Category Archives: Innovation

Moneyball and the Beginning, Middle, and End of Innovation

Moneyball and the Beginning, Middle, and End of Innovation

GUEST POST from Robyn Bolton

Recently, pitchers and catchers reported to MLB Spring Training facilities in Florida and Arizona.  For baseball fans, this is the first sign of Spring, an occasion that heralds months of warmth and sunshine, ballparks filled (hopefully) with cheering fans, dinners of beers and brats, and the undying belief that this year will be the year.

Of course, there was still a lot of dark, dreary cold between then and Opening Day.  Perfect weather for watching baseball movies – Bull DurhamMajor LeagueThe NaturalField of Dreams, and, of course, Moneyball.

Moneyball is based on the book of the same name by Michael Lewis and chronicles the 2002 Oakland Athletics season.  The ’02 Oakland A’s, led by General Manager Billy Beane (played by Brad Pitt), forever changed baseball by adopting an approach that valued rigorous statistical analysis over the collective wisdom of baseball insiders (coaches, scouts, front office personnel) when building a team.  This approach, termed “Moneyball,” enabled the A’s to reach the postseason with a team that cost only $44M in salary, compared to the NY Yankees that spent $125M to achieve the same outcome.

While the whole movie (and book) is a testament to the courage and perseverance required to challenge and change the status quo, time and again I come back to three lines that perfectly sum up the journey of every successful intrapreneur I’ve ever met.

The Beginning

I know you’ve taken it in the teeth out there, but the first guy through the wall…he always gets bloody…always always gets bloody.  This is threatening not just a way of doing business… but in their minds, it’s threatening the game. Really what it’s threatening is their livelihood, their jobs. It’s threatening the way they do things… and every time that happens, whether it’s the government, a way of doing business, whatever, the people who are holding the reins – they have their hands on the switch – they go batshit crazy.”

John Henry, Owner of the Boston Red Sox

Context

The 2002 season is over, and the A’s were eliminated in the first round of the playoffs.  John Henry, an owner of the Boston Red Sox, has invited Bill Beane to Boston to offer him the Red Sox GM job.

Lesson

This is what you sign up for when you decide to be an Intrapreneur.  The more you challenge the status quo, the more you question how business is done, the more you ask Why and demand an answer, the closer you get to “tak(ing) it in the teeth.”

This is why courage, perseverance, and an unshakeable belief that things can and should be better are absolutely essential for intrapreneurs.  Your job is to run at the wall over and over until you get through it.

People will follow.  The Red Sox did.  They won the World Series in 2004, breaking an 84-year-old curse.

The Middle

“It’s a process, it’s a process, it’s a process”

Bill Beane

Context

Billy has to convince the ballplayers to forget all the habits that made them great and embrace the philosophy of Moneyball.  To stop stealing bases, turning double plays on bunts, and swinging for the fences and to start taking walks, throwing to first for the easy out, and prioritize getting on base over hitting a home run.

The players are confused and frustrated.  Suddenly, everything that they once did right is wrong and what was not valued is deeply prized.

Lesson

Innovation is something new that creates value.  Something new doesn’t just require change, it requires people to stop doing things that work and start doing things that seem strange or even wrong.

Change doesn’t happen overnight.  It’s not a switch to be flipped.  It’s a process to be learned.  It takes time, practice, reminders, and patience.

The End

“When you get an answer you’re looking for, hang up.”

Billy Beane

Context

In this scene, Billy has offered one of his players to multiple teams, searching for the best deal.  When the phone rings with a deal he likes, he and the other General Manager (GM) agree to it, Billy hangs up.  Even though the other GM was in the middle of a sentence.  When Peter Brand, the Assistant GM played by Jonah Hill, points out that Billy had just hung up on the other GM, Billy responds with this nugget of wisdom.

Lesson

It’s advice intrapreneurs should take very much to heart.  I often see Innovation teams walk into management presentations with long presentations, full of data and projections, anxious to share their progress, and hoping for continued funding and support.  When the meeting starts, a senior exec will say something like, “We’re excited by the progress we’re hearing about and what it will take to continue.”

That’s the cue to “hang up.”

Instead of starting the presentation from the beginning, start with “what it will take to continue.”  You got the answer you’re looking for – they’re excited about the progress you’ve made – don’t spend time giving them the info they already have or, worse, could raise questions and dim their enthusiasm.  Hang up on the conversation you want to have and have the conversation they want to have.

In closing

Moneyball was an innovation that fundamentally changed one of the most tradition-bound businesses in sports.  To be successful, it required someone willing to take it in the teeth, to coach people through a process, and to hang up when they got the answer they wanted.  It wasn’t easy but real change rarely is.

The same is true in corporations.  They need their own Bill Beanes.

Are you willing to step up to the plate?

Image credits: Pixabay

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Unintended Consequences.  The Hidden Risk of Fast-Paced Innovation

Unintended Consequences.  The Hidden Risk of Fast-Paced Innovation

GUEST POST from Pete Foley

Most innovations go through a similar cycle, often represented as an s-curve.

We start with something potentially game changing. It’s inevitably a rough-cut diamond; un-optimized and not fully understood.  But we then optimize it. This usually starts with a fairly steep leaning curve as we address ‘low hanging fruit’ but then evolves into a fine-tuning stage.  Eventually we squeeze efficiency from it to the point where the incremental cost of improving it becomes inefficient.  We then either commoditize it, or jump to another s-curve.

This is certainly not a new model, and there are multiple variations on the theme.  But as the pace of innovation accelerates, something fundamentally new is happening with this s-curve pattern.  S-curves are getting closer together. Increasingly we are jumping to new s-curves before we’ve fully optimized the previous one.  This means that we are innovating quickly, but also that we are often taking more ‘leaps into the dark’ than ever before.

This has some unintended consequences of its own:

1. Cumulative Unanticipated Consequences. No matter how much we try to anticipate how a new technology will fare in the real world, there are always surprises.  Many surprises emerge soon after we hit the market, and create fires than have to be put out quite quickly (and literally in the cases of some battery technologies).  But other unanticipated effects can be slower burn (pun intended).  The most pertinent example of this is of course greenhouse gasses from Industrialization, and their impact on our climate. This of course took us years to recognize. But there are many more examples, including the rise of antibiotic resistance, plastic pollution, hidden carcinogens, the rising cost of healthcare and the mental health issues associated with social media. Just as the killer application for a new innovation is often missed at its inception, it’s killer flaws can be too.  And if the causal relationship between these issues and the innovation are indirect, they can accumulate across multiple s-curves before we notice them.  By the time we do, technology is often so entrenched it can be a huge challenge to extract ourselves from it.

2.  Poorly understood complex network effects.  The impact of new innovation is very hard to predict when it is introduced into a complex, multivariable system.  A butterfly flapping its wings can cascade and amplify through a system, and when the butterfly is transformative technology, the effect can be profound.  We usually have line of sight of first generation causal effects:  For example, we know that electric cars use an existing electric grid, as do solar energy farms.  But in today’s complex, interconnected world, it’s difficult to predict second, third or fourth generation network effects, and likely not cost effective or efficient for an innovator to try and do so. For example, the supply-demand interdependency of solar and electric cars is a second-generation network effect that we are aware of, but that is already challenging to fully predict.  More causally distant effects can be even more challenging. For example, funding for the road network without gas tax, the interdependency of gas and electric cost and supply as we transition, the impact that will have on broader on global energy costs and socio political stability.  Then add in complexities supply of new raw materials needed to support the new battery technologies.  These are pretty challenging to model, and of course, are the challenges we are at least aware of. The unanticipated consequences of such a major change are, by definition, unanticipated!

3. Fragile Foundations.  In many cases, one s-curve forms the foundation of the next.  So if we have not optimized the previous s-curve sufficiently, flaws potentially carry over into the next, often in the form of ‘givens’.  For example, an electric car is a classic s-curve jump from internal combustion engines.  But for reasons that include design efficiency, compatibility with existing infrastructure, and perhaps most importantly, consumer cognitive comfort, much of the supporting design and technology carries over from previous designs. We have redesigned the engine, but have only evolved wheels, breaks, etc., and have kept legacies such as 4+ seats.  But automotives are in many, one of our more stable foundations. We have had a lot of time to stabilize past s-curves before jumping to new ones.  But newer technologies such as AI, social media and quantum computing have enjoyed far less time to stabilize foundational s-curves before we dance across to embrace closely spaced new ones.  That will likely increase the chances of unintended consequences. And we are already seeing the canary in the coal mine with some, with unexpected mental health and social instability increasingly associated with social media

What’s the Answer?  We cannot, or should not stop innovating.  We face too many fundamental issues with climate, food security and socio political stability that need solutions, and need them quite quickly.

But the conundrum we face is that many, if not all of these issue are rooted in past, well intentioned innovation, and the unintended consequences that derive from it. So a lot of our innovation efforts are focused on solving issues created by previous rounds of innovation.  Nobody expected or intended the industrial revolution to impact our climate, but now much of our current innovation capability is rightly focused on managing the fall out it has created (again, pun intended).  Our challenge is that we need to continue to innovate, but also to break the cycle of todays innovation being increasingly focused on fixing yesterdays!

Today new waves of innovation associated with ‘sustainable’ technology, genetic manipulation, AI and quantum computing are already crashing onto our shores. These interdependent innovations will likely dwarf the industrial revolution in scale and complexity, and have the potential for massive impact, both good and bad. And they are occurring at a pace that gives us little time to deal with anticipated consequences, let alone unanticipated ones.

We’ll Find a Way?  One answer is to just let it happen, and fix things as we go. Innovation has always been a bumpy road, and humanity has a long history of muddling through. The agricultural revolution ultimately allowed humans to exponentially expand our population, but only after concentrating people into larger social groups that caused disease to ravage many societies. We largely solved that by dying in large numbers and creating herd immunity. It was a solution, but not an optimum one.  When London was in danger of being buried in horse poop, the internal combustion engine saved us, but that in turn ultimately resulted in climate change. According to projections from the Club of Rome in the 70’s, economic growth should have ground to a halt long ago, mired in starvation and population contraction.  Instead advances in farming technology have allowed us to keep growing.  But that increase in population contributes substantially to our issues with climate today.  ‘We’ll find a way’ is an approach that works until it doesn’t.  and even when it works, it is usually not painless, and often simply defers rather than solves issues.

Anticipation?    Another option is that we have to get better at both anticipating issues, and at triaging the unexpected. Maybe AI will give us the processing power to do this, provided of course that it doesn’t become our biggest issue in of itself.

Slow Down and Be More Selective?  In a previous article I asked if ‘just because we can do it, does it mean we should?’.  That was through a primarily moral lens.  But I think unintended consequences make this an even bigger question for broader innovation strategy.  The more we innovate, the more consequences we likely create.  And the faster we innovate, the more vulnerable we are to fragility. Slowing down creates resilience, speed reduces it.  So one option is to be more choiceful about innovations, and look more critically at benefit risk balance. For example, how badly do we need some of the new medications and vaccines being rushed to market?  Is all of our gene manipulation research needed? Do we really need a new phone every two years?   For sure, in some cases the benefits are clear, but in other cases, is profit driving us more than it should?

In a similar vein, but to be provocative, are we also moving too quickly with renewable energy?  It certainly something we need.  But are we, for example, pinning too much on a single, almost first generation form of large scale solar technology?  We are still at that steep part of the learning curve, so are quite likely missing unintended consequences.  Would a more staged transition over a decade or so add more resilience, allow us to optimize the technology based on real world experience, and help us ferret out unanticipated issues? Should we be creating a more balanced portfolio, and leaning more on more established technology such as nuclear? Sometimes moving a bit more slowly ultimately gets you there faster, and a long-term issue like climate is a prime candidate for balancing speed, optimization and resilience to ultimately create a more efficient, robust and better understood network.

The speed of AI development is another obvious question, but I suspect more difficult to evaluate.  In this case, Pandora’s box is open, and calls to slow AI research would likely mean responsible players would stop, but research would continue elsewhere, either underground or in less responsible nations.  A North Korean AI that is superior to anyone else’s is an example where the risk of not moving likely outweighs the risk of unintended consequences

Regulation?  Regulation is a good way of forcing more thoughtful evaluation of benefit versus risk. But it only works if regulators (government) understand technology, or at least its benefits versus risks, better than its developers.  This can work reasonably well in pharma, where we have a long track record. But it is much more challenging in newer areas of technology. AI is a prime example where this is almost certainly not the case.  And as the complexity of all innovation increases, regulation will become less effective, and increasingly likely to create unintended consequences of its own.

I realize that this may all sound a bit alarmist, and certainly any call to slow down renewable energy conversion or pharma development is going to be unpopular.  But history has shown that slowing down creates resilience, while speeding up creates instability and waves of growth and collapse.  And an arms race where much of our current innovative capability is focused on fixing issues created by previous innovations is one we always risk losing.  So as unanticipated consequences are by definition, really difficult to anticipate, is this a point in time where we in the innovation community need to have a discussion on slowing down and being more selective?  Where should we innovate and where not?  When should we move fast, and when we might be better served by some productive procrastination.  Do we need better risk assessment processes? It’s always easier to do this kind of analysis in hindsight, but do we really have that luxury?

Image credit: Pixabay

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A 90% Project Failure Rate Means You’re Doing it Wrong

A 90% Project Failure Rate Means You're Doing it Wrong

GUEST POST from Mike Shipulski

For work that has not been done before, there’s no right answer. The only wrong answer is to say “no” to trying something new. Sure, it might not work. But, the only way to guarantee it won’t work is to say no to trying.

If innovation projects fail nine out of ten times, you can increase the number of projects you try or you can get better at choosing the projects to say no to. I suggest you say learn to say yes to the one in ten projects that will be successful.

If you believe that nine out of ten innovation projects will fail, you shouldn’t do innovation for a living. Even if true, you can’t have a happy life going to work every day with a ninety percent chance of failure. That failure rate is simply not sustainable. In baseball, the very best hitters of all time were unsuccessful sixty percent of the time, yet, even they focused on the forty percent of the time they got it right. Innovation should be like that.

If you’ve failed on ninety percent of the projects you’ve worked on, you’ve probably been run out of town at least several times. No one can fail ninety percent of the time and hold onto their job.

If you’ve failed ninety percent of the time, you’re doing it wrong.

If you’ve failed ninety percent of the time, you’ve likely tried to solve the wrong problems. If so, it’s time to learn how to solve the right problems. The right problems have two important attributes:

  1. People will pay you if they are solved
  2. They’re solvable

I think we know a lot about the first attribute and far too little about the second. The problem with solvability is that there’s no partial credit, meaning, if a problem is almost solvable, it’s not solvable. And here’s the troubling part: if a problem is almost solved, you get none of the money. I suggest you tattoo that one on your arm.

As a subject matter expert, you know what could work and what won’t. And if you don’t think you can tell the difference, you’re not a subject matter expert.

Here’s a rule to live by: Don’t work on projects that you know won’t work.

Here’s a corollary: If your boss asks you to work on something that won’t work, run.

If you don’t think it will work, you’re right, even if you’re not.

If it might work, that’s about right. If it will work, let someone else do it. If it won’t work, run.

If you’ve got no reason to believe it will work, it won’t.

If you can’t imagine it will work, it won’t.

If someone else says it won’t work, it might.

If someone else tries to convince you it won’t work, they may have selfish reasons to think that way.

It doesn’t matter if others think it won’t work. It matters what you think.

So, what do you think?

If you someone asks you to believe something you don’t, what will you do?

If you try to fake it until you make it, the Universe will make you pay.

If you think you can outsmart or outlast the Universe, you can’t.

If you have a bad feeling about a project, it’s a bad project.

If others tell you that it’s a bad project, it may be a good one.

Only you can decide if a project is worth doing.

It’s time for you to decide.

Image credit: Pixabay

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Sustaining Imagination is Hard

by Braden Kelley

Recently I stumbled across a new Royal Institute video of Martin Reeves, a managing director and senior partner in BCG’s San Francisco office. Martin leads the BCG Henderson Institute, BCG’s vehicle for exploring ideas from beyond the world of business, which have implications for business strategy management.

I previously interviewed Martin along with his co-author Dr. Jack Fuller in a post titled ‘Building an Imagination Machine‘. In this video you’ll find him presenting content along similar themes. I think you’ll enjoy it:

Bonus points to anyone who can name this napkin sketch in the comments.

In the video Martin explores several of the frameworks introduced in his book The Imagination Machine. One of the central tenets of Martin’s video is the fact that sustaining imagination is hard. There are three core reasons why this is so:

  1. Overspecialization – As companies grow, jobs become increasingly smaller in scope and greater in specialization, leading to myopia as fewer and fewer people see the problems that the company started to solve in the first place
  2. Insularity – As companies grow, the majority of employees shift from being externally facing to being internally facing, isolating more and more employees from the customer and their evolving wants and needs
  3. Complacency – As companies become successful, predictably, the successful parts of the business receive most of the attention and investment, making it difficult for new efforts to receive the care and feeding necessary for them to grow and dare I say – replace – the currently idolized parts of the business

I do like the notion Martin presents that companies wishing to be continuously successful, continuously seek to be surprised and invest energy in rethinking, exploring and probing in areas where they find themselves surprised.

Martin also explores some of the common misconceptions about imagination, including the ideas that imagination is:

  1. A solitary endeavor
  2. It comes out of nowhere
  3. Unmanageable

And finally, Martin puts forward his ideas on how imagination can be harnessed systematically, using a simple six-step model:

  1. Seduction – Where can we find surprise?
  2. Idea – Do we embrace the messiness of the napkin sketch? Or expect perfection?
  3. Collision – Where can we collide this idea with the real world for validation or more surprise?
  4. Epidemic – How can we foster collective imagination? What behaviors are we encouraging?
  5. New Ordinary – How can we create new norms? What evolvable scripts can we create that live inbetween the 500-page manual and the one-sentence vision?
  6. Encore – How can we sustain imagination? How can we maintain a Day One mentality?

And no speech in 2023 would be complete without some analysis of what role artificial intelligence (AI) has to play. Martin’s perspective is that when it comes to the different levels of cognition, AI might be good at finding patterns of correlation, but humans have more advanced capabilities than machines when it comes to finding causation and counterfactual opportunities. There is an opportunity for all of us to think about how we can leverage AI across the six steps in the model above to accelerate or enhance our human efforts.

To close, Martin highlighted that when it comes to leading re-imagination, it is important to look outward, to self-disrupt, to establish heroic goals, utilize multiple mental models, and foster playfulness and experimentation across the organization to help keep imagination alive.

p.s. If you’re committed to learning the art and science of getting to the future first, then be sure and subscribe to my newsletter to make sure you’re one of the first to get certified in the FutureHacking™ methodology.

Image credits: Netflix

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‘Innovation’ is Killing Innovation. How Do We Save It?

'Innovation' is Killing Innovation. How Do We Save It?

GUEST POST from Robyn Bolton

How do people react when you say “innovation?”

  1. Lean forward, eyes glittering, eager to hear more
  2. Stare blankly and nod slowly
  3. Roll their eyes and sigh
  4. Wave their hands dismissively and tell you to focus on other, more urgent priorities.

If you answered C, you’re in good company.

Innovation is a buzzword. Quick searches of Amazon and Google Scholar result in 100,000+ books and 200,000+ articles on the topic, while a scan of the SEC’s database yields 8,000 K-1 filings with the word “innovation” in 2020 alone.

“Innovation” is meaningless, like all buzzwords. There’s a reason that practitioners and consultants insist on establishing a common definition before starting innovation work. I’ve been in meetings with ten people, asked each person to define “innovation,” and heard 12 different answers.

But all this pales in comparison to the emotional response it elicits. Some people get incredibly excited, bouncing out of their seats, ready to bring their latest idea to life (whether it should be brought to life is a different story.). Some nod solemnly as if confronted by a necessary evil, accepting a fate beyond their control. Most roll their eyes because they’ve been through this before and, like all management “flavors of the month,” this too shall pass.

“Innovation” is killing Innovation

The emotions and opinions we tie to “innovation” overwhelm the dictionary definition, making it difficult to believe that the process and, more importantly, the result will be different this time.

We need a different word.

One that has the same meaning and none of the baggage.

This may feel impossible, but if “literally” can mean “figuratively” (do NOT get me started on this 2013 decision) and the Oxford English Dictionary can add 700 new words in 2022, surely we can figure this out.

10 alternatives to ‘Innovation’

The following options are sourced primarily from conversations with other experts and practitioners.

  1. Invention
  2. Ideation
  3. Incubation
  4. Improvement
  5. Creation
  6. Design
  7. Growth
  8. Transformation
  9. Business R&D*

Yes, #10 is intentionally missing because…

What do you think?

Finding a new word (or maybe changing how “innovation” is perceived, understood, and pursued) is a group effort. One person alone can’t do it, and a few people on a call complaining about the state of things certainly won’t (we’ve tried).

What do you think?

Do we need a different word for “innovation,” or should we keep it and deal with the baggage?

If we need a different word, what could it be? What do YOU use?

If we keep it, how do you combat the misunderstanding, eye rolls, and emotional baggage?

Let us know in the comments.


* This option came directly from a conversation with a client last week, and I kinda love it. 

We discussed the challenge of getting engineers to stay in a discovery mindset rather than jumping immediately to solutions. Even though they work in R&D (the function), he observed that 99.9% of their work (and, honestly, their careers) is spent on the D in R&D (development).

That’s when it clicked.

Research begins with investigation and inquiry to understand a broad problem and then uses the resulting insights to solve a specific problem. It is a learning process, just like the early stages of Innovation. And, just like in the early days of Innovation, you can’t predict the result or routinize the work.

Development focuses on bringing the “new or modified product or process to production,” Just like the later phases of Innovation when prototyping and experimentation are required, and risk is driven out of the proposition.

Traditional R&D focuses on technical and scientific exploration and solutioning,

Innovation focuses on market, consumer/customer, and business model exploration and solutioning.

It is R&D for the business. 

Business R&D.

Image credits: Pixabay

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Why Great Teams Embrace Failure

And How to Do Failure Properly

Why Great Teams Embrace Failure

GUEST POST from David Burkus

Failure is feedback. And that maxim is nowhere more true than on teams. When individual team members or the whole team experiences a failure, how they respond can be the difference between a team that continuously improves and enhances performance, and a team that falls apart.

And research backs this up. One of the first studies of psychological safety focused on how teams responded to failure. Amy Edmondson examined the teams of nurses on various wards of a hospital and found that the teams with the highest rated leaders had a higher than average rate of reported medical errors. It wasn’t until looking further that she found the medical error rates were actually the same as other wards…but lower rated leaders who punished failures scared nurses away from reporting them. In other words, the great teams with great leaders embraced failure. And in doing so, they made it easier for everyone on the team to learn from mistakes and get better.

In this article, we’ll review three ways many teams embrace failure on individual, team, and system-wide levels in order to learn, grow, and better perform.

Learning Moments

The first way great teams embrace failure is through learning moments. A learning moment is a positive or negative outcome of any situation that is openly and freely shared to benefit all. And learning moments aren’t strictly a euphemism for failures. A learning moment happens whenever a team member experiences a personal failure and shares that failure with the team along with what they’re learned as a result. The idea is to grant amnesty over the occasional screw-up so long as the person brings a lesson as well. Over time, learning moments become opportunities to discuss how to change one’s approach or put systems in place to reduce failures in the future. But most importantly, learning moments destigmatize failures and move them from being something to be denied at all costs to something that increases performance. Failure is a great teacher—and when team member’s share learning moments they’re reducing the tuition for everyone else on the team by saving them from their own failures.

Post-Mortems

The second way great teams embrace failure is through post-mortems. A post-mortem is exactly what it sounds like…it’s a meeting to discuss a project after it has died. It’s meant to diagnosis teamwide failures (though many high performing teams also conduct post-mortems after the completion of successful projects as well). The purpose of the meeting is not to find someone to blame, or someone to give all the credit. The goal is to extract lessons from the project about where the team is strong and where they need improvement. When people are open and honest about their weaknesses and contributions to failure, teams celebrate the vulnerability that was just signaled.

Many teams can conduct an effective post-mortem with just five simple questions:

  1. What was our intended result?
  2. What was the actual result?
  3. Why were they different?
  4. What will we do the same next time?
  5. What will we do differently next time?

These five answers help identify the parts of the project that teams need to improve, while keeping them focused on the future and not on blaming people for actions in the past.

Failure Funerals

The third way great teams embrace failure is through failure funerals. As if a post-mortem didn’t sound morbid enough, failure funerals are useful rituals to reflect on failures that happened due to situations outside of the team’s control. Sometimes failures just happen. The environment changes, unforeseen regulations are created, or clients inexplicably decide to part ways. When that happens, it’s important to create moments for teams mourn the loss—but also extract some learning. This can be a short as a 15- or 30-minute meeting where team members share their feelings about the project that failed—and pivot toward what they appreciated about serving on the project and what they learned. Some teams even observe a moment of silence or a toast to the project gone wrong. These types of celebrations not only focus the team on lessons learned, but they encourage future risk-taking and keep teams motivated even when those chances of failure are high. Failure is inevitable—learning is a choice. And the purpose of a failure funeral is to make the deliberate choice to learn.

In fact, each of these three rituals represent a deliberate choice toward learning. Great teams embrace failure because doing so embraces learning. Those extra lessons help them improve over time—and trust each other more over time—and eventually become a team where everyone feels they can do their best work ever.

Image credit: David Burkus

Originally published at https://davidburkus.com on May 1, 2023.

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How to Determine if Your Problem is Worth Solving

How to Determine if Your Problem is Worth Solving

GUEST POST from Mike Shipulski

How do you decide if a problem is worth solving?

If it’s a new problem, try to solve it.

If it’s a problem that’s already been solved, it can’t be a new problem. Let someone else re-solve it.

If a new problem is big, solve it in a small way. If that doesn’t work, try to solve it in a smaller way.

If there’s a consensus that the problem is worth solving, don’t bother. Nothing great comes from consensus.

If the Status Quo tells you not to solve it, you’ve hit paydirt!

If when you tell people about solving the problem they laugh, you’re onto something.

If solving the problem threatens the experts, double down.

If solving the problem obsoletes your most valuable product, solve it before your competition does.

If solving the problem blows up your value proposition, light the match.

If solving the problem replaces your product with a service, that’s a recipe for recurring revenue.

If solving the problem frees up a factory, well, now you have a free factory to make other things.

If solving the problem makes others look bad, that’s why they’re trying to block you from solving it.

If you want to know if you’re doing it right, make a list of the new problems you’ve tried to solve.

If your list is short, make it longer.

EDITOR’S NOTE: 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: Pixabay

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Innovation Is Driving Away Your Top Talent

Innovation Is Driving Away Your Top Talent

GUEST POST from Robyn Bolton

You want and need the best, most brilliant, most awesome-est people at your company. But with unemployment at a record low, the battle for top talent is fierce.

So, you vow not to enter the battle and invest in keeping your best people and building a reputation that attracts other extraordinary talents.

You offer high salaries, great benefits, flexible work arrangements, the prestige of working for your company, and the promise of rapid career progression. All things easily matched or beaten by other companies, so you get creative.

INNOVATION!

Your best people are full of ideas and have the confidence and energy to make things happen. So, you unleash them. You host hackathons and shark tanks. You install idea collection software and run contests. You offer training on how to be more innovative. You encourage employees to spend 20% of their time on passion projects.

And they quit.

They quit participating in all the opportunities you offer.

They quit sharing ideas.

They quit your company,

Not because they are ungrateful.

Or because they don’t want to innovate.

Or because they don’t have ideas.

They quit because they realize one of the following “truths”

They’re not “Innovators”

High performers believe they need to work on an innovation project to progress (because management explicitly or implicitly communicates this). But when they finally get their chance, they struggle. The project falls behind schedule, struggles to meet objectives, and is quietly canceled. They see this as a failure. They believe they failed.

But they didn’t fail. They learned something very uncomfortable – they’re not good at everything.

Innovation is different than Operation. When you’re operating, you’re working in a world full of knowledge, where cause and effect are predictable and “better” is easily defined. When you’re innovating, you’re working in a world full of assumptions, where things are unpredictable, patterns emerge slowly, and few things are defined. Most people are great at operating. Some people are great at innovating. Extraordinarily few are great at both.

Innovation is a hobby, not an imperative

The problem with innovation efforts like hackathons, shark tanks, and “20% Time” is that people pour their hearts and souls into them and get nothing in return. Sure, an award, a photo with the CEO, and bragging rights motivate them for a few weeks. But when their hard work isn’t nurtured, developed, and brought to a conclusion (either launched or shelved), they realize it was all a ruse.

They are disappointed but hope the next time will be different. It isn’t.

They stop participating to spend time on “more important” things (their “real” work). But they still care, so they keep tabs on other people’s efforts, quietly hoping this time will be different. It isn’t.

They grow cynical.

They choose to stay and accept that innovation isn’t valued or resign and go somewhere it is.

Their potential is bigger than your box

“I felt like Dorothy in the Wizard of Oz. Before the training, the world was black and white. After, it was full color. I don’t want to go back to black and white.”

For this person, the training had gone wonderfully awry.

The training built their innovation skills but motivated them to find another job because it opened their eyes. They realized that while they loved the uncertainty and creativity of innovation, their place in the organization wouldn’t allow them to innovate. They were in a box on an org chart. They no longer wanted to be in that box, but the company expected them to stay.

But are these “truths” true?

As Mom always said, actions speak louder than words.

  • Who does your company value more – innovators or operators? The answer lies in who you promote.
  • Is innovation a strategic priority? The answer lies in where and how you allocate resources (people, money, and time).
  • Do you want to retain the person or the resource? The answer lies in your willingness to support the person’s growth.

Speak the truth early and often

If a top performer struggles in an innovation role, don’t wait until the project “fails” to reassure them that operators are as (or more) important and loved as innovators. Connect them with senior execs who faced the same challenges. Make sure their next role is as desirable as their current one.

(Or, if innovators are truly valued more than operators, tell them that, too.)

If innovation is an imperative, commit as much time and effort to planning what happens after the event as you do planning the event itself. Have answers to how people will be freed up to continue to work on their projects, money will be allocated, and decisions will be made.

(Or, if innovation really is a corporate hobby, follow the model of top universities and let people participate f they want and give everyone else time off to pursue their hobbies).

If you want to retain the person more than the resource, work with them to plot a path to the next role. Be honest about the time and challenge of moving between boxes and the effects on their career. And if they still want to break out of the box, help them.

(Or, if you want them to stay in the box, tell them that, too.)

Don’t let Innovation! drive away your top talent. Use honesty to keep them.

Image credits: Pixabay

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

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

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

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

  1. Rethinking Customer Journeys — by Geoffrey A. Moore
  2. What Have We Learned About Digital Transformation Thus Far? — by Geoffrey A. Moore
  3. Design Thinking Facilitator Guide — by Douglas Ferguson
  4. Building A Positive Team Culture — by David Burkus
  5. Questions Are More Powerful Than We Think — by Greg Satell
  6. 3 Examples of Why Innovation is a Leadership Problem — by Robyn Bolton
  7. How Has Innovation Changed Since the Pandemic? — by Robyn Bolton
  8. 5 Questions to Answer Before Spending $1 on Innovation — by Robyn Bolton
  9. Customers Care About the Destination Not the Journey — by Shep Hyken
  10. Get Ready for the Age of Acceleration — by Robert B. Tucker

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

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

Have something to contribute?

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

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

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A Flop is Not a Failure

Why innovation thrives on being able to reframe

A Flop is Not a Failure

GUEST POST from John Bessant

Mexico City, Olympic Games, 1968. The stadium is packed, the wider world looks on via TV coverage. Everywhere there’s an air of expectancy but also an awareness that at such high altitude it’s going to be hard for athletes to beat their best. Records are there to be broken, you have to hope for something special.

And in the high jump event they weren’t disappointed. The record for men’s high jump had hovered around 2.23 m for several years. But a young 21-year-old was about to change that; Dick Fosbury, representing the USA broke this with a height of 2.24 m and won the gold medal.

What was so spectacular was not just the achievement but the way it was accomplished. Unlike other athletes who did the (apparently obvious) thing of running and then jumping over the bar, swinging one leg behind the other, Fosbury paused at the moment of jumping, turned his back and flopped over it backwards. Why would anyone do that?

Fosbury had an answer — he’d been working on it for five years before his Mexico success. He’d been frustrated with the limits of the traditional ‘straddle’ jump and experimented with alternative ways of getting over the bar, finally hitting on and perfecting his backwards approach. The big advantage of doing this was that it gave him a lower and different centre of gravity and allowed for more clearance over the bar.

The ‘Fosbury flop’ as it quickly became known opened up new possibilities for the sport; within ten years it had become the dominant mode for all jumpers and helped move the world record to 2.45 m which was set in 1993 by Javier Sotomayor. These days anyone attempting the high jump has come to resemble the ‘fish flopping on the deck of a boat’ as one newspaperman described Fosbury’s Mexico model.

John Bessant Doodly Image

What Fosbury’s feat reminds us of is the power of reframing in innovation. Innovation can take place anywhere along a continuum from doing what we do better — incremental — to doing something completely different — radical. And it can cover what we offer the world — product or service — and the ways we create a deliver that offering — process. That gives us plenty to keep us busy in our innovation day.

But sometimes we can reframe, look at what we’re doing in a different way, identify novel approaches. For example we can rethink the positioning of our innovation — opening up a new market segment or moving into a new geographical area. There’s plenty of learning and pivoting involved in doing that — as Netflix discovered when it began to extend its offer from the USA to Canada and then Europe and beyond.

We can be more radical and change the story we tell and who we tell it to — think about Starbucks and others and the way they repositioned coffee from a simple hot drink to something consumed in as many varieties and combinations as fine wine. Or Haagen Dasz and others who reframed the idea of ice cream as a sensuous adult pleasure rather than as a treat for kids on hot days. Or Henry Ford, bringing the motor car from the small luxury goods market to being a ‘car for Everyman at a price every man can afford’.

This kind of reframing opens up new possibilities but poses new challenges. Just as Fosbury and his followers had to rethink so much of their approach and learn new tricks (not least about where and how to land!) so this kind of position reframing requires major modifications to our product/service offering and our delivery processes.

Think about low-cost airlines — if your main idea is to offer flights at half the price of your competitors, you’ll quickly find out how fast you can lose money. The only way you can make that model work, selling seats to a market who otherwise couldn’t afford to fly will be to radically change your processes, stripping costs and complexity out of everything from booking to check-in, to boarding right through to turnaround time management. Master those tricks and you not only have a viable business model, you’ve got something which the rest of the pack have to catch up with.

But reframing doesn’t stop there; business model innovation is a very hot topic these days and at heart it is finding ways to change the game by replacing one business model with an alternative. Business models set out the architecture through which an innovation can deliver value– for which market segments, with which value proposition and so on. Business model innovation is all about replacing that system with a different better one.

We’ve got plenty of examples of this happening — think about Uber or AirBnB and how they’ve not only become successful new models themselves but also offered templates for others to use in different fields. Or what Spotify and the music streaming services have done to entertainment by changing the model from ownership to rental.

It’s the same with capital goods makers like Caterpillar or Rolls Royce. Instead of selling products on a one-off basis they now offer the functionality of those products to their customers on a rental basis, charging them for ‘power by the hour’ for example.

Once again such reframing isn’t trivial, it drives innovation in product and service and it requires major rethinking about the processes which create and deliver such service. If Rolls-Royce, General Electric and others are being paid for the number of hours their engines are keeping airliners in the air then they need to work hard to ensure that they are reliable and well-maintained. So, they’ve had to innovate in their products to improve reliability through intelligent condition monitoring, they’ve had to install skilled staff at airports making sure engines are quickly and regularly checked and serviced and they’ve had to rethink their financial and support operations to reflect the changed approach.

Beyond all of this comes the possibility of completely reframing the whole approach to innovation — innovation model innovation. Sometimes it’s not enough just to tweak and adapt the product or service development pathway or revise arrangements for process improvement. Sometimes there’s a need for a radical rethink.

A good example of this is the experience of Procter and Gamble and their emerging response to the opportunities and challenges posed by ‘open innovation’. Faced with a world in which ‘not all the smart people work for you’ they reframed their approach to creating thousands of new products from one which had dominated a century and a half of growth through Research and Develop. They replaced it with a new strategic approach to innovation, with the deceptively simple label of ‘Connect and develop’.

The challenge was easy to express and CEO Alan Lafley did so in 2000 when he launched the program. In the future P&G would get 50% of its innovations from outside as distinct from the previous model which was 100% home grown. Simple to say but it has taken then 25 years to turn the challenge into a viable and successful new model. On the way they’ve had to re-engineer so much, finding ways to identify and filter external ideas, to assimilate them and deploy that new knowledge in new directions for the business and simultaneously to make better use of knowledge which P&G had created and then never found a home for.

There’s a useful Greek word — paradigm — which can be used to describe the way we see the world. It’s like the mental spectacles through which we see which problems to focus on and which solutions might be relevant. Change the spectacles — reframe to a new paradigm — and everything looks different, opening up new and fruitful possibilities. It’s an idea which has been put forward by Thomas Kuhn the philosopher of science to explain how our thinking progress follows a pattern of ‘punctuated equilibrium’ — long periods of working within a particular frame followed by a transition to a new way of looking and thinking.

Paradigm innovation is powerful and influential; it changes the world. Which might be a fitting epilogue to the fulsome obituaries which have appeared in response to the sad news of Dick Fosbury’s death last month. He was a true innovator and he changed the way athletes thought about their challenge, helping them aim and reach higher.

Image Credits: Eugene Register-Guard (From the Medford Star-Tribune, 1964), John Bessant (Doodly)

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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