Category Archives: Innovation

Innovation Dashboards Create Real-Time Insights for Strategy

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, staying ahead of the competition often boils down to an organization’s ability to innovate better and faster. While numerous tools and strategies are employed in this quest, innovation dashboards have emerged as a critical component for companies aiming to gain real-time insights into their innovation strategy. These dashboards provide a visual representation of key metrics that guide decision-makers in anchoring their ongoing innovation efforts to market demands, internal capabilities, and strategic goals.

Understanding Innovation Dashboards

At its core, an innovation dashboard is a management tool that collates relevant data from various organizational processes, translating them into a consolidated view that highlights the company’s innovation health. These dashboards often include key performance indicators (KPIs) such as idea generation rates, time-to-market statistics, R&D investment effectiveness, portfolio balance, and customer feedback loops.

The primary value of an innovation dashboard is in its ability to present complex data in an easily digestible format. It serves as a navigational tool, not only for innovation managers but for all stakeholders, to track progress, identify bottlenecks, and uncover new opportunities in real-time. Moreover, when used effectively, these dashboards cultivate a culture of transparency and data-driven decision-making, empowering teams to operate at their optimum capacity.

Key Features of an Effective Innovation Dashboard

Real-Time Data Integration: Today’s business decisions demand access to real-time data. An effective innovation dashboard collects data from multiple sources, updating it continuously. This real-time integration allows teams to react swiftly to changing market conditions and internal project developments.
Customizable and Scalable: Every organization is unique with varying strategic goals and industry challenges. Therefore, a dashboard should be adaptable, offering customization to fit different parameters relevant to diverse teams and scalable to grow alongside the organization.
Predictive Analytics: Beyond just presenting historical data, powerful innovation dashboards leverage predictive analytics to forecast trends, identify potential new markets or areas for innovation, and optimize resource allocation.
Intuitive User Interface: An intuitive and user-friendly interface encourages widespread adoption across the organization. The easier it is to interpret the information, the more likely it is that team members will utilize the dashboard in their daily decision-making.

Case Study 1: Tech Innovator Amplifies R&D with Dashboards

Consider a leading technology innovator, TechNova Inc., which faced challenges correlating its R&D efforts with market success. It found itself tangled in intricate, siloed research projects with little visibility into overall portfolio performance. By implementing an innovation dashboard customized to their particular needs, they embarked on an insightful transformation.

Implementation Highlights:

Data Transparency: By incorporating data from their R&D labs, customer feedback platforms, and market intelligence sources, the innovation dashboard enabled cross-functional teams to view consistent data sets. This data transparency encouraged collaboration and coherence across departments.
Balanced Portfolio Management: The dashboard’s real-time insights allowed TechNova to maintain an appropriate balance between incremental innovations and disruptive technologies. The visuals made it easier for executives to spot gaps or overinvestment in particular areas.
Improved Time-to-Market: With clearer oversight, TechNova trimmed average project times significantly by identifying bottlenecks early in the process. This agility in product development translated into timely market entries and higher product success rates.

Outcome: TechNova saw a 30% increase in successful product launches and positioned itself as a market leader, delivering what customers didn’t even know they needed. The dashboard became a key component of TechNova’s strategic playbook, fostering a culture of continuous innovation.

Case Study 2: Retail Leader Revitalizes Customer-Centric Innovation

On the other hand, let’s look at RetailMax, a global retail chain renowned for its rapid-response supply chain strategy. Despite its success, RetailMax struggled to translate customer insights into groundbreaking innovations. They resorted to an innovation dashboard tailored to focus on customer feedback and market trend analytics.

Implementation Highlights:

Customer Insight Integration: RetailMax used their dashboard to amalgamate customer interactions, reviews, and feedback from both in-store experiences and e-commerce channels. Real-time sentiment analysis helped the company stay attuned to customer expectations.
Trend Identification and Action: RetailMax employed the dashboard’s predictive analytics to unveil latent market trends before they fully materialized. This predictive capability empowered them to shape consumer behavior through targeted innovative offerings.
Operational Streamlining: The dashboard’s ‘idea funnel’ visualization helped RetailMax streamline its innovation process from concept to delivery, allowing them to focus resources on high-potential ideas that aligned with emerging customer needs.

Outcome: As a result of the strategic insights provided by the dashboard, RetailMax launched a series of successful customer-centric initiatives. Their ability to quickly tailor offerings to evolving consumer preferences solidified their place as a top choice for trend-savvy shoppers, boosting their market share and customer loyalty.

Conclusion

Innovation dashboards are not just technical tools; they are transformational catalysts. By leveraging these dashboards, organizations, irrespective of their size or industry sector, can foster a more informed, agile approach to innovation. They bring together disparate data points into a cohesive narrative, guiding strategic decisions that can propel a company toward sustained value creation and competitive advantage.

In a world where the pace of change is relentless, an innovation dashboard stands as a beacon for forward-thinking companies, illuminating the path to meaningful innovation. By investing in these real-time insight platforms, organizations position themselves to not only keep up with the rapid pace of market changes but to lead with confidence and foresight in the unfolding future.

Extra Extra: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pexels

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Fueling a Culture of Innovation with Diversity and Inclusion

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Fueling a Culture of Innovation with Diversity and Inclusion

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, the capacity for innovation stands as a critical differentiator among leading organizations. At the heart of fostering this innovation is the commitment to diversity and inclusion (D&I). The melding of varied perspectives, backgrounds, and experiences not only drives creative outcomes but also builds resilient, adaptive business enterprises. As thought leaders at the helm, we must champion a culture where diversity and inclusion are not mere policies but key drivers of innovation.

The Power of Diverse Perspectives

Diverse teams bring a wealth of perspectives that ignite creativity and challenge entrenched assumptions. A study by Boston Consulting Group found that diverse management teams lead to a 19% increase in revenue due to innovation. When individuals from different cultural, gender, and generational backgrounds convene, they contribute unique viewpoints that enhance problem-solving capabilities and stimulate breakthrough innovations. The convergence of these perspectives facilitates more rounded and comprehensive decision-making processes, which can yield novel products and services.

Case Study 1: Global Tech Innovators

Consider the case of a leading global technology firm that set out to invigorate its product development process. By championing a diverse workforce, the firm curated project teams inclusive of members from varied cultural backgrounds, educational disciplines, and genders. This not only mirrored their diverse customer base but also fueled unprecedented growth in innovation-led initiatives.

One notable success involved a team working on a next-generation wearable technology. By leveraging insights from team members in Asia, Africa, and Latin America, who understood the regional health and wellness nuances, the team developed features that resonated globally, driving product adoption in markets previously untapped. This was achieved through a continuous dialogue fostering an inclusive atmosphere where all team members felt empowered to voice their ideas without fear of dismissal or ridicule.

Fostering an Inclusive Culture

Building a truly inclusive culture involves more than just assembling a diverse team. It entails creating an environment where all employees feel valued and heard, and where contributions are recognized and rewarded. Organizations should implement training programs that underscore the importance of inclusivity, where leaders are equipped to nurture and mentor diverse talent.

“An inclusive culture is one where every employee can bring their full selves to work and contribute towards the innovation journey.”—Anonymous

It’s crucial for leadership to model inclusive behaviors that permeate throughout the organizational culture. This can include forming employee resource groups that celebrate diversity or establishing forums for open dialogue and collaborative ideation sessions. The net result is a fertile environment ripe for innovation.

Case Study 2: Healthcare Innovators

The healthcare industry illustrates another compelling example where D&I powered innovation. A national healthcare provider faced the challenge of designing patient outreach programs that connected with a wide array of demographics. By integrating a diverse group of healthcare professionals, the provider was able to tailor communication strategies to suit different cultural norms and practices.

The diversity within the team ensured that the insights went beyond mere language translation, addressing deeper cultural contexts, and resulting in higher patient engagement and satisfaction rates. The innovative outreach models developed were expanded into full-scale implementations that fundamentally transformed patient-provider interactions across various communities.

Sustaining Innovation through Continuous Commitment

To sustain innovation, organizations must maintain a steadfast commitment to D&I. It is an ongoing journey requiring regular reflection and renewal of strategies. Metrics should be in place to measure the impact of D&I efforts on innovation outcomes, with goals evolving in response to the shifting dynamics of the workforce.

Success stories and best practices should be shared throughout the organization, highlighting how diversity and inclusion have propelled improvements and sparked new initiatives. This storytelling not only inspires but also reinforces the value of D&I as fundamental pillars of innovation.

Conclusion

Fostering a culture of innovation through diversity and inclusion is not optional in today’s competitive business world—it is imperative. The cases presented exemplify how embracing a broad set of voices leads to solutions that are not only innovative but also deeply resonant with a global demographic. As leaders, our role is to build and sustain environments where diversity and inclusion are integral to our organizational DNA, driving forward our vision for continuous innovation.

This article is designed to provide a thoughtful exploration of how diversity and inclusion fuel innovation, along with practical case studies to illustrate these principles. Let me know if there are any further changes or additions you’d like to make!

Image credit: Pexels

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Silicon Valley Has Become a Doomsday Machine

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Silicon Valley Has Become a Doomsday Machine

GUEST POST from Greg Satell

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

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

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

The Rise Of Silicon Valley

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

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

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

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

The Productivity Paradox and the Dotcom Bust

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

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

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

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

Web 2.0. Great Recession and the Rise Of the Unicorns

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

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

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

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

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

Charting A New Path Forward

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

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

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

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

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

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

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Creating a Culture of Experimentation with Innovative Leadership

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Creating a Culture of Experimentation with Innovative Leadership

GUEST POST from Art Inteligencia

In today’s rapidly changing business environment, fostering a culture that embraces experimentation is not just desirable—it’s essential. Innovative leadership plays a critical role in instilling this culture by encouraging teams to explore new ideas, learn from failures, and perpetually seek better solutions. This article delves into how leaders can cultivate such an environment, supported by real-world case studies that highlight successful implementations.

The Fundamentals of a Culture of Experimentation

A culture of experimentation thrives on curiosity, creativity, and a safe space for failing forward. Leaders can initiate this by:

Encouraging open-mindedness: Leaders should foster environments where team members feel free to express and explore novel ideas without the fear of failure or retribution.
Promoting risk-taking: Recognize and reward calculated risks, and view failures as learning opportunities rather than setbacks.
Providing resources and tools: Equip teams with the necessary resources, including time, tools, and skill development opportunities, to experiment and iterate effectively.

Case Studies

Case Study 1: Google’s ‘20% Time’

Google’s innovative ‘20% Time’ policy allows employees to dedicate 20% of their working hours to projects they are passionate about, outside of their regular responsibilities. This initiative has been instrumental in fostering a culture of experimentation and innovation at Google.

Through this program, several successful products, such as Gmail and Google News, were developed. The concept reinforces the importance of giving employees the autonomy to pursue their ideas, which can lead to breakthrough innovations that benefit the organization as a whole.

Case Study 2: Amazon’s ‘Fail Fast’ Philosophy

Amazon’s ‘Fail Fast’ philosophy is embedded deeply into its organizational culture, emphasizing the importance of quick experimentation and learning. Leaders at Amazon encourage teams to experiment rapidly and broadly, learn promptly, and move forward swiftly with the gained insights.

This approach has allowed Amazon to remain at the forefront of innovation, continually evolving and adapting to market demands. By supporting frequent small-scale testing and learning cycles, Amazon cultivates an environment where experimentation is integral to continuous improvement and long-term success.

Guiding Principles for Leaders

To effectively nurture a culture of experimentation, leaders must:

Lead by example: Demonstrate a willingness to take calculated risks and transparently share their learnings from both successes and failures.
Empower teams: Trust teams to make decisions about their experimental journeys, providing them with the guidance and autonomy needed to innovate.
Create psychological safety: Ensure that the workplace is a safe environment for sharing ideas, free of ridicule or punitive measures for failed experiments.

Conclusion

Creating a culture of experimentation requires innovative leadership that champions curiosity, supports risk-taking, and continuously fosters an open-minded approach to learning. Through strategic leadership and the implementation of proven practices, organizations can unlock new levels of innovation and remain agile in a constantly evolving market. As demonstrated by industry leaders like Google and Amazon, integrating a systematic approach to experimentation can not only drive successful outcomes but also create a thriving and resilient organizational culture.

Image credit: Pixabay

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A Human-Centered Approach to Innovating with Purpose

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A Human-Centered Approach to Innovating with Purpose

GUEST POST from Chateau G Pato

In today’s rapidly changing world, the emphasis on technology and digital transformation is more pronounced than ever. However, successful innovation cannot rely solely on advancements in technology. A human-centered approach is paramount to ensure that innovations do not just exist for the sake of change, but serve a meaningful purpose and positive impact on people’s lives.

Case Study 1: IKEA – Simplifying Sustainable Living

As part of its commitment to sustainability, IKEA launched its “Sustainable Living” initiative. Recognizing that people increasingly want to live sustainably but are often put off by the perceived complexity and cost, IKEA focused on simplifying and demystifying sustainable choices.

Through a human-centered design approach, IKEA engaged with customers around the world to understand their sustainability challenges. The insights gained led to practical solutions such as affordable solar panels, water-saving taps, and energy-efficient lighting, all designed with the customer’s ease of use in mind. This initiative proved to be a success, reflecting in increased customer engagement and loyalty.

For more insights on human-centered design principles and how they can be combined with artificial intelligence, explore Braden Kelley’s article on Artificial Innovation.

Case Study 2: IBM’s Inclusive Design Initiative

IBM has long been a pioneer in leveraging technology for innovation, and its Inclusive Design initiative is a testament to its human-centered approach. Realizing that true innovation must cater to diverse needs, IBM focused on accessibility in their product design and development.

By embedding inclusive practices, IBM worked with both their employees and customers, including individuals with disabilities, to co-create products that are accessible to everyone. This initiative not only improved product accessibility but also drove innovation culture within IBM, setting them apart as a leader in both tech and social responsibility.

If you are interested in how organizations can build innovation capabilities that embrace inclusivity, check out my piece on Building an Innovation Ecosystem: Lessons from Silicon Valley.

The Core Principles of Human-Centered Innovation

Human-centered innovation involves empathizing with and understanding the end-users. Here are core principles to guide innovation teams:

Empathy: Truly understanding and empathizing with users’ needs and challenges.
Collaboration: Engaging diverse perspectives in the ideation process.
Iteration: Prioritizing rapid prototyping and learning from feedback.

By embedding these principles, organizations can ensure their innovations serve the targeted needs of their users while contributing positively to society.

Conclusion

Innovation is not just about generating new ideas but about serving people and improving lives. By adopting a human-centered approach, organizations can develop innovations that are not only effective and efficient but also meaningful and impactful. Join us on this journey towards purposeful innovation—transform aspirations into reality, and make a difference that matters.

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

Image credit: Unsplash

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Balancing Short-Term Wins and Long-Term Innovation Goals

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Balancing Short-Term Wins and Long-Term Innovation Goals

GUEST POST from Art Inteligencia

Certainly, I would be happy to craft an article under the guise of Braden Kelley. Here is a sample of what that article could look like:

In the dynamic landscape of business, organizations are often torn between the pressure to deliver short-term results and the necessity to invest in long-term innovation. While short-term wins are essential for maintaining momentum and stakeholder confidence, long-term goals focus on sustainable growth and staying competitive. Achieving the right balance is crucial for sustained success. Let’s explore how two companies managed this delicate balancing act, and what lessons we can learn from their experiences.

Case Study 1: Amazon’s Dual Approach

Amazon is a classic example of a company that expertly balances the pursuit of short-term successes while steadily advancing its long-term innovation strategy. Early on, Amazon focused sharply on capturing market share and increasing customer satisfaction. These short-term wins were evident in its relentless focus on customer service and improvements in logistics.

However, Amazon did not lose sight of its long-term goals. By investing heavily in technology such as cloud computing and AI, it paved the way for strategic innovations like Amazon Web Services (AWS) and Alexa. These long-term investments have significantly contributed to Amazon’s future-ready business model and its diversification beyond retail.

This dual approach teaches us the importance of not allowing immediate results to overshadow the necessity for visionary investments. Leaders must ensure their teams are aligned with the company’s innovation strategy while addressing the challenges of today.

Case Study 2: Nokia’s Transformation Challenge

Nokia’s story serves as a cautionary tale of how the emphasis on short-term wins can sometimes impede long-term innovation goals. In its heyday, Nokia was a leader in mobile phones, focusing heavily on capitalizing on its strong market position with incremental innovations that brought short-term profits.

However, as the mobile market rapidly evolved, Nokia struggled to adapt to the smartphone revolution initiated by competitors like Apple and Google. The company’s inability to prioritize long-term innovation left it vulnerable, ultimately losing significant market share.

Nokia’s experience underscores the importance of maintaining a forward-thinking approach, not just defending current market positions but also actively exploring new technologies and trends. For more insights on how organizations can navigate such transformations successfully, check out our article on Navigating the Challenges of Leading Innovation.

Key Takeaways

Align Short-Term Wins with Long-Term Objectives: Organizations need a clear strategy that links tactical successes with overarching innovation goals. Short-term wins should act as stepping stones towards long-term vision.
Invest in Future Readiness: To remain competitive, firms must invest in technologies and trends that secure long-term growth. This may involve reallocating resources from short-term-focused projects.
Balance and Measure: Utilize metrics that evaluate both short-term performance and progress towards long-term goals. This balanced scorecard approach can help ensure no critical area is neglected.

The path to balancing short-term and long-term objectives is fraught with choices that can heavily influence a company’s trajectory. For more strategies on driving innovation, explore our piece on Creating a Culture of Innovation.

This article provides a balanced view on how two companies have managed short-term wins and long-term goals. It includes links to further readings on relevant topics, offering a comprehensive exploration of the subject. If you need any modifications or additional details, feel free to let me know!

Image credit: Pixabay

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Breaking the Iceberg of Company Culture

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Company Culture is key to the success of a business. Voltage Control works with enterprises to help them discover ways to sustain innovation and create lasting cultural change.

Breaking the Iceberg of Company Culture

GUEST POST from Douglas Ferguson

Company culture is like an iceberg. Organizational icebergs dictate how a company operates from the bottom up. Just as the tip of an iceberg is visible above the water’s surface, much of company culture goes beyond what is “visible” to most.

For example, most people judge a company’s culture based on attributes like productivity and performance, though these elements represent a small percentage of what lies at the company’s core. If the tip of such organizational icebergs is 10%, several other factors contribute to the underlying 90% of a company’s culture.

Paying attention to what lies below the surface of your organizational icebergs is the key to making lasting changes.

In this article we’ll explore how to make a shift in your company and meeting culture with the following topics:

The Core of Company Culture
The Organizational Iceberg Analogy
Breaking the Ice
Meeting Systems Change Your Company Culture
Best Practices for Selecting Meeting Systems
Making Meetings Magical

The Core of Company Culture

Organizational culture or company culture is the secret behind business success. Companies that have a healthy organizational culture are 1.5 times more likely to see a 15% growth in revenue in 3 years and 2.5 times more likely to enjoy significant stock growth in three years.

While growth is inextricably linked to having a healthy company culture, 85% of companies reportedly fail in making necessary shifts. If you hope to make a change to your company’s culture, you’ll need to start transforming the core of how your company operates.

The Organizational Iceberg Analogy

The organizational iceberg analogy comes from Edward T. Hall’s “Iceberg Model of Culture.” In this analogy, Hall explains how organizational culture is similar to an iceberg at sea. While one can see 10% of the iceberg above the surface, a majority of the iceberg is below the water.

The analogy of organizational icebergs highlights the potential difficulties a company faces in assessing the wellness of their organization outside of typical metrics and other visible elements of culture. Companies that are only paying attention to the visible attributes may miss what lies underneath the surface. Likewise, companies that hope to make a change must alter underlying values and principles to see visible results.

In the iceberg analogy, visible indications of company culture can include:

Processes
Shared values
Structures
Policies
Strategy
Goals

Breaking the Ice

While organizational icebergs aren’t inherently dangerous, failing to see below the surface poses a threat for any company. This type of imbalance in your company culture may result in low employee engagement, high turnover rates, and poor performance across the board. These symptoms are an indicator of misaligned strategy and culture and a company that doesn’t fully understand or embody its values.

Voltage Control Meeting Culture Redesign

The iceberg model can help you create a permanent fix for short- or long-term issues. Breaking the ice begins with finding the “why” in each action, diving deeper, and making a shift in structure and processes. Having a clear understanding of organizational icebergs will help you make the necessary changes to your company.

The iceberg model can be broken down into four levels:

Event

Consider “what is happening” within the company culture and how it presents in behavior and quality of work.

Trends/Patterns

Understand what patterns exist within the company as you analyze the trends over time.

Structure

Determine what is influencing the repetitive behavior to analyze the habits and structure behind the actions.

Mental Models

Mental models are at the heart of every action and shape the underlying beliefs that motivate your team.

As you carefully consider your company’s organizational icebergs, you’ll be able to create a holistic shift in your company culture.

The iceberg model teaches that change begins at the bottom of the pyramid with beliefs and patterns. Consider the following example in which a company identifies a need for change and potential solutions:

Example:

Event: People aren’t engaged at meetings.

Pattern: People aren’t participating in meetings and deliverables aren’t being met.

Structure: Team members don’t feel meetings are an efficient way to spend time and they believe the meetings are boring, unproductive, and stressful.

Management level: The company is used to daily 1-hour meetings, failing to consider that more dynamic models will lead to an improvement in performance.

Mental Models: Employees are disengaged as they are forced to sit in daily meetings. Moreover, team members may not want to participate if they feel their voices aren’t heard.

Whether your meetings are mismanaged or you are hoping to take your gatherings to another level, it all begins with your meeting systems.

Meeting Systems Change Your Company Culture

Company culture is ever-changing. Company culture includes the beliefs, habits, assumptions, values, and visions that are at the core of your company. Your meeting culture is intrinsically tied to your company culture and the way you manage meetings will set the tone for your company culture as a whole.

Remember, your meeting culture should always embody your company culture, but if you have a troubled organizational culture, it will translate to your meetings as well. Breaking the ice is essential if you want to run successful meetings, promote collaboration and discourse, and allow for true vulnerability amongst participants. To experience a change in company culture, start by changing your meeting systems.

Voltage Control Concentric Consensus

Meeting systems ensure that all meetings strategically align with your needs and company culture. These systems help to establish which operating models, performance criteria, and employee support are essential to running successful meetings. Upgrading your meeting systems will result in a shift in mental models, improved structure, and transformed patterns.

The most functional meeting systems offer support with the following:

Continuous improvement and system maintenance to improve a meeting’s operating system as the company evolves

Performance monitoring that ensures the meeting model results in the expected deliverables

Appropriate meeting supplies, equipment, and facilities

Technology that supports the execution and administration of all meetings

Training in the skills and processes required for successful meetings

Best Practices for Selecting Meeting Systems

Breaking down your organizational icebergs starts with identifying best practices for running successful meetings and selecting a meeting system.

Meeting systems should take the following into consideration:

Defining the Work

Appropriate meeting systems define the work that needs to be done, focusing on any items that require team input.

Tailoring Meetings to Content

Effective meeting systems require focus. Facilitators should choose a single topic to focus on in each meeting.

Determining the Meeting Frequency

Meeting frequency plays an important role in structuring sessions. Urgent topics and problems should be discussed regularly while less urgent topics may be discussed on a less frequent basis.

Choosing the Length of Each Meeting

No two meetings need to feel the same. While some topics require more in-depth discussions, shorter meetings help to keep the energy in a session alive. Longer meetings should be reserved for topics that require more discussion and exploration.

Planning for Overflow

Meetings that flow seamlessly rarely allow for extraneous discussion. Planning for overflow is an important strategy to ensure all meetings are as efficient as possible. An overflow session allows for additional discussion on topics that aren’t appropriate for other meetings.

Voltage Control Magical Meetings Story Spine

Making Meetings Magical

There are countless meeting systems available for organizations to effectively facilitate any type of meeting. Finding the best meeting system for your organization will improve your meeting culture while streamlining the process.

Not sure how to go about selecting the proper meeting system for your organization? Let our expert facilitators lead you through a meeting systems workshop. You’ll learn tips and tricks to improve your facilitation as you discover the best ways to incorporate organizational icebergs into a winning facilitation strategy.

Sign up with Voltage Control to learn more about our meeting systems workshop and how you can fast-track your meeting culture transformation.

This article was originally posted at VoltageControl.com

Image credits: Pixabay, Voltage Control

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Embedding Inclusivity in Innovation

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Accessibility by Design

Embedding Inclusivity in Innovation

GUEST POST from Chateau G Pato

In the ever-evolving landscape of business innovation, the concept of ‘Accessibility by Design’ serves as a cornerstone for creating inclusive products and services. But what does this term mean, and why should it matter to you as a business professional?

Accessibility by Design involves proactively integrating accessibility into the design process from the ground up. By doing so, organizations transform a reactive approach to inclusivity into a proactive strategy, ensuring products and services are accessible to everyone, including people with disabilities.

Why Inclusivity Matters

According to the World Health Organization, over 15% of the world’s population lives with some form of disability. Ignoring this demographic isn’t just socially irresponsible; it also means missing out on a substantial market segment. By embedding accessibility in your innovation process, you not only adhere to the principles of human-centered change but also drive broader market engagement and customer satisfaction.

Case Study 1: Microsoft’s Inclusive Design

Microsoft has been a leader in the integration of accessibility into their innovation processes. One notable initiative is their development of the Xbox Adaptive Controller, designed specifically for gamers with limited mobility. By collaborating with communities like AbleGamers, Microsoft was able to turn insights into practical solutions, showcasing how building relationships with specific user groups can lead to groundbreaking product development.

This initiative not only opened up their gaming products to a wider audience but also reinforced their brand as a leader in inclusive design. For more on how collaboration can drive innovation, see my thoughts on Collaborative Innovation for Social Good.

Case Study 2: Airbnb’s Accessibility Upgrades

Airbnb provides another compelling example of Enhancing Accessibility in innovation. Recognizing the barriers travelers with disabilities faced, Airbnb launched a series of upgrades aimed at improving accessibility. They introduced filters for accessibility needs and updated search functionalities to include features such as step-free entries and wheelchair-friendly paths.

Driven by user feedback and thorough testing, Airbnb demonstrates how customer involvement can shape more inclusive services. By focusing on accessibility, they’ve not only improved their user experience but have also expanded their market reach. To explore more on customer-centric innovation, check out Customer Experience Audit 101.

Conclusion: A Call to Action

As business professionals, failing to incorporate accessibility in your innovation strategy is no longer an option; it’s a responsibility. Consider accessibility not as a checkbox but as an integral part of your design ethos. By prioritizing Accessibility by Design, you create a competitive advantage while championing inclusivity.

What steps will you take to embed accessibility in your innovation journey?

This article provides an overview of the importance of accessibility in design, with concrete case studies and actionable insights. Let me know if there’s anything else you’d like to adjust or add!

Image credit: Pixabay

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Evolving the Innovation Mindset from Resistance to Resilience

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Evolving the Innovation Mindset from Resistance to Resilience

GUEST POST from Art Inteligencia

In today’s rapidly changing business landscape, the lens through which we view innovation has vastly expanded. The innovation mindset is not solely about introducing new products or services; it’s about cultivating resilience and adaptability in an organization’s culture. Transitioning from a state of resistance to one of resilience is imperative for remaining relevant and competitive. This article delves into how organizations can evolve their innovation mindset, illustrated through case studies and actionable insights.

The Need for a Resilient Innovation Mindset

An organization’s journey towards resilience begins with understanding why change is resisted. Resistance often stems from fear—fear of the unknown, fear of failure, or fear of redundancy. To combat this, leaders must foster a culture of psychological safety where experimentation is encouraged, and failure is seen as a stepping stone to success.

To drive this point home, let’s explore how two organizations, Procter & Gamble and Airbnb, moved from resistance to resilience, revolutionizing their innovation ethos in the process.

Case Study One: Procter & Gamble

Procter & Gamble (P&G), a multinational consumer goods corporation, exemplifies resilience through their “Connect + Develop” program. Faced with the reality of saturated markets and increasing competition, P&G needed to innovate beyond traditional methods. This initiative encouraged external collaboration, drawing on ideas from external partners, thereby bypassing the traditional R&D exclusivity barrier.

The program’s success is attributed to a pivotal shift in mindset—from resisting external ideas to embracing them as a viable source of innovation. P&G’s openness to external partnerships resulted in the birth of the esteemed Swiffer and Mr. Clean Magic Eraser brands. Learn more about How to Embrace Agile Leadership to Innovate at Speed.

Case Study Two: Airbnb

Unlike traditional hospitality companies, Airbnb was built on the principle of belonging anywhere, transforming how people travel. However, the path wasn’t smooth. In the face of regulatory challenges, marketplace trust issues, and the COVID-19 pandemic, Airbnb had to pivot rapidly and frequently.

Airbnb responded by focusing on building a resilient mindset—anticipating change and building flexible strategies into their core operations. Their strive for resilience is evident in their shift to offering online experiences during the pandemic, thus diversifying their service offerings and ensuring business continuity.

Creating a Culture of Resilience

Building resilience involves embedding specific attributes into your organizational culture: adaptability, agility, and anticipation. Organizations can initiate this transformation by leveraging the following strategies:

Encourage Continuous Learning: Invest in training and development that keeps pace with industry changes. A well-informed workforce can anticipate and react to changes proactively.
Embrace Diversity: Diverse teams bring varied perspectives which can lead to creative solutions that a homogeneous group might overlook.
Implement Flexible Structures: Encourage cross-functional teams and fluid roles to allow faster response times to challenges and opportunities.
Support Experimentation: Develop a framework where experimentation is incentivized, and risk-taking is normalized.

Conclusion

The shift from resistance to resilience in innovation is not an overnight process. It involves substantial cultural shifts and a commitment to ongoing adaptation. By learning from pioneers like P&G and Airbnb, organizations can adopt a framework that allows for flexibility and resilience. The key is to encourage a mindset where employees are empowered to embrace change as a means to thrive in uncertainty.

In the ongoing battlefield of business innovation, resilience is not just a survival mechanism; it is a competitive advantage. As organizations strive to maintain relevance, resilience isn’t merely about bouncing back from adversity—it’s about moving forward stronger and more strategically poised than before.

Want to learn more about developing a resilient culture? Read our comprehensive guide on Building Resilient Organizations.

This article uses two case studies (P&G and Airbnb) to illustrate how organizations can move from resistance to innovation to resilience. The inclusion of internal links provides further reading opportunities for users interested in deepening their understanding of resilience and innovation.

Image credit: Pixabay

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Empathy Mapping for Deeper Customer Understanding

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Empathy Mapping for Deeper Customer Understanding

GUEST POST from Chateau G Pato

In the ever-evolving landscape of customer-centric business, understanding your consumers is not just a competitive advantage; it’s a necessity. Customers are no longer satisfied with one-size-fits-all solutions. They demand personalized experiences and products that resonate with their needs and desires. How can companies achieve this level of understanding? Enter empathy mapping—a powerful technique that goes beyond traditional market research, offering profound insights into customer psychology and behavior.

What is Empathy Mapping?

Empathy mapping is a visual tool used by teams to gain a deeper understanding of their customers. At its core, it encourages organizations to step into the shoes of their clients, considering their thoughts, feelings, and experiences. The objective is to move beyond the quantitative data of market research and delve into qualitative insights that paint a rich, emotive picture of the customer. An empathy map is divided into sections, typically labeled:

Says: What the customer says in interviews or feedback.
Thinks: What the customer is thinking but may not vocalize.
Does: Actions the customer is observed to take.
Feels: The emotional state or attitudes of the customer.

Case Study 1: IDEO’s Approach with Ice Cream Innovation

When the renowned design firm IDEO was tasked with revolutionizing the ice cream eating experience, they turned to empathy mapping as a key component of their research process. IDEO conducted immersive interviews with ice cream consumers, using empathy maps to capture consumer experiences as they indulged in the sweet treat. Through this process, they discovered that consumers didn’t just care about flavor; they cared about the emotional experience surrounding ice cream eating, such as nostalgia and joy.

These findings allowed IDEO to ideate product concepts that enhanced these emotional experiences. They created solutions that focused on playful and nostalgic elements, ultimately driving a stronger emotional connection between the product and the consumer. IDEO’s success is a testament to how empathy mapping can reveal profound insights that lead to innovative solutions. To learn more about the role of emotion in innovation, consider reading our article on Building a Culture of Continuous Innovation.

Case Study 2: Airbnb’s Redemption Story

Airbnb’s journey to becoming a household name was fraught with challenges. Early on, the platform struggled to connect potential hosts with travelers, a gap that threatened its viability. Seeking a breakthrough, Airbnb’s team embraced empathy mapping. By actively engaging with both hosts and guests, they identified a critical disconnect: potential hosts were apprehensive about letting strangers into their homes, and guests were unsure about the consistency of experiences.

Armed with insights from empathy maps, Airbnb revamped its platform to foster trust. They introduced host profiles, reviews, and verification processes, addressing the underlying emotions of fear and uncertainty. This empathetic understanding catalyzed Airbnb’s growth, transforming it into a trusted platform for both hosts and guests. By prioritizing empathy, Airbnb didn’t just solve logistical issues; they built a community rooted in trust. For insights on fostering a culture of empathy within organizations, explore our piece on Importance and Ethos of Empathy in Business.

Implementing Empathy Mapping in Your Organization

To successfully implement empathy mapping, start by assembling a diverse team that includes stakeholders from different departments such as marketing, customer service, and product development. This diversity ensures a comprehensive perspective on customer experiences.

Here are some steps to get started:

Define Your Subject: Choose a customer persona or a segment you wish to explore.
Gather Data: Conduct interviews, surveys, and observations to collect qualitative data. Encourage open-ended responses to capture unvoiced emotions.
Create the Empathy Map: Use a whiteboard or digital tool to visually organize the data into the four quadrants: Says, Thinks, Does, and Feels.
Synthesize Insights: Analyze the empathy map to identify patterns, pain points, and opportunities.
Iterate and Innovate: Apply these insights to drive innovations, optimize customer experiences, and tailor marketing strategies.

Conclusion

Empathy mapping is more than a tool; it’s a mindset shift. It transforms how businesses interact with their customers, emphasizing a holistic and profound understanding of their needs and desires. By integrating empathy mapping into your organization’s toolbox, you’re setting the stage for not just satisfied customers, but loyal advocates. As industries grow more competitive and consumer expectations evolve, empathy isn’t just advisable—it’s imperative.

Ultimately, the power of empathy mapping lies in its ability to humanize data, fostering innovations that resonate on a deeply personal level. Let’s put ourselves in the shoes of our customers and design a future where everyone feels understood and valued.

Image credit: Unsplash

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