the brand was in the role she played as a conveyor, mobilizing an army of other women to act as demonstrators and sales agents across the country.

· 5. Value Channels are passive in the sense that, like roads or railways, they exist as infrastructure but are independent of the nature of the traffic using them. They are important, necessary elements in scaling but they are not sufficient to assure scale. If they weren’t present or if they are disrupted then value movement couldn’t take place, but they are not active elements in the value creation process. It’s important to think about them not least to explore dependencies and how alternatives might be brought into play.

Think about the huge impact to global value flow when the container ship Ever Given got stuck in the physical channel of the Suez Canal for a week back in 2021! Or the way in which the containers on that ship represented a revolution fifty years earlier in the way that the channel of intermodal transportation (road/rail/sea) operated – Malcolm McClean’s innovation of containerization literally changed the world.

· 6. Sometimes there is a role for Value Coordinators to help to make connections and bring different players together to enact value. For example, a department store offers a physical space in which multiple value creators can connect with value consumers; street markets and large-scale shopping malls offer a similar opportunity. Today’s platform businesses like Alibaba, Amazon or Apple build on this model, providing ‘digital department stores’ across which millions of transactions can take place between creators and consumers.

A third group of players in our value network are those we call ‘shapers’ – because they do just that. They shape the potential amount of value that can be created, consumed, moved and captured within a value network.

· 7. Value Cartographers are the ones who make the maps; they play key roles in structuring a market and determining how much value is possible within a value network. Examples might be regulators, trade unions or influential umbrella organizations. Cartographers can play a major role in accelerating – or slowing – the journey to scale. Think about the current moves towards scaling electromobility; much of the journey to scale will be influenced by the regulatory roadmap. Policies like subsidies or tax relief on electric vehicles, or those which militate against fossil fuels, will provide acceleration – for example, the UK has a target of no new cars running only on fossil fuels by 2035. Equally, legislation to ensure compliance can slow down scaling possibilities – think about the EU’s stance on genetically modified organisms which has acted as a brake on investment and exploration of this technology.

· 8. Value Competitors compete with us for the attention of value consumers. They might be direct competitors offering a similar product or service or they might be indirect competitors – for example Netflix is not only in competition with other streaming services but with other ways in which people might allocate their attention– reading, sleeping, looking at their partner while having a conversation. The important thing is that these competitors all shape the context in which value creation/consumption can take place.

· 9. Lastly we have Value Complementors – entities which complement the value an innovation offers. Sometimes they are essential: Thomas Edison’s attempts to revolutionize domestic lighting arrangements depended on having something (an electricity supply) into which users could plug his new light bulb innovation. Bluetooth devices like intelligent earphones depend on having the technology available and operating to a common standard.

So nine different roles which may be present in a value network. Some are obvious – for example, we clearly need a value creator and a value consumer to bookend our model. But even here the lines can blur. Consumers can also play a role as creators – think about what Lego has done with its efforts to engage users as co-creators. GiffGaff is a small but highly successful player in the tightly competitive world of mobile phone networking; its excellent customer service record is in no small measure down to the way in which it has engaged its community of consumers to play this role…

And some are less obvious but important. Take cartographers and the ways in which they can make or break scaling efforts. Mobile money is still an exciting new field for apps and hardware players – yet it’s been a reality in east Africa for over a decade. M-PESA has been a transformational innovation and has scaled around the world – but its early success depended critically on the support of the central bank rather than its opposition to newcomer ideas. It helped create a fertile regulatory landscape within which mobile money could develop and scale.

Sometimes these roles are emergent – for example the TV and movie industry is increasingly interacting with fans who organize themselves into active communities whose activities and opinions can influence (for better or worse) the scaling possibilities of a core offering. Think about the role played by the ‘Star wars’ community with its conventions, costumes and huge online presence. This is not directly controlled by the film companies but instead exists alongside it, complementing the rate and direction of development. Fans of this kind increasingly play a role in creating new characters and backstories for fringe players who later make it to the mainstream of the media offerings – think about some of the Star Wars spin-offs. Robert Jenkins work atMIT has been tracking the huge influence such fandom has on innovation in the creative industries.

It’s useful to think in terms of the different roles we need and how they might interact, first to help us in our hunt for finding partners. But we also need to form them into viable ecosystems – each system has different configurations but drawing a system boundary is a good starting point. Then we have to work with them to create high performing ecosystems – and this is where the work really starts. It’s about creative relationship building, getting to win-win partnerships.

Which is another story, one which we’ll follow up in a future post.

You can find out more on the model and our approach in The Scaling Value Playbook, published shortly by de Gruyter.

Image Credits: John Bessant, Ian Gray, Pixabay

You can find a podcast version of this here and a video version here

And if you’d like to learn with me take a look at my online course here

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

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

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

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

95% of Work is Noise — by Mike Shipulski
Four Characteristics of High Performing Teams — by David Burkus
39 Digital Transformation Hacks — by Stefan Lindegaard
How to Create Personas That Matter — by Braden Kelley
The Real Problem with Problems — by Mike Shipulski
A Triumph of Artificial Intelligence Rhetoric — by Geoffrey A. Moore
Ideas Have Limited Value — by Greg Satell
Three Cognitive Biases That Can Kill Innovation — by Greg Satell
Navigating the AI Revolution — by Teresa Spangler
How to Make Navigating Ambiguity a Super Power — by Robyn Bolton

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

“I don’t know,” is a clue you’re doing it right — by Mike Shipulski
Generation AI Replacing Generation Z — by Braden Kelley
Making Employees Happy At Work — by David Burkus
Embrace the Innovation Hate — by Greg Satell
How to Fail Your Way to Success — by Robyn Bolton

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

Have something to contribute?

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

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

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3 Ways to Make Smarter Decisions – Confidently

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3 Ways to Make Smarter Decisions - Confidently

GUEST POST from Robyn Bolton

When my niece was 4 years old, she looked at her mom (my sister) and said, “I can’t wait until I’m an adult so I can be in charge and make all the decisions.” My sister laughed and laughed.

Being in charge looks glamorous from the outside, but it is challenging, painful, and sometimes soul-wrenching. Never is this truer than when you must make a tough decision and don’t have all the data you want or need.

But lately, I’ve noticed more and more executives defer making decisions. They’ll say they want more data, to hear what another executive thinks, or are nervous that we’re rushing to decide.

This deferral is a HUGE problem because making decisions is literally their job! After all, as Norman Schwarzkopf wrote in his autobiography, “When placed in command, take charge.”

When you decide, you lose

A decision is “a choice that you make about something after thinking about several possibilities.” Seems innocent enough, right? Coke or Pepsi. Paper or plastic. Ariana Madix or Raquel Leviss (if you don’t know about this one, consider yourself lucky. If you choose to know about it, click here).

The problem with making decisions is that loss is unavoidable. Heck, the word “decide” comes from the Latin roots “de,” meaning off, and “caedre,” meaning cut. When you choose Coke, paper bags, or Ariana, you are cutting off the opportunity to drink Pepsi with that meal, use a plastic bag to carry your purchases or support Rachel in a pointless pop culture debate.

Decisions get more challenging as the stakes get higher because the fear of loss skyrockets. Loss aversion, a cognitive bias describing why the psychological pain of loss is twice as acute as the pleasure of gain, is common in cognitive psychology, decision theory, and behavioral economics. You see this bias in action when someone refuses to ask questions or challenge the status quo, to take a good deal because it’s below their initial baseline, or to sell an asset (like a house) for less than they paid for it.

No decision is the worst decision

Deciding not to decide is often the worst decision of all. Because it feels like you’re avoiding loss and increasing your odds of making the right decision by gathering more data and input, it’s easy to forget that you’re losing time, employee engagement and morale, and potential revenue and profit.

When you decide not to decide, progress slows or even stops. No decision gives your competition time to catch up or even pass you. Your team gets frustrated, morale drops, and people search for other opportunities to progress and have an impact. The date of the first revenue slips further into the future, slowly becoming just a theoretical number in a spreadsheet.

Decide how to decide

In a VUCA world, a perfect, risk-free decision that offers only upside does not exist. If it did, the business wouldn’t need an executive with your experience, intellect, and courage. Yet here you are.

It’s your job to make decisions.

Make that job easier by deciding how to decide

1. Tell people what you need to see to say Yes. “I’ll know it when I see it” is one of the biggest management cop-outs ever. If you don’t know what you want, don’t waste money and time requiring your team to become mind readers. But you probably know what you want. You’re just afraid of being wrong. Instead of allowing your fear to fuel inefficiency, tell the team what you need or want to see and that, as they make progress, that request might change. Then set regular check-ins so that if/when it happens, it happens quickly and is communicated clearly.

2. Break big decisions down into little decisions. I once worked with a team that had an idea for a new product. They planned to pitch to the executive committee and request 3 million dollars to develop and launch the idea. After some coaxing, we decided to avoid that disaster and brainstormed everything that needed to be true to make the idea work. We devised a plan to test the three assumptions that, if we were wrong, would instantly kill the idea. When we pitched to the executive committee, we received an immediate Yes.

3. Present options and implications. As anyone with a toddler knows, you don’t ask yes or no questions. You give them options – do you want to wear the yellow or pink shirt? If they pick something else, like their Batman costume, you explain the implications of that decision and why the options previously presented are better. Sometimes they pick the yellow shirt. Sometimes they pick the Batman costume. You could force them to make the right decision, but no one wins. (Yes, I just compared managers to toddlers. Prove me wrong).

It’s your decision

Being in charge requires making decisions. When you decide, you lose the option (maybe temporarily, maybe forever) to pursue a different path. But you can’t be afraid to do it.

After all, “Sometimes you win, sometimes you lose, sometimes it rains.”

Image credit: Pixabay

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Are You an Innovation Leader or Manager?

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Are You an Innovation Leader or Manager?

GUEST POST from Robyn Bolton

“Leader” is a word that gets thrown around A LOT.

Senior Management Teams are now Senior Leadership Teams.

Business schools no longer train managers. They “educate leaders.”

Training programs for specific skills are now “Leadership Development Programs”

If “innovation” is a buzzword (and it is), then “leadership” is the grand poo-bah of buzzwords.

Let’s get one thing straight.

“Leadership,” as it is commonly used, is the “extra-ordinarization of the mundane.”

But it’s not meant to be.

If you are a leader, you use your personal qualities and behaviors to influence and inspire others to follow you because they choose to (not because the org chart requires them to). Any person, anywhere in the org chart, can be a leader because leadership has nothing to do with your position, responsibilities, or resources.

If you are a manager, executive, or senior executive, you have positional power, usually earned. These terms put you in a particular place in the org chart, define your scope of responsibility, and set guardrails around the human and financial resources you control.

There is nothing wrong with being a manager (or executive or senior executive). Those positions are earned through hard work and steady results. They are titles to aspire to, be proud of, and use in a professional setting.

But if you run around telling people you’re a leader, well, to misquote Margaret Thatcher, “Being a leader is like being a lady. If you have to tell people you are, you aren’t.”

Are you a leader?

There are thousands of books on leadership, millions of articles, and hundreds of experts. I am not a leadership expert, but I know a leader when I meet one. The same is true for the people around you.

What do we see that helps us know whether or not you are a leader?

If the dozen articles I skimmed for this post are any indication, everyone has their own list, but there are some common items. To find the most frequently mentioned, I asked ChatGPT to list the qualities and behavior distinguishing leaders from managers and executives.

Here’s what I got:

Here are my reactions:

Uh, ok. This leadership list feels like what an executive should do, but I guess the difference between the two (executives focus on strategy, and leaders inspire and connect) proves my point (which is a bit discouraging)
It feels like some leadership qualities are missing (e.g., empathy, fostering psychological safety, inspiring trust)
Kinda surprised to see other leadership qualities (do you need to “foster creativity and innovation” to be a leader?)

That 3^rd thought led to a fourth – if “fostering creativity and innovation” is a quality shared amongst all leaders, then is there a difference between business, operational, and innovation leaders?

Are you an innovation leader?

I’ve worked for and with leaders, and I can say with absolute confidence that while each of them was a great leader, few were great leaders of innovation.

Why? What made them great leaders in business and operations but not in innovation?

Do you even need to be good at leading innovation if you’re good at managing it?

What does it even mean to be an “innovation leader?”

What do you think?

Off the top of my head, qualities specific to innovation leaders are:

Patient for revenue, impatient for learning and insights
Oriented to action, not evaluation (judging)
Curious and questioning, not arrogant and answering

What am I missing (because I know I’m missing a lot)?

What characteristics have you experienced with innovation leaders that make them unique from other types of leaders?

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From Sticky Notes to Digital Transformation

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How to Properly Leverage Kanban Boards

From Sticky Notes to Digital Transformation

GUEST POST from Dainora Jociute

Whether it’s a bunch of sticky notes on an office wall or a clever digital tool with color-coded boxes, most of us are familiar with the ingenious concept of a Kanban board.

Perhaps that’s not the name you use. Maybe for you and your team, it’s Trello or simply a whiteboard, yet at the very core of it all, hides a little neat Japanese invention that sparks joy – Kanban.

It is not exactly a new concept, however over the years Kanban remains largely unchanged and its popularity unwavering. In this article, I will try to take a deeper look at what it is and how to make it work for you.

A Short History of Kanban

The word Kanban translated from Japanese means sign or signboard. Back in the day, and I am talking way back – 17th century – that was exactly what Kanban was. It was a signboard signaling to passersby what services or products a business offered.

In a more recent chapter of history, in the wake of the Second World War, the Japanese automotive manufacturer Toyota was in a pickle. The company struggled to make any profit, and they realized that something must be done. This is where Taiichi Ohno, the so-called founding father of Kanban comes into the picture.

A budding industrial engineer, Ohno was sent to the US to scout and gather inspiration for improving manufacturing back at the Toyota plant. The revelation hit Ohno in the most inconspicuous place – a grocery store. He noticed that some supermarkets stocked their shelves based only on customer demand. Customers would pull products they need off a shelf, and the store would restock them only once it was gone, avoiding unnecessary overloading of the shelves with excess products in advance. This system ensured that the store only sold products with real demand.

This pull approach (on that a little later) clearly reduced waste: it saved the time wasted on restocking, resources spent on overproduction, produce thrown out, and much more. Aiming to eliminate waste without sacrificing production back at the Toyota plant, Ohno introduced the pull system in the shape of paper cards that he later named Kanban.

Each Kanban card contained a clear description of each step in the production line, be it the number of materials needed or a particular task of the production chain to be done. It controlled amounts of production ensuring that only what is needed will be created. These cards moved systematically along the whole manufacturing process and guided what must be done throughout the journey. It became a simple yet ingenious tool for managing the whole manufacturing process ensuring that no waste will be created along the way.

Later down the line, other brilliant minds realized that the same approach can be applied to other industries too, not just manufacturing.

One of the key figures responsible for this adaptation was David J. Anderson. He is known for adapting Kanban principles from their origins in manufacturing to knowledge work, particularly software development and project management.

Although there were other prominent advocates of Kanban in software development, Anderson’s 2010 book on Kanban gained significant popularity, leading him to gain widespread recognition as one of the main proponents of the Kanban we all know today.

What is Kanban?

With all that said, it is time to go into more detail about what Kanban actually is.

In the simplest words, Kanban is a visual tool, a signboard for mapping and tracking planned work, work in progress, and work done.

Kanban is a visual tool for mapping and tracking planned work, work in progress, and work done.

While Toyota mainly used the original Kanban system to track inventory in their manufacturing processes, today’s Kanban can be applied to a much broader range of work areas.

Today, Kanban is widely used in knowledge work to visualize and map the value stream. It helps teams and individuals self-organize and minimizes the need for constant supervision.

However, it takes a bit of time to reach that harmonious sync with your team and squeeze the full value from the board. There are key things in the process that should be known before kicking one off, so let’s break the Kanban down.

Kanban, the Pull System

Now, you read it in this article and most likely you heard it before: Kanban is based on the pull process. But what does that entail?

In Kanban, the concept of “pull” means that tasks or projects are pulled into the process based on the team’s skills, readiness, and capabilities. Similarly, to the pull that Ohno observed in American grocery stores, in Kanban, you take action when there is a need and capability. This approach ensures that tasks are not imposed on individuals who might not have the time but are instead taken up by those who are more likely to complete them.

This enhances efficiency and effectiveness, prevents bottlenecks, increases the completion rate, and prevents waste. In the end, by pulling tasks based on readiness, the team can maintain a sustainable workflow and deliver outcomes within the expected timeframe.

Elements of the Kanban Board

When it comes to Kanban, the true beauty hides in its simplicity, and here, less is truly more. All you need is just a few elements to have a working Kanban board:

Column: an element indicating the stage of the process (most commonly to be done, doing, and done.
Card: an element visually representing a work item. This is where you write what has to be done, when, how, and who is responsible for it.
Work-in-progress (WIP): a number indicating the number of tasks in the respective column. Having a WIP limit set for each “active” column helps with workload management.
Swimlane: horizontal lines that split the columns, used to indicate the team responsible for the tasks, urgency, or just differentiate other relevant categories. The swimlanes are particularly useful for larger projects that involve multiple departments.
Commitment point: a step in the process that signals when a task is ready to be taken to the next step of the development process. For example, when a team member selects a task from the backlog and moves it to the next column, the task crosses the commitment point. This means that the responsible person is committed to completing the task to the best of their knowledge.

Kanban Board

Kanban Board

In addition, it is worth knowing the following definitions:

Cycle time: This is the time need to complete a work item or progress a card from the backlog to the done column. Cycle time starts from the moment the work item crosses the very first commitment point and ends at the moment the work item is completed. It measures the actual time spent working on a task and is an essential metric for understanding how long it takes to complete individual items within the workflow.
Lead time: It is the total time taken for a work item to move through the entire workflow, starting from the moment it is requested or initiated until it is completed and delivered to the customer. It includes not only the time spent actively working on the task (cycle time) but also any waiting time or delays while the task is in progress or in queues.

Cycle time measures the actual time spent working on a task.

Lead time measures the whole time spent on a task, both active work time and inactive waiting time.

These elements, paired with a clear process policy are all you need for the Kanban process to work.

How to Make Your Kanban Work

So, while the elements of Kanban are simple and straightforward, the success of the Kanban process and results heavily depend on the implementation of policies and effective communication practices.

There are a few of those that should be set in place before you start your Kanban initiative:

Process policies. Essentially, this is a set of rules, guidelines, and agreements that will define how work needed to be done will be executed by the team. Having policies set before you start managing projects with Kanban will ensure that the team knows how to handle different types of tasks, and how to tackle possible issues along the way, it will assist in prioritization of work. Process policies act as the standard of your Kanban process.
Commitment. Tasks should not cross commitment points because a member was bored or had extra time on their hands. Goals and expectations for each task should be communicated clearly. Assigning a responsible department or team for certain tasks helps to keep track and ensure that tasks remain in competent hands.
Defined workflow. This refers to the specific stages (columns) through which work items move as they progress from initiation to completion. By defining your workflow in Kanban, you create a clear and visible representation of how work progresses through your process. This allows everyone to have a shared understanding of every step involved and the sequence of work.
Limited WIP. It is a crucial aspect in reducing the cycle time for each project. By placing a cap on the number of tasks in progress, teams can allocate their capabilities and resources more effectively, avoiding the inefficiencies of multitasking. Having a smaller number of WIPs enables rapid identification of bottlenecks and prevents overburdening the team.
Feedback. It helps to make iterative adjustments to optimize workflow, catalyzes learning, and promotes a culture of continuous improvement. Feedback in the Kanban process can be provided in many different ways, for example, daily stand-up meetings or code reviews done after the work item moves to a respective column (i.e. from doing to testing).

Benefits of Using the Kanban Method

Kanban is flexible, easy to use, and quick to master and there are plenty of benefits of using the method. To name a few:

Workflow visualization. Visualization allows transparency, immediate feedback and real-time updates. And Kanban is an excellent way to visually represent and manage workflow, no matter how simple or complicated it is. By visually breaking down the process into small steps and putting it on a board, you can get a great view of who is working on which tasks and the overall progress of your project.
Improved communication and collaboration. The possibility to see everyone’s progress with each task and who is responsible for what fosters more transparent communication. Regular meetings and check-ins on the board allow teams to provide feedback and leave comments. Knowing who is responsible for certain tasks improves collaboration by making it easy to give feedback or suggestion.
Bottleneck identification. By leveraging the visual nature of Kanban, teams can proactively identify and address bottlenecks in the workflow. This helps optimize the flow of work, reduce delays, and increase efficiency and productivity.
Reduced waste and increased productivity. Kanban allows gathering information about the processes quickly and changes might be made on the spot eliminating time for rework needed. Visualizing work and identifying bottlenecks enable streamlined processes, while work-in-progress limits prevent overload, leading to faster task completion.
Continuous improvement. All the best aspects of Kanban culminate in Continuous Improvement. It is the most significant benefit of using Kanban in project management. With a clear and visual representation of the workflow, teams can easily identify areas in need of improvement and address issues quickly. By making incremental changes based on real-time feedback, teams can enhance their workflow, deliver higher-quality outputs, and be more responsive to customer needs.

The transparency provided by Kanban fosters a culture of ongoing optimization, making it an amazing tool for driving continuous improvement.

From Sticky Notes to a Digital System

Some years back, I worked in a company where we used a real, physical Kanban board. And I don’t mean a whiteboard, I mean a full wall, covered from top to bottom in sticky notes (big organization, big team, and a huge process). And part of me loved it.

We all worked like busy bees, with our individual tasks, tied to a common goal. Kanban was the place where everything fell into place.

Every morning we would hover over that wall, with a cup of coffee in our hands, checking where those stickies are traveling. It was a whole story unfolding in front of our eyes.

People with Sticky Notes

However, everyone agreed that tracking each sticky note took a big bite of our mornings.

Was the task I worked on approved by legal and moved to the next stage, or was it sent back to be reworked?

That’s why I see the digitalization of Kanban as a blessing. It makes things easier to track and increases readability, which reduces waste.

Also, think about the analytics and reporting. Our manager used to take pictures of the wall and show them during the Monday team meetings. Zooming and deciphering individual handwriting… yeah, not the best. Luckily, digital tools save us from this burden.

Pros and Cons of Digital Kanban Board

There are some obvious benefits of a digital Kanban board:

Remote collaboration. Digital Kanban provides coherent communication and coordination among distributed teams. The team can access the Kanban board from anywhere, enabling real-time updates, tracking, and smooth communication. This fosters a sense of unity and efficiency, even when team members are geographically dispersed, ensuring that projects move forward cohesively and productively.
Security. Digital Kanban tools often provide encryption and secure data storage, protecting sensitive information from unauthorized access, and in case of unexpected issues, you can often rely on automatic data back-ups and easy data recovery. Finally, such tools eliminate the risks of post-it falling off, being removed without a trace or simply getting damaged. In addition, it allows you to keep all the possible sensitive data hidden away from the curious eyes of office visitors.
Automation. Most of the tools come with certain automation features. For example, notifications and email reminders ensure that Kanban stays active, deadlines are not forgotten, or finished tasks progress automatically. All relevant data is just a few clicks away, and integration with other relevant tools makes reporting and process improvement much easier.
Document management. Most digital tools provide one safe and easy-to-access place to gather information, supporting files, and leave comments and feedback by the team.
Customization. Most of the tools allow flexible customization, you can adapt the Kanban to your unique workflow, limit WIPs, add swimlanes, or add additional columns. As a secondary bonus, customization gives a chance to create a visually appealing board or a board that perfectly fits your brand.

However, as with most tools, there is no one right way. Digital Kanban tools has some disadvantages too:

Lack of communication. Digital tools allow us to check information when we want, from wherever it is comfortable for us, meaning that we can finish the whole process barely ever meeting our team.

So, without a physical board, people might end up working in isolation. While it might sound like a dream for an introvert, in the grander scheme of things, lack of communication might cause an array of issues like misunderstandings, misalignment, delayed issue resolution, and others.
Unfiltered input. The digital board might open the gate to idea dumping. While shooting as many shots as possible can be a good thing in a brainstorming session, only planned and discussed tasks should end up on a Kanban board to ensure that planned projects are finished efficiently.
Dependency on third-party vendors. Using digital tools means relying on third-party vendors, and if the vendor faces issues or discontinues the product, it could disrupt the team’s workflow.

With that said, if you will look deeper into the pros and cons of digital vs physical, you might find a lot of contradicting information. Some articles might argue that digital tools can be time-consuming, requiring people to navigate additional applications, while others claim that physically going to a board might take extra time.

Similarly, some articles highlight concerns about communication issues and working in silos, whereas others praise digital tools for facilitating communication, especially among remote teams. The contrasting viewpoints can lead to different interpretations and opinions on the impact of digital tools in the workplace.

So, physical, or digital? As predictable as my answer will sound – it all depends on your unique way of working.

Going Digital

There are a lot of tools that could be used as a digital Kanban board. From the good old Excel to a dedicated digital Kanban tool such as Kanbanize, you have plenty to choose from. However, such tools are not necessarily equal to one another. If you were to take the digital route, here are some points worth considering before committing:

Integration: i.e.: does the tool work with systems and other tools you already use?
Visualization: i.e.: does the allow easy visualization of the workflow?
Customization: i.e.: can you change and add elements as columns, WIPs, etc?
Automation: i.e.: are you able to get reminders, or do finished tasks move automatically to the next column?
Analytics: i.e.: can you extract data on cycle time or lead time?
Ease of use: i.e.: how steep is the learning curve?
Price: i.e.: does additional features, like the number of users, or analytics cost extra?

Conclusion

Kanban has come a long way from its inception as a simple manufacturing process management tool to the project management tool that it is today. And while Kanban is often associated with development, software, Lean, Agile, and Scrum… do not get tricked. Kanban can be used to manage wide-ranging projects with multiple stakeholders and at the same time, it can be used to help with organizing and managing personal projects.

As discussed earlier, it is obvious that the simplicity, flexibility, ease of deployment, and effectiveness in visualizing workflows, promoting collaboration, and continuously improving processes make Kanban an attractive tool for a variety of industries. It brings a myriad of benefits such as the reduction of bottlenecks, enhanced productivity and efficiency, improved communication and so much more. So, it is a no-brainer when it comes to giving Kanban a shot.

As to why it remains mostly unchanged, the good old rule of if it ain’t broke, don’t fix it applies here perfectly. From the 1940s to 2023, from automotive manufacturing to software development, Kanban has been and still is a simple tool that simply works.

Image credits: Viima, Unsplash

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Why Not Now?

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Why Not Now?

GUEST POST from Mike Shipulski

If you are anxious, you’re worried about what might happen. You’re living in the future. If you are sad or angry, you’re reacting to what happened. You’re living in the past. Nothing can be accomplished when living in the past because the die is cast. And nothing can be accomplished when living in the future because it’s all in your head. The only time we have is now.

The only time to start is now. Even if your project is a short one, you’re in a day-for-day slip with your completion date for every day you don’t start. And this is doubly true for long projects. If you’re living in the past, you block yourself from starting because the last project was difficult, you didn’t have the resources or it didn’t come out as expected, and you want to protect yourself from a rerun. If you’re living in the past, you block yourself from starting because you don’t know how it will turn out, you don’t have all the answers, you don’t have sufficient resources, and you don’t know what you don’t know. Acknowledge the problems with the past and potential problems with the future, and start anyway.

Starting starts with starting.

The only time to say something is now. If you’re living in the past, you block yourself from saying something controversial or thought-provoking because you remember how it went the last time someone did that. If you’re living in the future, you prevent yourself from saying something radical because, well, you weren’t paying attention and missed your opportunity to change history. Acknowledge that there may be some blowback for your insightful comments, live in the now and say them anyway. And live in the now so you can pay attention and use your sharp wit to create the future.

If you don’t say something, nothing is ever said.

The only time to help is now. Living in the past, you block yourself from understanding the significance of the situation because you see it through old lenses. Living in the future, you block yourself from helping because you worry if the helping will help or worry the helping will get in the way of your future commitments. If someone needs help, help them now. They will understand that the outcome is uncertain, and they’re okay with that. In fact, they will be happy you recognized their troubling situation and made time to check in with them. When you live in the now, people appreciate it. The time to help is now.

When no one helps, no one is helped.

When you find yourself living in the past, close your eyes, recognize your anger or sadness, and focus on your breath for ten seconds. And if that doesn’t work, put your hand on your chest and do it again. And if that doesn’t work, tell yourself your sadness is temporary and do it again. This is a fail-safe way to bring yourself into the now. Then, sitting in the now, start that project, say what must be said, and help people.

And when you find yourself living in the future, close your eyes, recognize your anxiety, and focus on your breath for ten seconds. And if that doesn’t work, put your hand on your chest and do it again. And if that doesn’t work, tell yourself your anxiety is temporary and repeat. This will bring you into the now. Then, sitting in the now, start that project, say what must be said, and help people.

The only time to shape the future is now.

Image credit: Pixabay

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