Category Archives: Innovation

Innovation on a Plate

GUEST POST from John Bessant

How a ‘happy accident’ helped change the world…

Innovation on a Plate

When life doesn’t so much give you lemons as hurl them at you from a great height with the intent of inflicting significant damage on you it’s sometimes a moment for big change. It can force you to jump the tracks, find ways around the problem, re-frame the world.

Innovation history is full of examples. Take the case of Django Reinhardt, a successful musician in the 1920s whose career was nearly brought to a sudden end in 1928 when his caravan caught fire leaving him with life-threatening burns over half of his body. Including damaging two fingers of his left hand with all that implied for his ever being able to play guitar again. His response was to evolve a completely new style using his remaining fingers and creating the distinctive approach which made his name as one of the founders of ‘gypsy jazz’.

The pianist Keith Jarrett had a similar challenge to his ability to play though fortunately less physically direct. Contracted to give a late night concert in Cologne’s opera house he arrived to find a mix-up meant that the piano on which he was to play was an out of tune and malfunctioning rehearsal machine. With some frantic and unfinished attempts by a tuner to bring it into line Jarrett embarked on a journey of improvisation, adapting to the limitations of the instrument to create what has become a legendary (and thankfully recorded) performance.

In the world of healthcare the website ‘Patient innovation’ reminds us of how powerful this effect can be; it lists thousands of innovations which patients and their carers develop as ways around their problems.

It’s not a new phenomenon. One of history’s great innovators was, arguably, pushed to reframe his world and think differently about it as the result of what he later termed ‘ a happy accident’. Not quite the description most of us might use to capture falling ill with smallpox and losing the use of a leg which eventually has to be amputated. But that’s where the huge innovation legacy of Josiah Wedgwood began.

Born in 1730 in Burslem, Staffordshire, clay — or at least traces of it — was in his blood. He and his relatives had been turning pots for four generations and he’d learned the trade the hard way. Whatever needed doing — putting his shoulder to the big wheel with the horses that drove the smaller potters wheel on which shapes were formed, stacking for firing and then unloading from the kiln, fetching, carrying, packing and shipping.

But his career as a master potter was sadly cut short by an attack of smallpox when he was eleven years old which weakened his knee to the point where he could not work the potter’s kick wheel on which the trade depended. Formally apprenticed to his older brother his bad leg meant that he was unable to perform such laborious tasks as throwing pottery clay. Instead he began to spend much of his enforced sitting time reading and experimenting, trying out new ideas and recipes and painstakingly recording the results in his notebooks. It forced him to look at the whole process from a different angle, and reframing it threw up powerful — and valuable — insights.

Because pottery was about to become big business. From a pretty early date we’ve made use of clay to make functional utensils like plates and cups; relics found in Xianren province in China are close to 20,000 years old. But ceramics have also been a long-standing part of history as a visual pleasure, formed and decorated in exquisite ways using complex materials and techniques. The trouble is that only the very wealthy could afford the workmanship and materials needed to create the fine porcelain that was so prized in the early 18th century.

But things were changing; in particular the rise of the middle classes and their growing wealth had begun opening up a huge potential market for beautiful but functional tableware. And England was well-placed to respond to this demand, as potteries like Minton and Spode had begun to demonstrate with their porcelain wares made from finest Cornish china clay.

The future would belong to the innovators. Of whom his brother was not one….

In 1749, his apprenticeship ended. The family fortunes had improved somewhat thanks to his ideas but his brother was not convinced of the value of innovation and refused to take Josiah in as a partner. So he left the family business and in 1752, he formed a partnership with John Harrison (of clockmaking fame) and Thomas Alders. This was a short-lived association, as Wedgwood and Harrison clashed over manufacturing ideas. From too little to too much innovation under one roof….

His next move, in 1754, was more productive, a meeting of minds since his new partner Thomas Whieldon, a successful potter who also “loved to experiment”. Whieldon was interested in Josiah’s approach, not least because there was an urgent need to improve the quality of his lead-glazed creamware while keeping costs competitive. As Wedgwood noted, “…these considerations induced me to try for some more solid improvement, as well in the Body, as the Glazes, the Colours, & the Forms, of the articles of our manufacture….”

He started keeping his ‘Experiment Book’ at this time, containing details of his work and carefully listing measurements and ingredients, using a coded system that only he could understand. Over the next years it swelled to contain the details of thousands of experiments, many of them failures but crucially providing a roadmap for future innovation directions.

In 1759, Josiah parted company from Whieldon and set up on his own, leasing the Ivy House pottery in Burslem, Staffordshire, from one of his uncles. Business grew and he opened a second works in the town. But in 1762 returning trouble with his leg forced him to spend several weeks in bed; as it turned out another candidate for ‘happy accident’ status. Because it was while he was bed-bound in the city of Liverpool that a friend introduced him to Thomas Bentley who eventually became his business partner.

Innovation is rarely a solo act; in most cases it is the convergence of different skills, experience and insight which can help build something new. Think Hewlett and Packard, Jobs and Wozniak, Gates and Allen. And it was certainly true of Wedgwood and Bentley; he brought a deep understanding of the trading side of the pottery business together with a classical education and a rich network of contacts to the party. He understood the ways in which ceramic fashions were changing and how the technical skills of Wedgwood could help play in such a market.

Over the next years they not only made a wide range of tableware but also speciality wares for retailers, dairies, sanitary suppliers (including tiles for indoor bathrooms and sewers all over England), and the home. But beyond the functional Bentley also saw a growing demand for artefacts inspired by the classical Greek, Roman and Etruscan styles and the company began making cameos, vases, jugs, and plaques decorated with such themes. Just like the Meissen company in Germany had begun to work with artists and designers so Wedgwood and Bentley began to draw on Bentley’s contacts to supply the artwork and give a distinctive style to their products.

Josiah Wedgwood didn’t like porcelain. Or rather he did, from an aesthetic point of view. Its white purity, translucent thin strength, the wonderful shapes it could be fashioned into, all of these triggered his potter’s admiration as the high point of the craft.

His objection to porcelain was entirely economic. This was a time when the big prize was not selling expensive ceramics to wealthy aristocrats but somehow giving the same experience of fine pottery plates, cups, saucers, pots and jugs to the growing middle class. The Industrial Revolution was changing the economic as well as the social structure of Britain; there was now a potential mass market and an appetite for new goods — all manufacturers like Wedgwood had to do was create good quality products to satisfy it. He understood this and worked hard to bring to simpler earthenware and stoneware the distinctive features, fine designs and tactile quality of porcelain.

This ceramic offered a cheaper alternative to porcelain production, which by this time was being made by a number of manufactories at Bow in London, Plymouth and Bristol who had mastered the art of porcelain production at huge financial cost to themselves and their customers.

His favourite motto was ‘Everything yields to experiment..’. And so he continued the laboratory work, aiming to move pottery from a “rude uncultivated craft” into a field of applied science. And it was through this process that he made his first major achievement, the “invention of a green glaze,” recorded after six months of unsuccessful trial and error as experiment number seven. It proved to be popular and helped establish a reputation for innovation, something which he followed up with in the development of a better form of ‘creamware’. Creamware — a cream-coloured earthenware — had become popular as an economic alternative to porcelain but it had significant limitations. Through his experimental approach Wedgwood transformed it into a high-quality ceramic that was very versatile in that it could be thrown on a wheel, turned on a lathe, or cast.

He began receiving orders from the highest-ranking people and in 1765, received an invitation from St James’s Palace, London, for a ‘complete set of tea things…. ‘with a gold ground & raised flowers upon it in green….’. The invitation came from Queen Charlotte, the wife of King George III and it took the form of a competitive tender; fortunately Wedgwood’s hard work in the laboratory paid off. He won the competition and the contract; more importantly he’d been canny enough to include other samples of his wares in his delivery and they attracted further interest. The Queen was so pleased that in 1766 she gave him what must rank as one of the first ‘celebrity endorsements’, issuing a royal warrant with the wording: ‘To this manufacturer the Queen is pleased to give her name and patronage, commanding it to be called Queensware, and honouring the inventor by appointing him Her Majesty’s Potter’.

Wedgwood was nothing if not quick on the uptake and soon the title ‘Potter to Her Majesty’, was being added to invoices and orders while ‘Queensware’ featured prominently in newspaper advertisements for his products. As with the Meissen porcelain business in Germany the importance of a brand identity became apparent. It was not customary for Staffordshire potters to put their name or mark on their wares but Josiah began stamping the base of his products as a mark of authenticity and quality.

His marketing wasn’t confined to influencers and advertising; he pioneered many innovative approaches to reaching and serving his growing market including offering free delivery from his factory to London and free replacement of items broken in transit. He opened shops and showrooms in fashionable cities like Bath as well as in the capital. And he pioneered a ‘two-tiered’ approach, selling first to the aristocracy at premium prices and then using the cachet which their adoption gave to promote sales at lower prices to aspirational middle class buyers.

In 1764, he had received his first order from abroad and built on that success. By 1769 he declared his aim was to become “Vase Maker General to the Universe”. He might not have exported off planet but did a pretty good job in terrestrial terms — by 1784, he was exporting nearly 80% of his total produce. By 1790, he had sold his wares in every city in Europe.

Image: AI generated via Google Imagen

Perhaps the project which best underlines his grasp of the competitive edge which a combination of technical competence, great design and sophisticated marketing skills can offer is the famous ‘Frog service’ commission which came from Empress Catherine the Great of Russia in 1773. This called for a huge dinner and dessert service (944 pieces) for use at the Chesme Palace near St. Petersburg. It was located on marshy ground and had once been called ‘La Grenouillerie’ because of the large frog population. Catherine wanted to use this frog motif on every item of the service and for it to contain 1222 topographically correct hand painted views of British landscapes! Significantly she also wanted it to be made not of traditional porcelain, but in Wedgwood’s Queensware.

Wedgwood undertook this huge commission and delivered, even though it took over 30 artists and two years to complete. It was never a commercial success; the cost of final delivery was £2612 against a commission price of £2290 (£503,280 and £439,680 in today’s terms). But it more than made up the shortfall in reputation and marketing; the service was first displayed in London before delivery and attracted huge crowds, powerfully demonstrating that Wedgwood’s earthenware and stoneware could rival the best porcelain in the world.

When the service in its 22 crates finally arrived in St Petersburg in the autumn of 1774 it was displayed in the palace as a spectacle for visitors. The majority of it has survived and is now in the Hermitage Museum, St Petersburg.

But Wedgwood wasn’t only working on the marketing side; from his early days as an apprentice he’d looked for ways to improve production operations, focusing not just on single problem areas but looking at the manufacturing system as a whole.

He was an early adopter of steam power, something which significantly reduced transportation costs since it mean that mills for grinding and preparing materials for manufacturing could now be located on the same site. It also mechanized the processes of throwing and turning pots, previously driven by foot or hand wheels. But it was less in his adoption of new machinery than in his approach to production organization that he had the biggest impact. He was fascinated by the ideas of Adam Smith around the concept of division of labour, focusing on specialisation rather than having a single person carry out all the tasks in a series of operations. Mixing clay, throwing, firing and decorating were all separated into distinct operations and staffed by people trained in those areas, supported by specialised equipment. The result was a massive improvement in productivity and the approach enabled the volume production needed to meet the demands of a growing mass market.

Significantly Wedgwood also recognised the need to manage the major changes this would bring to working lives — not least the elimination of the old apprentice and journeyman system. In 1769, he opened a new factory complex, named ‘Etruria’ in a nod to the ancient Etruscans whose civilization had inspired many of his best-selling designs. It was a planned community designed to house his workshops, showrooms, and his workers and their families — far cry from the ‘cottage industry’ in which he had grown up. It gave him practical advantages such as co-location of key activities reducing time and transportation costs but it also represented an early attempt to create a different working environment. He passed some of the benefits of the (significantly) higher productivity at the factory by paying higher wages and he experimented with ways of improving the working environment, providing clothing, washing facilities, and even an early form of air conditioning.

Etruria was strategically located next to the newly-constructed Trent and Mersey canal, a venture which he had campaigned hard for and which was to help significantly in managing the wider logistics and distribution challenges of the growing business. These weren’t small; in mid 1700s the pottery industry was sourcing its clays and other materials from the south west in Devon and Dorset which meant shipping them to ports like Liverpool or Chester and then transporting them slowly along an antiquated road system down to Staffordshire. Wedgwood’s efforts to promote better roads and particularly the cutting of a 94 mile canal linking Liverpool with the Potteries paid off; despite a long planning battle with Parliament the canal was opened in 1777 and with it the chance to reduce inbound logistics costs and open up better distribution to his increasingly global market.

Growing a business often carries with it the risk that cash flow gets out of balance but this wasn’t the case with Wedgwood. His early family history gave him an abiding sense of the need to control costs, once complaining that his sales were at an all-time high, yet profits were minimal. He studied cost structures and came to value economies of scale, trying to avoid producing one-off vases ‘at least till we are got into a more methodicall way of making the same sorts over again’.

And he brought a scientific approach to his work, carefully recording the results of his experiments to build a clearer understanding of how to move manufacturing from a haphazard trial and error process to one which allowed for reproduceable control. In 1783 he was awarded a patent for a pyrometer designed to measure the extreme temperatures within a kiln, helping tame the chaotic and unpredictable firing process. For this he was recognised by being elected a Fellow of the Royal Society, joining his scientific friends and colleagues like Joseph Priestley and Matthew Boulton. Although named as a key achievement the award really testified to over thirty years of systematic research and development.

Wedgwood wasn’t one to rest on his laurels; in 1774 built on his success with creamware with another major innovation –Jasperware. This was a new material, laboriously developed to offer a new approach to pottery making and it led to a material that was unglazed and had a distinctive matte, or “biscuit,” finish. He experimented with many different colours including green, lilac, yellow, black, and white (the Victoria and Albert museum in London has several display trays showing the different samples). But the distinctive light blue colour which caught the imagination and which survives to this day in thousands of artist’s palettes and children’s colouring books was Wedgwood blue.

Jasperware’s development built on Bentley’s observation of the growing interest in ancient cultural artefacts from Greek, Roman and Etruscan civilizations. Wealthier people were beginning to undertake the ‘Grand Tour’ of Europe and bringing back souvenirs such as Roman cameos; Jasperware provided the perfect medium for making such products available in England. Pieces would be ornamented with scenes and reliefs not simply painted on but applied as a separate layer of clay before firing; it gave Wedgwood products a distinctive trademark to further bolster their brand.

In keeping with Wedgwood’s philosophy the Jasperware product and process continuously evolved. For example early specimens used cobalt to colour the entire body by mixing it in with the clay; this was extremely expensive and so later development used a dipping process in which a thin layer of coloured slip — watery clay — was applied just before firing.

This continuous improvement of the Jasperware concept led to perhaps Wedgwood’s last and what he considered his ‘great work’ — the five year journey towards creating a replica of the ancient Roman Portland Vase. The original was a masterpiece of cameo glass from the 1st century BC and considered one of the greatest works of antiquity. No-one knew how it had been made; the secret of its creation had been lost for over 1700 years. It was less a commercial venture (though once again it had powerful reputational benefits) but instead was the ultimate challenge of his technical skills.

To achieve this, he conducted thousands of experiments over nearly five years to perfect the blue-black colour and the delicate, low-relief figures in his signature Jasperware. He relied on his pyrometer to control the firings and worked with renowned sculptor John Flaxman to create the intricate white reliefs. The project had many challenges, including blistering and cracking. But his persistence paid off. The first successful copies of the vase were released in 1790 and proved to be so accurate that when the original was accidentally shattered at the British Museum, Wedgwood’s Jasperware copy was used to help piece it back together.

Image: Wikimedia Commons

Wedgwood’s health had never been great; he’d finally had his leg amputated in 1768 and by 1770 his sight was beginning to fail him. When Bentley died in 1780 he stepped back from the marketing side and focused his remaining attention on the factory and his laboratory. But in 1794 he fell ill again and died in 1795, aged 64.

Was it worth it? He’d started by inheriting £20 from his father, and when he died he left one of the finest industrial concerns in England with a personal worth of £500,000 (around £50 million today). When he began his business the big names in Staffordshire pottery were those of manufacturers like Josiah Spode and Thomas Minton; it didn’t take long before the name of Wedgwood and Bentley was up there with them, their company arguably the best-known pottery in the western world.

In doing so he helped create an industry which continues to produce beautiful artefacts for widespread use around the world. And one which has grown in value; the ceramic tableware market size was worth $12.4bn in 2024 and is forecast to reach $22bn in the next ten years.

He left the business to his sons and they continued through several generations to maintain the reputation for quality and innovation. The company remained independent until 1987, when it merged with Waterford Crystal, then with Royal Doulton. In July 2015, it was acquired by a Finnish consumer goods company who have retained the brand and still produce ‘prestige’ wares such as hand-painted and limited edition objects. Jasperware is still made by a small team of skilled workers at the Barlaston factory, while the rest of the company’s output is produced in Indonesia.

So in a sense Josiah is still vase making to the universe….


As with all my work I’m indebted to many other researchers and writers; in this case I’d particulartly like to mention the excellent chapter on Josiah Wedgwood in the book by Mark Dodgson and David Gann, ‘ A very short introduction to innovation’, Oxford University Press, 2018


You can find my podcast here and my videos here

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

And subscribe to my (free) newsletter here

(All images author’s originals or generated via AI in Canva or Substack)

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Building a Learning Organization

Building a Learning Organization

GUEST POST from Stefan Lindegaard

Building a learning organization goes beyond adopting new methods or tools. At its core, it’s about fostering a culture where continuous growth, adaptability, and shared learning are prioritized at every level.

Creating this culture requires a top-down commitment led by leadership and management teams who embody a growth mindset, promote psychological safety, and actively engage in building a learning-focused environment.

Without this dedication, organizations miss a crucial opportunity to develop the capabilities essential for innovation and future-readiness.

Why is this important? Well, in today’s unpredictable and rapidly evolving landscape, a learning organization isn’t just a “nice-to-have” – it’s an imperative. While a company may excel in current operations, failing to invest in learning and adaptability poses significant risks to long-term success. Can any organization truly afford to ignore the need to shape its future?

Three Key Pillars

The foundation of a strong learning organization rests on three pillars:

  1. A growth mindset,
  2. psychological safety,
  3. and an unwavering commitment to fostering a culture of learning.

Leaders must first embody these values to inspire the entire organization to follow. It starts with self-reflection: How can leaders upgrade their mindset, skills, and tools to champion this change? How can they be supported in making it happen?

Only when leaders truly commit to this journey can we build a resilient organization where people and teams possess the adaptability, skills, and mindset needed to innovate, grow, and thrive.

Image Credit: Stefan Lindegaard

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.






The Great American Contraction

Population, Scarcity, and the New Era of Human Value

LAST UPDATED: December 3, 2025 at 6:17 PM
The Great American Contraction - Population, Scarcity, and the New Era of Human Value

GUEST POST from Art Inteligencia

We stand at a unique crossroads in human history. For centuries, the American story has been a tale of growth and expansion. We built an empire on a relentless increase in population and labor, a constant flow of people and ideas fueling ever-greater economic output. But what happens when that foundational assumption is not just inverted, but rendered obsolete? What happens when a country built on the idea of more hands and more minds needing more work suddenly finds itself with a shrinking demand for both, thanks to the exponential rise of artificial intelligence and robotics?

The Old Equation: A Sinking Ship

The traditional narrative of immigration as an economic engine is now a relic of a bygone era. For decades, we debated whether immigrants filled low-skilled labor gaps or competed for high-skilled jobs. That entire argument is now moot. Robotics and autonomous systems are already replacing a vast swath of low-skilled labor, from agriculture to logistics, with greater speed and efficiency than any human ever could. This is not a future possibility; it’s a current reality accelerating at an exponential pace. The need for a large population to perform physical tasks is over.

But the disruption is far more profound. While we were arguing about factory floors and farm fields, Artificial Intelligence (AI) has quietly become a peer-level, and in many cases, superior, knowledge worker. AI can now draft legal briefs, write code, analyze complex data sets, and even generate creative content with a level of precision and speed no human can match. The very “high-skilled” jobs we once championed as the future — the jobs we sought to fill with the world’s brightest minds — are now on the chopping block. The traditional value chain of human labor, from manual to cognitive, is being dismantled from both ends simultaneously.

But workers are not the only thing being disrupted. Governments will be disrupted as well. Why? Because companies will be incentivized to decrease profitability by investing in compute to remain competitive. This means the tax base will shrink at the same time that humans will need increased financial assistance from the government. Taxes are only paid by businesses when there is profit (unless you switch to a revenue basis) and workers only pay taxes when they’re employed. A decreasing tax base and rising welfare costs is obviously unsustainable and another proof point for why smart countries have already started reducing their population to decrease the chances of default and social unrest.

“The question is no longer ‘What can humans do?’ but ‘What can only a human do?'”

The New Paradigm: Radical Scarcity

This creates a terrifying and necessary paradox. The scarcity we must now manage is not one of labor or even of minds, but of human relevance. The old model of a growing population fueling a growing economy is not just inefficient; it is a direct path to social and economic collapse. A population designed for a labor-based economy is fundamentally misaligned with a future where labor is a non-human commodity. The only logical conclusion is a Great Contraction — a deliberate and necessary reduction of our population to a size that can be sustained by a radically transformed economy.

This reality demands a ruthless re-evaluation of our immigration policy. We can no longer afford to see immigrants as a source of labor, knowledge, or even general innovation. The only value that matters now is singular, irreplaceable talent. We must shift our focus from mass immigration to an ultra-selective, curated approach. The goal is no longer to bring in more people, but to attract and retain the handful of individuals whose unique genius and creativity are so rare that AI can’t replicate them. These are the truly exceptional minds who will pioneer new frontiers, not just execute existing tasks.

The future of innovation lies not in the crowd, but in the individual who can forge a new path where none existed before. We must build a system that only allows for the kind of talent that is a true outlier — the Einstein, the Tesla, the Brin, but with the understanding that even a hundred of them will not be enough to employ millions. We are not looking for a workforce; we are looking for a new type of human capital that can justify its existence in a world of automated plenty. This is a cold and pragmatic reality, but it is the only path forward.

Human-Centered Value in a Post-Labor World

My core philosophy has always been about human-centered innovation. In this new world, that means understanding that the purpose of innovation is not just about efficiency or profit. It’s about preserving and cultivating the rare human qualities that still hold value. The purpose of immigration, therefore, must shift. It is not about filling jobs, but about adding the spark of genius that can redefine what is possible for a smaller, more focused society. We must recognize that the most valuable immigrants are not those who can fill our knowledge economy, but those who can help us build a new economy based on a new, more profound understanding of what it means to be human.

The political and social challenges of this transition are immense. But the choice is clear. We can either cling to a growth-based model and face the inevitable social and economic fallout, or we can embrace this new reality. We can choose to see this moment not as a failure, but as an opportunity to become a smaller, more resilient, and more truly innovative nation. The future isn’t about fewer robots and more people. It’s about robots designing, building and repairing other robots. And, it’s about fewer people, but with more brilliant, diverse, and human ideas.

This may sound like a dystopia to some people, but to others it will sound like the future is finally arriving. If you’re still not quite sure what this future might look like and why fewer humans will be needed in America, here are a couple of videos from the present that will give you a glimpse of why this may be the future of America:

INFOGRAPHIC ADDED DECEMBER 3, 2025:

The Great American Contraction Infographic

Image credits: Google Gemini

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.






Don’t Fall for the Design Squiggle Lie

Don't Fall for the Design Squiggle Lie

GUEST POST from Robyn Bolton

Last night, I lied to a room full of MBA students. I showed them the Design Squiggle, and explained that innovation starts with (what feels like) chaos and ends with certainty.

The chaos part? Absolutely true.

The certainty part? A complete lie.

Nothing is Ever Certain (including death and taxes)

Last week I wrote about the different between risk and uncertainty.  Uncertainty occurs when we cannot predict what will happen when acting or not acting.  It can also be broken down into Unknown uncertainty (resolved with more data) and Unknowable uncertainty (which persists despite more data).

But no matter how we slice, dice, and define uncertainty, it never goes away.

It may be higher or lower at different times,

More importantly, it changes focus.

Four Dimensions of Uncertainty

Something new that creates value (i.e. an innovation) is multi-faceted and dynamic. Treating uncertainty as a single “thing”  therefore clouds our understanding and ability to find and addresses root causes.

That’s why we need to look at different dimensions of uncertainty.

Thankfully, the ivory tower gives us a starting point.

WHAT: Content uncertainty relates to the outcome or goal of the innovation process. To minimize it, we must address what we want to make, what we want the results to be, and what our goals are for the endeavor.

WHO: Participation uncertainty relates to the people, partners, and relationships active at various points in the process. It requires constant re-assessment of expertise and capabilities required and the people who need to be involved.

HOW: Procedure uncertainty focuses on the process, methods, and tools required to make progress. Again, it requires constant re-assessment of how we progress towards our goals.

WHERE: Time-space uncertainty focuses on the fact that the work may need to occur in different locations and on different timelines, requiring us to figure out when to start and where to work.

It’s tempting to think each of these are resolved in an orderly fashion, by clear decisions made at the start of a project, but when has a decision made on Day 1 ever held to launch day?

Uncertainty in Pharmaceutical Development

 Let’s take the case of NatureComp, a mid-sized company pharmaceutical company and the uncertainties they navigated while working to replicate, develop, and commercialize a natural substance to target and treat heart disease.

  1. What molecule should the biochemists research?
  2. How should the molecule be produced?
  3. Who has the expertise and capability to synthetically poduce the selected molecule because NatureComp doesn’t have the experience required internally?
  4. Where to produce that meets the synthesization criteria and could produce cost-effectively at low volume?
  5. What target disease specifically should the molecule target so that initial clincial trials can be developed and run?
  6. Who will finance the initial trials and, hopefully, become a commercialization partner?
  7. Where would the final commercial entity exist (e.g. stay in NatureComp, move to partner, stand-alone startup) and the molecule produced?

 And those are just the highlights.

It’s all a bit squiggly

The knotty, scribbly mess at the start of the Design Squiggle is true. The line at the end is a lie because uncertainty never goes away. Instead, we learn and adapt until it feels manageable.

Next week, you’ll learn how.

Image credit: The Process of Design Squiggle by Damien Newman, thedesignsquiggle.com

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Do You Have Gumption?

Do You Have Gumption?

GUEST POST from Mike Shipulski

Doing new work takes gumption. But there are two problems with gumption. One, you’ve got to create it from within. Two, it takes a lot of energy to generate the gumption and to do that you’ve got to be physically fit and mentally grounded. Here are some words that may help.

Move from self-judging to self-loving. It makes a difference.

It’s never enough until you decide it’s enough. And when you do, you can be more beholden to yourself.

You already have what you’re looking for. Look inside.

Taking care of yourself isn’t selfish, it’s self-ful.

When in doubt, go outside.

You can’t believe in yourself without your consent.

Your well-being is your responsibility. And it’s time to be responsible.

When you move your body, your mind smiles.

With selfish, you take care of yourself at another’s expense. With self-ful, you take care of yourself because you’re full of self-love.

When in doubt, feel the doubt and do it anyway.

If you’re not taking care of yourself, understand what you’re putting in the way and then don’t do that anymore.

You can’t help others if you don’t take care of yourself.

If you struggle with taking care of yourself, pretend you’re someone else and do it for them.

Image credit: Unsplash

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.






Top 10 Human-Centered Change & Innovation Articles of August 2025

Top 10 Human-Centered Change & Innovation Articles of August 2025Drum roll please…

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

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

  1. The Nordic Way of Leadership in Business — by Stefan Lindegaard
  2. Science Says You Shouldn’t Waste Too Much Time Trying to Convince People — by Greg Satell
  3. A Manager’s Guide to Employee Engagement — by David Burkus
  4. Decoding the Code of Life – Human-Centered Innovation in Synthetic Biology — by Art Inteligencia
  5. Why Innovators Can’t Ignore the Quantum Revolution — by Art Inteligencia
  6. Performance Reviews Don’t Have to Suck — by David Burkus
  7. Why Explainable AI is the Key to Our Future – The Unseen Imperative — by Art Inteligencia
  8. Goals Require Belief to be Achievable — by Mike Shipulski
  9. The Future is Rotary – Human-Centered Innovation in Rotating Detonation Engines — by Art Inteligencia
  10. The Killer Strategic Concept You’ve Never Heard Of – You Really Need to Know About Schwerpunkt! — by Greg Satell

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

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

Build a Common Language of Innovation on your team

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 four years:

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.






Invention Through Co-Creation

Invention Through Co-Creation

GUEST POST from Janet Sernack

It was an article in the Harvard Business Review, “Why the Lean Start-Up Changes Everything,” by Steve Blank, that caught my attention more than ten years ago and caused me to shift my mindset about entrepreneurship and innovation. He described a lean start-up as “favoring experimentation over elaborate planning, customer feedback over intuition, and iterative design over big design up front” developments. It sparked my fascination and ignited my curiosity about start-ups and how the start-up approach could be applied to creating a collaborative, intrapreneurial, entrepreneurial, and innovative learning curriculum that supported learning new ways of co-creation in the invention and innovation processes.

Why co-creation matters

One of the essential keys to success in innovation, whether as a start-up entrepreneur, corporate intrapreneur, innovation team, aspiring innovative leader, or organization, is your ability to collaborate, experiment, create, invent, and innovate. This involves actively embracing and incorporating the lean start-up approach alongside design thinking, adult learning principles, experiential learning techniques, and change management disciplines, especially in a world that is quickly becoming dominated by AI, to both create and capture value in ways people appreciate and cherish.

What is co-creation?

Invention through co-creation involves a collaborative design process in which stakeholders and customers work together to create and invent innovative solutions. It is a challenging process because it requires people to co-create a shared purpose, ensure equal contribution, and make collective decisions to guarantee that the final product meets the needs and preferences of its users. For these core elements to be successfully implemented, start-up founders and key stakeholders must have high levels of conscious self-awareness, a willingness to accept responsibility for their thoughts and behaviors, strong listening and inquiry skills, and self-mastery to navigate and adapt to the instability and uncertainty of a constantly changing environment.

Failure of innovation educators

With extensive experience in designing and developing bespoke experiential learning programs, I quickly realized that most traditional innovation education programs in tertiary institutions mainly focus on applying project management disciplines to creative ideas. Organizations relied on idea-generation tools, applying design thinking, and agile methodologies to improve efficiency and performance. While these disciplined approaches are vital for the success of start-ups and innovation initiatives, they rarely lead to systemic awareness and continuous learning, which are essential for innovation. Other options tend to involve quick, episodic “innovation theater” or entirely chaotic open innovation initiatives, which also fail to deliver the desired or potential long-term productivity, performance improvements, and growth!

  • Balancing and integrating chaos and rigidity

When people concentrate on balancing and integrating the chaos of creativity with the rigidity of disciplined methodologies, they can co-create, innovate, and deliver forward-thinking solutions by being agile, adaptable, and emotionally resilient. This forms the essential foundation for start-ups, entrepreneurs, teams, and organizations to achieve balance, focus, and flow while remaining resilient in the post-pandemic era of instability and uncertainty. At the same time, the outcome of integration is harmony; the lack of integration results in chaos, unpredictability, instability, and rigidity, where individuals unconsciously display inflexible and controlling behaviors.

The Start-Up Game™ Story

The Start-Up Game™ is based on the principle that “anyone can earn to innovate”, as it has been co-created as an immersive hybrid board game that combines achievement, competition, and an AI learning component. It is a co-creation tool that guides players to think, behave, and act differently by safely exploring the language, key mindsets, behaviors, and innovative thinking skills of successful intrapreneurs, entrepreneurs, and innovators within a socially responsible start-up environment. The game provides a safe, playful, and energizing space for players to experiment, take strategic risks, iterate, pivot, and co-create sustainable, future-ready, innovative solutions to survive and thrive on the innovation roller-coaster ride.

TechCrunch’s Innovation initially inspired our co-creation. We wondered how we could bring our vision to life by designing a two-hour board game that delivered value beyond mere engagement. We sought to create an immersive, playful, and interactive experience that participants could enjoy and gain from, within a risk-free learning environment, while generating an unprecedented level of lasting impact. The challenge we faced was heightened by today’s shorter attention spans and the fast-paced nature of our world, all within the constraints of an online learning environment.

Traditionally, business games create an environment where participants can make decisions, take risks, and learn from mistakes, all without real-world consequences. At the same time, they encourage better teamwork, collaboration, networking, and relationship-building opportunities. However, the value we aimed to deliver went beyond that, seeking to broaden players’ horizons, change their ways of thinking, and introduce new language, mindsets, and behaviors of innovation by playing the lean start-up way.

To ensure a lasting impact, we integrated advanced technology and hybrid, blended learning processes designed to enhance delivery. This extended beyond the in-game experience to include pre-game elements, establishing the foundation and providing context for the game. A key feature is the use of Generative AI avatars for content delivery, supported by written versions to accommodate different learning styles. By applying experiential and adult learning principles and techniques, we created team pause points and check-ins to encourage teams to regularly observe and reflect on their performance, while also fostering reflection and deeper discussions on how to improve during their current phase of the game. 

Invention through co-creation

  • Being both creative and methodical

Invention through co-creation is not an easy process; in fact, it can be highly challenging and often chaotic, requiring people to balance creative chaos with disciplined order. Many start-ups, innovation teams, and digital and innovation transformation initiatives frequently fail because they do not mitigate risks by integrating the chaos of creativity with a disciplined and methodical approach. This is why design thinking and agile have become so popular, as they involve robust, structured methodologies that are easy to learn, follow, and implement. Design thinking principles and techniques are vital to the invention process, helping to manage key stages of the co-creation cycle:

  • Identify the user and their problem,
  • Ideating a hypothetical solution,
  • Developing a prototype,
  • Getting user feedback,
  • Iterating the prototype,
  • Getting user feedback,
  • Pivoting prototype,
  • Finalising the solution. 

One of the most important lessons was recognizing the need to balance the creativity of chaos with disciplined order, which is why it is crucial to introduce creative energy, passionate purpose, and innovative thinking to drive and maintain that balance. To create, invent, and innovate successfully and avoid failure, co-creators must be attentive and intentional in:

a) Developing self-regulation strategies that support co-creation:

  • Flow with the uncertainty of success in an unstable environment.
  • Be willing to disrupt their habitual thinking and feeling habits and be cognitively agile in constantly shifting their mindsets and developing multiple perspectives.
  • Accept responsibility for their operating styles and ensure that they have a constructive impact on each other and their stakeholders.

b) Maintaining self-management strategies that enable co-creation:

  • Develop conscious and systemic awareness.
  • Generate both deep and agile thinking processes.
  • Sustain their emotional energy in capturing and creating value.
  • Adapt to stay ahead of change; be resilient, hopeful, and optimistic.

This involves the co-creators opening their minds, hearts, and will to unleash possibilities, emerge, diverge, and converge on new ideas, while withholding evaluation and judgement through deep observation, inquiry, and reflective listening practice. To cultivate people’s neuroplasticity through structured play, encouraging new growth, wonder, and a game-based mindset, and building the foundations for thinking differently. To foster honesty, courage, and provocation in using cognitive dissonance, creative tension, and contrarian behaviors to facilitate generative debate.

Key success factors

It involves blending the generative learning process with the discipline and rigor of adopting a methodical design thinking approach. The goal is to be brave and bold, compassionate and empathic when faced with challenges, both in being challenged and challenging others to think, act, and be differently. It includes experimenting through beta testing, managing the risks and demands of limited self-funded options, while co-creating a professionally designed set of user interfaces as the start-up navigates the start-up curve and the innovation roller-coaster, aiming to reach the Promised Land.

The Start-up Game™ is ideal for corporates, academic institutions, business schools and small to medium businesses to introduce the language, key mindsets, behaviors, and innovative thinking skills as an engaging, blended and experiential learning activity at innovation and strategy off-sites and in leadership development programs, cross-functional team-building events, culture change initiatives and sustainability and ESG engagement workshops to:

  • Promote inclusivity, collaboration, and real co-creation through playful experimentation and equal partnership.
  • Enable people to make sense of innovation in the context of entrepreneurship, and intrapreneurship involves bringing an innovation culture to life.
  • Build both awareness and the application of innovative thinking and problem-solving to real-life challenges and business problems.

Successful co-creation yields increased engagement, collaboration, experimentation, enhanced understanding, and the delivery of innovative solutions and outcomes.

Through integrating both creative and inventive people with disciplined systems, processes, and methodologies.

This is an excerpt from our upcoming book, “Anyone Can Learn to Innovate,” scheduled for publication in early 2026.

Please find out more about our work at ImagineNation™. 

Discover our collective learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, presented by Janet Sernack. It is a collaborative, intimate, and profoundly personalized innovation coaching and learning program supported by a global group of peers over nine weeks. It can be customized as a bespoke corporate learning program. It is a blended and transformational change and learning program that provides a deep understanding of the language, principles, and applications of an ecosystem-focused, human-centric approach and emergent structure (Theory U) to innovation. It will also up-skill people and teams, developing their future fitness within your unique innovation context. Please find out more about The Start-Up Game.

Image Credit: Pixabay

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Mismanaging Uncertainty & Risk is Killing Our Businesses

Mismanaging Uncertainty & Risk is Killing Our Businesses

GUEST POST from Robyn Bolton

During September 2011, the English language officially died.  That was the month that the Oxford English Dictionary, long regarded as the accepted authority on the English language published an update in which “literally” also meant figuratively. By 2016, every other major dictionary had followed suit.

The justification was simple: “literally” has been used to mean “figuratively” since 1769. Citing examples from Louisa May Alcott’s Little Women, Charles Dickens’ David Copperfield, Charlotte Bronte’s Jane Eyre, and F. Scott Fitzgerald’s The Great Gatsby, they claimed they were simply reflecting the evolution of a living language.

What utter twaddle.

Without a common understanding of a word’s meaning, we create our own definitions which lead to secret expectations, and eventually chaos.

And not just interpersonally. It can affect entire economies.

Maybe the state of the US economy is just a misunderstanding

Uncertainty.

We’re hearing and saying that word a lot lately. Whether it’s in reference to tariffs, interest rates, immigration, or customer spending, it’s hard to go a single day without “uncertainty” popping up somewhere in your life.

But are we really talking about “uncertainty?”

Uncertainty and Risk are not the same.

The notion of risk and uncertainty was first formally introduced into economics in 1921 when Frank Knight, one of the founders of the Chicago school of economics, published his dissertation Risk, Uncertainty and Profit.  In the 114 since, economists and academics continued to enhance, refine, and debate his definitions and their implications.

Out here in the real world, most businesspeople use them as synonyms meaning “bad things to be avoided at all costs.”

But they’re not synonyms. They have distinct meanings, different paths to resolution, and dramatically different outcomes.

Risk can be measured and/or calculated.

Uncertainty cannot be measured or calculated

The impact of tariffs, interest rates, changes in visa availability, and customer spending can all be modeled and quantified.

So it’s NOT uncertainty that’s “paralyzing” employers.  It’s risk!

Not so fast my friend.

Not all Uncertainties are the same

According to Knight, Uncertainty drives profit because it connects “with the exercise of judgment or the formation of those opinions as to the future course of events, which…actually guide most of our conduct.”

So while we can model, calculate, and measure tariffs, interest rates, and other market dynamics, the probability of each outcome is unknown.  Thus, our response requires judgment.

Sometimes.

Because not all uncertainties are the same.

The Unknown (also known as “uncertainty based on ignorance”) exists when there is a “lack of information which would be necessary to make decisions with certain outcomes.”

The Unknowable (“uncertainty based on ambiguity”) exists when “an ongoing stream [of information]  supports several different meanings at the same time.”

Put simply, if getting more data makes the answer obvious, we’re facing the Unknown and waiting, learning, or modeling different outcomes can move us closer to resolution. If more data isn’t helpful because it will continue to point to different, equally plausible, solutions, you’re facing the Unknowable.

So what (and why did you drag us through your literally/figuratively rant)?

If you want to get unstuck – whether it’s a project, a proposal, a team, or an entire business, you first need to be clear about what you’re facing.

If it’s a Risk, model it, measure it, make a decision, move forward.

If it’s an uncertainty, what kind is it?

If it’s Unknown, decide when to decide, ask questions, gather data, then, when the time comes, decide and move forward

If it’s Unknowable, decide how to decide then put your big kid pants on, have the honest and tough conversations, negotiate, make a decision, and move on.

I mean that literally.

Image credit: Pixabay

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.

Why Big Ideas Often Fail to Survive Victory

Why Big Ideas Often Fail To Survive Victory

GUEST POST from Greg Satell

I still vividly remember a whiskey drinking session I had with a good friend in my flat in Kyiv in early 2005, shortly after the Orange Revolution had concluded. We were discussing what would come after and, knowing that I had lived in Poland during years of reform, he was interested in my opinion about the future. I told him NATO and EU ascension was the way to go.

My friend, a prominent journalist, disagreed. He thought that Ukraine should pursue a “Finnish model,” in which it would pursue good relations with both Russia and the west, favoring neither. As he saw it, the Ukrainian people, who had just been through months of political turmoil, should pursue a “third way” and leave the drama behind.

As it turned out, we were both wrong. The promise of change would soon turn to nightmare, ending with an evil, brutal regime and a second Ukrainian revolution a decade later. I would later find that this pattern is so common that there is even a name for it: the failure to survive victory. To break the cycle you first need to learn to anticipate it and then to prepare for it.

The Thrill Of A New Direction And An Initial Success

In the weeks after the Orange Revolution I happened to be in Warsaw and saw a huge banner celebrating democracy movements in Eastern Europe, with Poland’s Solidarity movement as the first and Ukraine’s Orange revolution as the last in the series. Everyone thought that Ukraine would follow its neighbor into peace and prosperity.

We were triumphant and it seemed like the forces of history were on our side. That’s one reason why we failed to see the forces that were gathering. Despite our enthusiasm, those who opposed our cause didn’t just melt away and go home. In fact they redoubled their efforts to undermine what we had achieved. We never really saw it coming.

I see the same thing in my work with organizational transformations. Once people get a taste of that initial success—they win executive sponsorship for their initiative, get a budget approved or even achieve some tangible progress on the ground—they think it will all get easier. It never does. In fact, it usually gets harder.

Make no mistake. Opposition doesn’t erupt in spite of an early success, but because of it. A change initiative only becomes a threat to the status quo when it begins to gain traction. That’s when the knives come out and, much like my friend and I after the Orange Revolution, most people working to bring about change are oblivious to it.

If you are working for a change that you believe in passionately, chances are you’re missing a brewing storm. Almost everyone does the first time around (and many never learn to recognize it).

Propagating Echo Chambers

One of the reasons we failed to see trouble brewing back then was that, as best we could tell, everyone around us saw things the same way we did. Whatever dissenting voices we did come across seemed like an aberration to us. Sure, some people were still stuck in the old ways, we thought, but with history on our side how could we fail?

Something similar happened in the wake of the George Floyd protests. The city council in Minneapolis, where the incident took place, voted to defund the police. Taking its cue, corporate America brought in armies of consultants to set out the new rules of the workplace. In one survey, 85% of CHRO’s said that they were expanding diversity and inclusion efforts. With such an outpouring of news coverage and emotion, who would dare to question them?

The truth is that majorities don’t just rule, they also influence in a number of ways. First, decades of studies show that we tend to conform to the views around us and that effect extends out to three degrees of relationships. Not only people we know, but the friends of their friends—most of whom we don’t even know—affect how we think.

It isn’t just what we hear but also what we say that matters. Research from MIT suggests that when we are around people we expect to agree with us, we’re less likely to check our facts and more likely to share information that isn’t true. That, in turn, impacts our informational environment, helping to create an echo chamber that reinforces our sense of certainty.

The Inevitable Backlash

Almost as soon as the new Ukrainian government took power in 2005, the opposition went on the offensive. While the new President, Viktor Yushchenko was seen positively, they attacked the people around him. His Prime Minister, Yulia Tymoshenko, was portrayed as a calculating and devious woman. When Yushchenko’s son got into trouble, questions were raised about corruption in his father’s administration.

A similar pattern took hold in the wake of the George Floyd protests. Calls for racial justice were portrayed as anti-police and law enforcement budgets across the country increased as “We Support Our Police” signs went up on suburban lawns. Critical Race Theory, an obscure legal concept rarely discussed outside of universities, became a political punching bag. Today, as layoffs increase, corporate diversity efforts are sure to take a hit.

These patterns are not exceptions. They are the rule. As Saul Alinsky pointed out, every revolution inspires a counter-revolution. That is the physics of change. Every reaction provokes a reaction. Every success impacts your environment and some of those changes will not be favorable to your cause. They will expose vulnerabilities that can be exploited by those who oppose your idea.

Yet Alinsky didn’t just identify the problem, he also pointed to a solution. “Once we accept and learn to anticipate the inevitable counter-revolution, we may then alter the historical pattern of revolution and counter-revolution from the traditional slow advance of two steps forward and one step backward to minimizing the latter,” he writes.

In other words, the key to surviving victory is to prepare for the backlash that is sure to come and build a strategy to overcome it.

Building A Shared Future Rooted In Shared Values

In the two decades I have been researching transformation and change, the failure to survive victory is probably the most consistent aspect of it. In fact, it is so common you can almost set your watch by it. Amazingly, no matter how many times change advocates experience it, they rarely see it coming. Many, in fact, seem to take pride in how many battles they have lost, seeing it as some kind of badge of honor.

The uncomfortable truth is that success doesn’t necessarily begat more success. Often it breeds failure. People mistake a moment for a movement and think that their time has finally come. Believing change to be inevitable, they get cocky and overconfident and miss the networks of unseen connections forming in opposition. They make sure to press a point, but fail to make a difference.

Lasting change always needs to be built on common ground. That’s what we failed to see all those years ago, when I began my journey. You can never base your revolution on any particular person, technology or policy. It needs to be rooted in shared values and if we truly care about change, we need to hold ourselves accountable to be effective messengers.

We can’t just preach to the choir. Sometimes we need to venture out of the church and mix with the heathens. We can be clear about where we stand and still listen to those who see things differently. That doesn’t mean we compromise. In fact, we should never compromise the values we believe in. What we can do, however, is identify common ground upon which to build a shared future.

These principles hold true whether the change you seek is in your organization, your industry, your community or throughout society as a whole. If you fail to learn and apply them, don’t be surprised when you fail to survive victory.

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

Subscribe to Human-Centered Change & Innovation WeeklySign up here to join 17,000+ leaders getting Human-Centered Change & Innovation Weekly delivered to their inbox every week.






Charlie Kirk and Innovation

What We Can Learn and Build in the Wake of His Tragic Death

Charlie Kirk and Innovation

GUEST POST from Art Inteligencia

Innovation is not born in silence. It emerges from the friction of ideas, the collision of perspectives, and the courage to challenge assumptions. In this light, the public discourse shaped by figures like Charlie Kirk — whether you agree with his politics or not — offers a fascinating lens through which to examine the dynamics of innovation in a polarized age.

The Power of Rational Debate

Charlie Kirk built his platform by engaging in live debates on college campuses, inviting ideological opponents to challenge him directly. This practice, though often contentious, embodies a core principle of innovation: constructive conflict. Rational debate is the crucible in which ideas are tested, refined, and sometimes transformed.

Innovation thrives when we create safe spaces for disagreement. Kirk’s willingness to engage with critics — sometimes fiercely — demonstrates the value of showing up, listening, and responding. These are not just political acts; they are innovation behaviors.

In my work on human-centered change, I emphasize the importance of dialogue over monologue. Whether you’re designing a new product or reimagining a business model, innovation demands that we hear from diverse voices. Kirk’s approach, though polarizing, reminds us that progress often begins with uncomfortable conversations.

Empathy in the Arena

Empathy may not be the first word that comes to mind when discussing Charlie Kirk. Yet, beneath the surface of his confrontational style lies a strategic understanding of audience. Kirk speaks to young conservatives who often feel alienated in academic environments. He validates their concerns, gives them language, and builds community. That’s empathy in action.

Innovation leaders must do the same. We must understand the emotional landscape of our stakeholders—what they fear, what they hope for, and what they value. Empathy is not agreement; it’s connection. And connection is the foundation of co-creation.

“Charlie made it normal to be active in politics, made it cool, and made it something that people should be more interested in.” — Krish Mathrani, Michigan GOP Youth Chair

When we design change initiatives, we must ask: Who feels left out? Who needs to be heard? Who needs to be invited in? Kirk’s success in mobilizing youth reminds us that innovation is not just about ideas—it’s about people.

Challenging Assumptions

One of the most provocative aspects of Kirk’s career was his willingness to challenge the status quo — even within his own ideological camp. He faced criticism from far-right figures for being “insufficiently radical,” especially during the Groyper Wars of 2019. Yet, he persisted in advocating for positions like granting green cards to high-skilled international graduates — an idea that, ironically, aligns with innovation policy.

Innovation demands that we challenge assumptions, even sacred ones. Whether it’s the belief that “we’ve always done it this way” or the notion that certain groups don’t belong in the conversation, progress requires us to interrogate our mental models.

When Kirk said “America is full” in response to visa expansion for Indian professionals, he sparked outrage — but also dialogue. Critics argued that such policies would harm the U.S. innovation pipeline. The debate itself illuminated the tension between nationalism and global talent — an issue every innovation leader must grapple with.

Innovation in the Age of Polarization

We live in a time when polarization threatens the very conditions that make innovation possible. The assassination of Charlie Kirk during a campus event was a tragic reminder of what happens when dialogue breaks down. Violence is the antithesis of innovation. It silences voices, erodes trust, and fractures the social fabric.

Yet, Kirk’s legacy — his insistence on showing up, speaking out, and engaging — offers a blueprint for how we might reclaim the public square. Innovation requires courage. It requires us to stand in the arena, even when the crowd is hostile.

Conclusion: The Innovation Imperative

Charlie Kirk was not an innovation theorist. But his methods — debate, empathy, and assumption-challenging — mirror the behaviors we must cultivate to drive meaningful change. Whether in politics, business, or society, the innovation imperative calls us to engage, not retreat.

As we mourn the loss of a controversial yet catalytic figure, let us recommit to the principles that make innovation possible. Let us debate fiercely, empathize deeply, and challenge boldly. Because in the end, innovation is not just about what we build — it’s about who we become.

Postscript: One Way We Could Honor Charlie’s Legacy

Imagine if rational debate were a mandatory course from middle school onward in the United States. Embedding the principles of respectful discourse, critical thinking, and evidence-based argument into our education system would not only cultivate a generation of more thoughtful citizens — it would dramatically increase our national innovation capacity. When students learn to listen actively, challenge ideas without attacking individuals, and articulate their own perspectives with clarity and empathy, they become better collaborators, problem-solvers, and leaders. Over time, this cultural shift could reduce the divisiveness of our politics by replacing tribalism with curiosity, and outrage with understanding. Innovation flourishes in environments where ideas are exchanged freely and respectfully — and that starts in the classroom.

Image credit: Wikimedia Commons

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.