Category Archives: Innovation

Dare to Think Differently

Dare to Think Differently

GUEST POST from Janet Sernack

As many of my colleagues are aware, I am at heart, a maverick, an unorthodox or independent-minded person. Who is curious and inquisitive, and finds change and challenging the status quo exciting, fascinating and stimulating. I am also, considered, by some, as a misfit, someone whose behaviors and attitudes sets them apart from others in an uncomfortably conspicuous way, that often rocks the boat. There is a range of consequences for people like me, who dare to think differently, especially now that I have also achieved the status of a Modern Elder – “the perfect alchemy of curious and wise, with curiosity leading to expansive inquiry while wisdom distills what’s essential.”

Coupled with both the challenges and constraints of the currently disrupted Covid-19 and digitized world, I am finding that the consequences of being different have intensified, become more impactful, and are often, quite confronting. Where differences cause resistance to change, divisiveness, and conflict, rather than maximizing differences in ways that embrace our humanity, diversity, to harness collective intelligence to make the organization, or world a better, more inclusive, and safer place.

Diversity is of the Essence

According to Jonathan Sacks, in his book “The Dignity of Difference- How to avoid the clash of civilizations,” he states that “we are living in the conscious presence of difference”.

Which exists in the home, in the street, in our workplaces, communities, and countries where we constantly encounter groups and cultures whose ideas and ideals are unlike ours. “That can be experienced as a profound threat to identity. Identity divides.” Considering that “the world is not a single machine, it is a complex, interactive ecology in which diversity – the biological, personal, cultural and religious – is of the essence.”

“When difference leads to war, both sides lose. When it leads to mutual enrichment, both sides gain.”

As is currently being evidenced by the tense and tentative Ukrainian and Russian border confrontation, with its potentially tragic consequences. Where Yuval Noah Harari states in a recent article in The Economist – “At the heart of the Ukraine crisis lies a fundamental question about the nature of history and the nature of humanity: is change possible? Can humans change the way they behave, or does history repeat itself endlessly, with humans forever condemned to re-enact past tragedies without changing anything except the décor”?

People Who Dare to Think Differently

Adam Grant, in his book “The Originals – How Non-Conformists Change the World” describes an original (n) as “A thing of singular or unique character; a person who is different from other people in an appealing or interesting way; a person of fresh initiative or inventive capacity”.

The book goes on to explain strategies, through studies and stories how to champion new ideas and fight groupthink, in constructive ways that maximize diversity and differences and promote dissent, as the basis for cultivating original thought to effect positive change.

Ray Dallio, in his book Principles explores this further, suggesting that “if you are like most people, you have no clue about how other people see things and aren’t good at seeking to understand what they are thinking because you’re too preoccupied with telling them what you yourself think is correct.” Often causing divisiveness rather than inclusion, resistance to change, and as a consequence, missing the possibilities and opportunities that may be present.

This also impedes our overall adaptiveness and creativity in an exponentially changing, world, to make real progress, and constructively change and limits the potential for innovation, growth and ability to contribute to the common good.

Change Management Has Changed

In a recent article from the Boston Consulting Group, they stated that  “Effective change management requires leaders to shift away from one-size-fits-all approaches and develop an expanded set of context-specific strategies”.

Which are truly adaptive, collaborative, energize, catalyze change, harness, and mobilize people’s and customers’ collective intelligence, in ways that are appreciated and cherished by all, and contribute to the common good.

To ultimately collectively co-create a set of different, empowered future-fit leaders, teams, and organizations – who courageously, compassionately, and creatively contribute toward an improved future, for customers, stakeholders, leaders, teams, organizations as well as for the good of the whole.

Welcoming Dissent and Thoughtful Disagreement

At ImagineNation™ we dare to think differently and teach train, and coach people and teams to maximize their potential to lead, manage, coach, through implementing and embedding change and innovation, differently.

We enable people to lead in the imagination age by empowering, enabling, and equipping them to be and think differently to:

  • Flow with some people’s need to be “right” and in control, when they are being defensive, abusive, and divisive, even when disagreement and conflict occur.
  • Artfully and skillfully use cognitive dissonance and creative tension to pull people towards a new possibility and envision a new and compelling future.
  • Be inclusive to support mutual enrichment, through co-sensemaking, that helps them create “order” (in their own context) and simplicity from complexity and change.
  • Self-regulate and self-manage emotionally in the face of uncertainty and volatility.
  • Be relatable, empathic, inspiring, and artfully and skillfully influential in helping people open their minds and hearts toward co-creation, collaboration, and experimentation that ensures a shared contribution for mutual gain.
  • Be creative and inventive to maximize their multiple and collective intelligences through learning, contrarian thinking, constructive debate, and creative conversations that generate discovery.

In ways that engage deep generative listening, inquiry, questioning, and differing that uses cognitive dissonance to unleash the creative energy that triggers and generates thinking differently.

When people are trusted and empowered to think differently, they co-create a frequency that allows, awakens, and activates their adaptive and innovative leadership qualities, consciousness, states, and qualities of mind and heart, to effect positive change.

Taking wise and intelligent action

It also enables them to wisely choose the most intelligent actions that result in adaptive and innovative outcomes.

This helps creativity to flourish and disrupts and interrupts those people, whose complacency, conformity, and rigidity create divisions, and feelings of desolation and exclusion that kill our capacity and competence to collaborate, create and invent.

Leaving me to wonder and inquire;

  • What if the “strangers” among us simply listen, with open minds and open hearts to the thought, feelings, and opinions of others, with both curiosity and detachment?
  • What if we could collectively co-create safe containers and collective holding spaces, that maximize our differences and diversity, and simply share a creative conversation about what could be possible?
  • How might we maximize our diversity of thought, to enable us to think differently about the issue, opportunity, or problem in ways that supported differences for mutual enrichment?

There is no wisdom on one point of view

Might this result in a deeper connection when there is polarization between people?

Might it be possible to co-sense and co-create a sense of inclusion, and an opening for a deeper philosophical exploration and discovery for thinking differently about the role, nature of and impact prescriptive points of view on how people truly feel, really think, and deeply act in our globalized and connected world?

Might it help us collectively to co-create making it a better place?

Find out more about our work at ImagineNation™

Find out about our learning products and tools, including The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, May 4, 2022. It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus, human-centric approach, and emergent structure (Theory U) to innovation, and to upskill people and teams and develop their future fitness, within your unique context. Find out more.

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Stop Fooling Yourself

Stop Fooling Yourself

GUEST POST from Greg Satell

Early in my career I was working on a natural gas trading desk and found myself in Tulsa Oklahoma visiting clients. These were genuine roughnecks, who had worked their way up from the fields to become physical gas traders. When the NYMEX introduced “paper” contracts and derivatives into the market, however, much would change.

They related to me how, when New York traders first came to town offering long-term deals, they were thrilled. For the first part of the contract, they were raking in money. Unfortunately, during the latter months, they got crushed, losing all their profits and then some. The truth was that the trade was pure arbitrage and they never had a chance.

My clients’ brains were working against them in two ways. First, availability bias, caused them to value information most familiar to them and dismiss other data. The second, confirmation bias, made them look for information that would confirm their instincts. This, of course, isn’t at all unusual. It takes real effort to avoid believing the things we think.

Becoming a Square-Peg Business in a Round-Hole World

When I was researching my book, Mapping Innovation, I spoke to every great innovator I could find. Some were world class scientists, others were top executives at major corporations and still others were incredibly successful entrepreneurs. Each one shared with me how they were able to achieve incredible things.

What I found most interesting was that the story was different every time. For every one who told me that a particular approach was the secret to their success, I found someone else who was equally successful who did things completely differently. The fact is that there is no one “true path” to innovation, everybody does it different ways.

Yet few organizations acknowledge that in any kind of serious way. Rather, they have a “way we do things around here,” and there are often significant institutional penalties for anyone who wants to do things differently. Usually these penalties are informal and unspoken, but they are very real and can threaten to derail even the most promising career.

You can see how the same cognitive biases that lost my gas trader friends money are at work here. In a profitable company, the most available information suggests things are being done the “right” way and everybody who wants to get ahead in the organization is heavily incentivized to embrace evidence to support that notion and disregarding contrary data.

That’s how organizations get disrupted. They stick to what’s worked for them in the past and fail to notice that the nature of the problems they need to solve has fundamentally changed. They become better and better at things that people care about less and less. Before they realize what happened, they become square-peg businesses in a round-hole world.

Silicon Valley Jumps the Shark

Nobody can deny the incredible success that Silicon Valley has had over the past few decades. Still mostly a backwater in the 1970s and 80s, by the end of 2020 four out of the ten most valuable companies in the world came from the Bay Area (not including Microsoft and Amazon, which are based in Seattle). No other region has ever dominated so thoroughly.

Yet lately Silicon Valley’s model of venture-funded entrepreneurship seems to have jumped the shark. From massive fraud at Theranos and out-of control founders at WeWork and Uber to, most recently, the incredible blow-up at Quibi, there is increasing evidence that the tech world’s “unicorn culture” is beginning to have a negative impact on the real economy.

One clue of where things went wrong can be found in Eric Ries’s book, The Startup Way. Ries, whose earlier effort, The Lean Startup, was a runaway bestseller, was invited to implement his methods at General Electric and transform the company to a 124 year-old startup. Much like with the “unicorns,” it didn’t end well.

The fundamental fallacy of Silicon Valley is that a model that was developed for a relatively narrow set of businesses—essentially software and consumer electronics—could be applied to solve any problem. The truth is that, much like the industrial era before it, the digital era will soon end. We need to let go of old ways and set out in new directions.

Unfortunately, because of how brains are wired for availability bias and confirmation bias, that’s a whole lot easier said than done.

Breaking Out of the Container of Your Own Experience

In 1997, when I was still in my twenties, I took a job in Warsaw, Poland to work in the nascent media industry that was developing there. I had experience working in media in New York, so I was excited to share what I’d learned and was confident that my knowledge and expertise would be well received.

It wasn’t. Whenever I began to explain how a media business was supposed to work, people would ask me, “why?” That forced me to think about it and, when I did, I began to realize that many of the principles I had taken for granted were merely conventions. Things didn’t need to work that way and could be done differently.

I also began to realize that, working for a large corporation in the US, I had been trained to work within a system, to play a specific part in a greater whole. When a problem came up that was outside my purview, I went to someone down the hall who played another part. Yet in post-Communist Poland, there was no system and no one down the hall.

So I had to learn a new outlook and a new set of skills and I consider myself lucky to have had that experience. When you are forced to explore the unknown, you end up finding valuable things that you didn’t even know to look for and begin to realize that many perspectives can be brought to bear on similar problems with similar fact patterns.

Learning How to Not Fool Yourself

In one of my favorite essays, originally given as a speech, the great physicist Richard Feynman said “The first principle is that you must not fool yourself—and you are the easiest person to fool. So you have to be very careful about that,” and goes on further to say that simply being honest isn’t enough, you also need to “bend over backwards” to provide information so that others may prove you wrong.

So, the first step is to be hyper-vigilant and aware that your brain has a tendency to fool you. It will quickly grasp on the most readily available data and detect patterns that may or may not be there. Then it will seek out other evidence that confirms those initial hunches while disregarding contrary evidence.

Yet checking ourselves in this way isn’t nearly enough, we need to actively seek out and encourage dissent. Some of this can be done with formal processes such as pre-mortems and red teams, but a lot of it is cultural, hiring for diversity and running meetings in such a way that encourages discussion by, for instance, having the most senior leaders speak last.

Perhaps most of all, we need to have a sense of humility. It’s far too easy to be impressed with ourselves and far too difficult to see how we’re being led astray. There is often a negative correlation between our level of certainty and the likelihood of us being wrong. We all need to make an effort to believe less of what we think.

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

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Metrics for Assessing Organizational Readiness for Innovation

Metrics for Assessing Organizational Readiness for Innovation

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, innovation is not just an option but a necessity. Yet, before diving headfirst into the innovation process, organizations need to assess their readiness. However, evaluating readiness isn’t straightforward. This article explores key metrics for assessing organizational readiness for innovation through the examination of two case studies and valuable internal links.

The Importance of Readiness Metrics

Innovation efforts fail not because of lack of ideas but due to unprepared environments that stifle creativity and execution. To avert this, businesses must establish readiness metrics that gauge various crucial aspects such as culture, resources, leadership, strategy alignment, and market adaptation.

Key Metrics to Assess Readiness

Cultural Alignment

An innovative culture thrives on openness, risk-taking, collaboration, and learning. To measure this, factors such as employee willingness to experiment, leadership support, and cross-department collaboration are vital.

Resource Availability

Assess the availability of time, talent, and technology. Readiness involves having the necessary infrastructure and dedicated personnel that can focus on innovation without overstretching existing resources.

Case Study 1: Tech Giants Inc.

Background: Tech Giants Inc., a leading technology company, embarked on a mission to assess their readiness for a major innovation drive. Previously, the company faced hurdles due to resource constraints and lack of alignment among teams.

Metrics Used: They applied readiness metrics focused on cultural alignment by surveying employee openness and leader support, and resource availability metrics by auditing their talent pool and technology infrastructure.

Outcome: With the insights gained, Tech Giants Inc. implemented structural changes that placed innovation champions in each team and dedicated resources strategically. As a result, they successfully launched breakthrough products.

Case Study 2: Healthcare Innovators LLP

Background: Healthcare Innovators LLP struggled with integrating innovation across its rigid hierarchical structure.

Metrics Used: By adopting strategy alignment readiness metrics, they assessed leadership’s communication of innovation goals and market adaptation readiness by studying emerging healthcare trends.

Outcome: They initiated training programs for executives to better communicate and champion innovation, leading to a more agile organization that adapted swiftly to industry advancements.

Conclusion

Organizations must establish and continually refine their readiness metrics tailored to their unique environments. By doing so, they increase their chances of successful innovation endeavors.

In crafting this article, the focus is on delivering insights into understanding what makes an organization ready for innovation. It includes case studies that show practical application of metrics and the resulting outcomes, providing a comprehensive perspective. Additionally, you might also want to check out Braden Kelley’s free innovation maturity assessment, also known as an innovation audit.

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: Pixabay

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What You Must Know Before Leading a Design Thinking Workshop

What You Need to Know Before Leading a Design Thinking Workshop

GUEST POST from Douglas Ferguson

Leading a design thinking workshop can completely transform your company for the better. According to the 71% of brands that champion design thinking, making a shift to a design-centered mindset will dramatically improve productivity and work ethic amongst your staff.

Are you ready to take your team to the next level?

If you’re ready to take your team to the next level by leading a design thinking workshop, it’s essential to know the basics of design thinking first. Having a deeper understanding of this human-centered approach will make it easier to get your team on board with this process.

In this article we’ll cover the basics of design thinking and the best way to approach leading a workshop for your team with the following topics:

  • What is Design Thinking?
  • A History of Design Methodology
  • The Six Phases of Design Thinking
  • Leading a Design Thinking Workshop

Understanding Design Thinking

Design thinking is a creative problem-solving method that centers on the needs of the end-user, by considering them first when creating products or services. When you authentically understand the wants and needs of the consumer, you can develop successful products and services they value and use to improve their lives.

Ultimately, a design thinking approach helps you understand the experience of the end-user by adopting the end user’s mindset and creating your product or service from this perspective.

A History of Design Thinking

The human-centered design process is an extension of the design thinking methodology. Though scientists, creatives, scholars, analysts, and engineers have studied this methodology for the past several years, the idea to apply a design mindset to problem-solving as a business strategy didn’t exist until the cognitive scientist and Nobel Prize laureate Herbert A. Simon coined the term in 1969. Simon explained the modern idea of design as an applicable way of thinking about business in his book, The Sciences of the Artificial.

Whiteboarding

Since Simon began the conversation about the design thinking methodology, many academic elites and experts have adopted this concept and expanded upon it. Yet one thing remains the same: the user should be at the core of any design process. The human-centered process is an exploration of how to accurately and innovatively create a product or service that satisfies consumers’ wants and needs.

“We must design for the way people behave, not for how we would wish them to behave.” –Donald A. Norman, Living with Complexity

Women with Laptop Pexels

The Six Phases of Design Thinking

Let’s take a look at the six phases of the human-centered design process to learn how to create with purpose as you prepare for leading a design thinking workshop.

1. Observe & Understand Users’ Behavior

The first phase of the design thinking process is to observe and understand the end user’s behavior to learn as much as possible about their needs. This allows you to better understand the people you are designing for as you approach problem-solving from their perspective. Doing so will allow you to deeply empathize with them and identify opportunities to better cater to and address these issues.

By identifying the end user’s behavioral patterns you’ll have a clearer understanding of what your customers enjoy and what they are dissatisfied with. This phase allows for greater innovation as you build trust and connect to your consumers.

Women Collaboration Pexels

2. Ideation

The ideation phase focuses on brainstorming new solutions based on what you learned by observing the end-user. Remember to stay focused on a human-centered design process while generating ideas. The use of divergent thinking is critical in this stage to foster creativity and generate as many ideas as possible.

In the ideation phase, everything is fair game. For example, instead of worrying about the details of how your potential ideas will work, focus on “why not?”

There are no right or wrong answers, only potential creative solutions to the problems you’ve identified. When you prioritize the needs and desires of the people you are creating for, you’ll arrive at the most successful solutions that you’ll continue to refine through the rest of the design thinking process.

3. Prototype

Now that you have potential solutions, it’s time to bring your best ideas to life with rapid prototypes. In this phase, you’ll test your ideas in real-time with real people to get their feedback. Rapid prototypes are quick and easy versions of the ideas you want to create. Their role is to ensure that your vision is on target and it allows you space to make amendments based on feedback before you make the final product.

This experimental phase isn’t about perfection. The goal is to create a quick, tangible prototype so that you can test it.

Group of People Whiteboarding Pexels

4. Feedback

In the feedback phase of the design process, you’ll test your prototype. This is perhaps the most vital part of the human-centered design process as it will determine whether or not your idea works for the people you are designing for.

Get your prototype in the hands of your target consumer and ask them: how and why does this product/service achieve or fail to reach your needs and desires? During this stage, you’ll want to collect as many details as possible from testers as you’ll use this feedback to finalize your solution.

5. Integration

The integration phase of the design thinking process helps you to identify the usefulness of the proposed solution. Consider the feedback you receive and how you can implement it into your design to make it better. This is a fluid process: integrate, test, and repeat until you reach the best version of your idea. Once your solution is fully-fledged and replicable, it’s time to share it.

6. Application

It’s time to send your idea out into the world! During this last stage of the design thinking process, make the final prototype and share it. It’s important to keep an eye on changes in your target audience and their needs and desires as time progresses so that you can make adaptations to your design as necessary.

With each new update, return to phase one and repeat the process for best results. Remember that the user’s needs change over time, so it is important to anticipate future alterations to best serve consumers’ changing needs.


Leading a Design Thinking Workshop

When we approach innovation with a human-centered design process, we are able to empathize with and therefore better understand the end-user and what they truly desire. Everything we create is an extension from t

When we approach innovation with a human-centered design process, we can empathize with and therefore better understand the end-user and what they truly desire. By leading a design thinking workshop, you’ll encourage your team to innovate in this human-centered way. As you create everything from this level of self-awareness, you’ll ultimately develop better products and services as you improve your company and team as well.

Once you have a clear understanding of the design thinking process, you’ll be able to lead your design thinking workshop with your team. Whether your design sprint is a few days or a few hours, a well-executed design thinking workshop will help you keep your customers’ needs top of mind.

Hiring a professional facilitator is one of the best ways to lead a design thinking workshop at your company. At Voltage Control, our team of facilitators is happy to assist you in your design thinking needs. With a clear understanding of this methodology and an effort to lead your team with the same mentality, you’re sure to see the benefits of adopting a design thinking approach.

This article originally appeared on VoltageControl.com, you can find it HERE.


Do you want to learn more about human-centered design?

Voltage Control facilitates design thinking workshops, innovation sessions, and Design Sprints. Please reach out at hello@voltagecontrol.com for a consultation.

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Overcoming Challenges in Sustainable Innovation

Overcoming Challenges in Sustainable Innovation

GUEST POST from Chateau G Pato

Sustainable innovation is the frontier where ecological responsibility and business ingenuity meet. However, pioneering in this field often involves overcoming significant challenges. This article delves into how leading organizations have successfully navigated obstacles in sustainable innovation through three revelatory case studies.

Case Study 1: Patagonia’s Eco-Friendly Supply Chain

Patagonia has long been a beacon for sustainable business practices. Their commitment to environmentally friendly production processes required a radical re-imagining of their supply chain. By investing in alternative materials, such as recycled polyester and organic cotton, Patagonia not only lessened its ecological footprint but also tapped into a growing market of environmentally conscious consumers.

One key challenge was converting suppliers to sustainable practices. Patagonia tackled this by developing strategic partnerships with companies committed to sustainability, thereby transforming their entire supply chain. This case demonstrates how aligning business goals with environmental stewardship can lead to a competitive advantage.

Case Study 2: Tesla’s Electric Vehicle Revolution

Tesla faced numerous hurdles in its quest to revolutionize the automobile industry with electric vehicles (EVs). From initial skepticism about EV technology to considerable capital requirements and infrastructure development, Tesla’s journey was fraught with challenges. However, by focusing on cutting-edge battery technology and expanding supercharger networks, Tesla has steadily increased the adoption of EVs.

The key takeaway from Tesla’s approach is the importance of innovation in product design and delivery. By pushing the boundaries of technology and ensuring availability of charging infrastructure, Tesla addressed both practical and perceptual barriers to driving EV adoption.

Case Study 3: IKEA’s Circular Economy Model

IKEA’s mission to create a circular economy exemplifies how large enterprises can overcome sustainability challenges. Recognizing the environmental impact of its operations, IKEA has implemented strategies like furniture take-back programs and product recycling initiatives, aiming to become fully circular by 2030.

One challenge for IKEA was shifting consumer behavior towards participation in their circular model. By providing incentives and convenient options for customers to recycle, repair, and reuse products, IKEA not only enhanced sustainability but also deepened customer engagement and loyalty.

Conclusion

These case studies illustrate that overcoming challenges in sustainable innovation requires a blend of strategic partnerships, groundbreaking technology, and comprehensive customer engagement. For more insights into innovation, check out the Human-Centered Innovation Toolkit page and discover helpful resources on innovation execution, or check out the free innovation maturity assessment (aka Innovation Audit).

This HTML document provides a structure for an article about overcoming challenges in sustainable innovation, with case studies showcasing real-world examples from Patagonia, Tesla, and IKEA. The internal links point to relevant pages on Braden Kelley’s website to enhance the article’s value and SEO performance.

Bottom line: 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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High-Performing Innovative Culture Case Studies

High-Performing Innovative Culture Case Studies

GUEST POST from Art Inteligencia

In today’s fast-paced business environment, cultivating a high-performing innovative culture is not just an advantage—it’s a necessity. Organizations that manage to embed innovation into their cultures can harness the creativity and problem-solving capabilities of their employees to deliver sustained competitive advantages. Here, we explore three compelling case studies of organizations that have successfully fostered such cultures. To deepen your understanding of fostering innovation in a work environment, check out my innovation strategies page.

Case Study 1: Google

Google has long been heralded as a paragon of innovative culture. With its famous ‘20% time’, where employees can dedicate a portion of their workweek to personal projects, Google encourages creativity and exploration. This policy has led to the creation of products like Gmail and Google News. Google’s culture emphasizes psychological safety, allowing team members to express ideas without fear of ridicule. To understand more about managing successful innovation programs, explore our deep dive into innovation programs.

Case Study 2: Spotify

Spotify’s organizational model is known for its flexibility and adaptability, encapsulated in what it calls “squads, tribes, chapters, and guilds.” Spotify encourages autonomous teams, or “squads”, to develop and iterate quickly while maintaining alignment with broader company goals through cross-functional “tribes”. This decentralized model enables rapid innovation while fostering a strong sense of team ownership and accountability.

Case Study 3: 3M

3M is often cited as a pioneer of innovative culture, with its commitment to innovation deeply embedded into its history. The company dedicates a significant percentage of its annual revenue directly to research and development. Known for its ‘15% culture’, 3M allows employees to allocate 15% of their working time to developing projects of their own choosing, which has been instrumental in creating breakthrough products like the Post-it Note. This approach highlights 3M’s focus on long-term innovation and sustained market leadership.

Conclusion

As demonstrated by these organizations, a high-performing innovative culture does not materialize overnight. It requires deliberate strategies, such as promoting psychological safety, decentralizing decision-making, and encouraging creative freedom. The success stories of Google, Spotify, and 3M offer valuable insights into the elements necessary to create such an environment. For more insights into innovation and culture, visit more of the articles here on the Human-Centered Change and Innovation blog.

Bottom line: 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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Innovation Theater – How to Fake It ‘Till You Make It

Innovation Theater - How to Fake It 'Till You Make It

GUEST POST from Arlen Meyers

The overwhelming number of doctors, engineers and scientists don’t have an entrepreneurial mindset. What’s more, when they have an idea, they don’t know what to do with it since they will not learn those competencies in their formal training. They just don’t know how to innovate their way out of our sick care mess.

But, that hasn’t stopped lots of them from trying, include non-sick care entrepreneurs. They just improvise.

Now that Elizabeth Holmes has been convicted, many are commenting on the pros and cons of the “fake it ’till you make it” ethos of entrepreneurs and Silicon Valley. But, is this really a black and white issue? Is it true that “You have no business being something you are not, or doing something without proving your worth.” I venture to say many of us, including me, have done something that was not a good fit and we have all tried things when we simple did not know what we did not know.

Here’s how to fake it when you don’t know what you are doing or you forgot your lines:

  1. Avoid these wannapreneur rookie mistakes.
  2. If you are a female, find a male wing man so someone will invest in your product
  3. Surround yourself with people who are way above your pay grade at lots of Meetups
  4. Practice Therantology
  5. When you inevitably fail, make a big deal out of it and about how much you learned from your mistakes and include them on your Linked profile. Rinse. Repeat
  6. Wear a fleece vest with your company logo
  7. Plead ignorance about how hard it is to get anybody in sick care to change and the long sales cycles.
  8. Be sure you have lots of hood ornaments (doctors with fancy titles) on your advisory board prominently posted on your website
  9. Hire a virtual assistant that answers all of your calls and says that she/he will not be able to immediately connect you because you are in an investor meeting
  10. Get your co-working space guy to allow you to use more space than you are actually paying for when people come for meetings. Bribe interns with pizza to come and look busy.
  11. Forget being your authentic self. “You are generally better off coming across as likable, which will generally require some effort, restraint, and attention to what others expect and want to see. Seeming authentic in the process is the cherry on top of the cake, but it requires a fair amount of faking.”
  12. Try being a good rebel even if you are a bad one.
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During these times, we are supposed to wear a mask. Most of us wear a mask all the time to hide our insecurities or avoid being outed as an imposter or physician wannapreneur, so none of this should be new to you.

 In a follow-up to their February 2021 article challenging the commonly understood definition of imposter syndrome, authors Ruchika Tulshyan and Jodi-Ann Burey offer actionable steps managers can take to end imposter syndrome in their organizations. Doing so will require work at both the interpersonal and organizational levels, and success will depend in part on gathering data and implementing real mechanisms for accountability. The authors call on managers to stop calling natural, human tendencies of self-doubt, hesitation, and lack of confidence “imposter syndrome.” Those who want women to lend their full talents and expertise must question the culture at work — not their confidence at work.

These things come with practice. But, since you are part of innovation theater, practice your lines, be sure you are wearing the right costume and that the stage is set properly. Break a leg.

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Innovative Companies Using Emerging Technologies

Innovative Companies Using Emerging Technologies

GUEST POST from Chateau G Pato

In the fast-paced world of business, companies must constantly innovate to stay ahead. Today, leveraging emerging technologies is essential for gaining a competitive advantage. Here, I explore how three pioneering companies are using emerging technologies to transform their industries and what lessons can be learned from their experiences.

Case Study 1: Tesla – Revolutionizing the Auto Industry with Autonomous Driving

Company Overview

Tesla, founded in 2003, has become synonymous with electric vehicles and innovations in the auto industry. Under the leadership of Elon Musk, Tesla has pushed the boundaries of what’s possible with cars, focusing on sustainability and advanced technology.

Technology Innovation

One of Tesla’s most groundbreaking endeavors is the development of autonomous driving technology. With the introduction of its Autopilot and Full Self-Driving (FSD) systems, Tesla not only enhances vehicle safety but also opens doors to a future where cars could drive themselves without human intervention.

Impact

This technology is setting a new standard in automotive innovation. Tesla’s approach to software updates over-the-air ensures that their cars get smarter over time, maintaining an edge over traditional automakers. The advent of autonomous driving could revolutionize transport logistics, reduce traffic congestion, and enhance overall road safety.

Case Study 2: Amazon – Transforming Customer Experience with AI and Robotics

Company Overview

Amazon started as an online bookstore in 1994 and has since evolved into a global e-commerce and cloud computing giant. Its founder, Jeff Bezos, has always placed a high value on innovation and customer-centric service.

Technology Innovation

Amazon has been at the forefront of AI and robotics to improve its logistics and customer experience. The use of Kiva robots in its warehouses and AI-driven recommendations on its website are just a few examples of how Amazon hones its competitive edge.

Impact

These technologies have tremendously improved the efficiency and speed of Amazon’s logistics network, allowing the company to deliver goods faster and more reliably. Moreover, AI-powered personal recommendations have increased conversion rates and enhanced the shopping experience, driving customer loyalty.

Case Study 3: IBM – Harnessing Quantum Computing for Unprecedented Problem-Solving

Company Overview

IBM is a legendary technology company that has played a pivotal role in the computing industry for over a century. Always at the forefront of tech innovation, IBM now focuses on quantum computing, AI, and cloud solutions.

Technology Innovation

IBM’s commitment to quantum computing is a game-changer. Quantum computers hold the potential to solve complex problems that are currently impossible for classical computers. IBM develops quantum systems and software and provides quantum computing as a service (QCaaS) through the IBM Quantum Experience.

Impact

This technology could revolutionize fields such as cryptography, drug discovery, and financial modeling. By providing access to quantum computing capabilities, IBM empowers researchers and businesses to explore new possibilities, thus driving innovation across various industries.

Conclusion

These case studies illustrate how companies can harness emerging technologies to redefine industry standards, improve efficiencies, and spearhead innovation. By looking at Tesla, Amazon, and IBM, we see the power of visionary thinking and technological adoption in driving business success. As we move forward, it’s essential for businesses to stay ahead by continuously exploring how emerging technologies can be integrated into their operations and strategies to lead their fields.

Bottom line: 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: Pixabay

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Not Invented Here

Sometimes Letting Go is the Hardest Part of Innovation

Not Invented Here

GUEST POST from John Bessant

(You can find a podcast version of this story here)

The Welsh valleys are amongst the most beautiful in the world. Lush green hills steeply falling into gorges with silver water glistening below. It’s a place of almost perfect peace, the only movement the gentle trudge of sheep grazing safely, shuffling across the jagged landscape the way they’ve done for thousands of years. And amongst the most scenic and peaceful of these valleys are those situated between Dolgellau in the north, and Machynlleth in the south.

Except when there’s traffic in the ‘Mach loop’ — which is what the region is known as in military circles. It’s the place where young men and women from a variety of international air forces hone their skills at high-speed low-level flying, often as low as 75 meters from the ground. At any moment your peaceful walk may be rudely interrupted by the roar of afterburners, your view across the green hillsides suddenly broken by the nose of an F16 or Typhoon poking its way up from one of the gorges below.

Your reaction may be mixed; annoyance at the interruption or admiration for the flying skills of those pilots giving you a personal air display. But it’s certainly impossible to ignore. And it does raise an interesting question — despite the impressive skills being demonstrated, do we actually need pilots flying the planes? Is there an alternative technology which allows low level high precision flying but which can be carried out by an operator sitting far away in a remote location? After all we’ve become pretty good at controlling devices at a distance, can even land them on distant planets or steer a course through the furthest reaches of our universe.

UAVs — unmanned aerial vehicles — are undoubtedly changing the face of aviation. But are they also a disruptive innovation, particularly in the military world where the heroic tradition of those magnificent men (and women) in their flying machines is still so strong?

A brief history of drones

The idea of using unmanned flying vehicles isn’t new; back in 1839 Austrian soldiers attacked the city of Venice with unmanned balloons filled with explosives. During the early years following the Wright brothers successful flight researchers began looking at the possibilities of unmanned aircraft. The first prototype took off in 1916 in the form of the Ruston Proctor Aerial Target; as its name suggests it was a pilotless machine designed to help train British aircrew in dogfighting. Importantly it drew on early versions of radio control and was one the many brainchildren of Nikolai Tesla but its early performance was unremarkable and the British military chose to scrap the project, believing that unmanned aerial vehicles had limited military potential.

A year later, an American alternative was created: the Hewitt-Sperry Automatic Airplane and successful trials led to the development of a production version, the Kettering Bug in 1918. Although its performance was impressive it arrived too late to be used in the war and further development was shelved.

By the time of the Second World War the enabling technologies around control and navigation had improved enormously; whilst still crude the German V1 and V2 rockets and flying bombs provided a powerful demonstration of what could be achieved at scale. Emphasis was placed on remote delivery of explosives — using UAVs as flying bombs or aerial torpedoes — but the possibilities of using them in other applications such as reconnaissance were beginning to be explored.

The Vietnam war saw this aspect come to the fore; the difficulties of operating in remote jungle and mountain zones made reconnaissance flying hazardous and the risks to aircrew who were shot down led to extensive use of UAVs. The Ryan Firebee drone flew over 5000 surveillance missions, controlled by a ground operator using a remote camera. Its versatility meant that it could be used for surveillance, delivery of supplies and as a weapon; UAVs began to be viewed as an alternative to manned aircraft. But despite their success and promise it was not until the 1990s that they began to occupy an increasingly significant role.

Early Drone - Wikimedia Commons

The technology found more support in Israel and during the 1973 Yom Kippur war UAVs were used in a variety of ways, as part of an integrated approach alongside piloted aircraft. A great deal of learning in this context meant that for a while Israel became the key source of UAV technology with the US acquiring and deploying this knowledge to improve its own capabilities, leading to the new generation deployed in the Gulf War. UAVs emerged as a critical tool for gathering intelligence at the tactical level. These systems were employed for battlefield damage assessment, targeting, and surveillance missions, particularly in high-threat airspace.

Fast forward to today. There’s been an incredible acceleration in the key enabling technologies which has helped UAVs established themselves as serious contenders for many aerial roles. For example GPS has moved from its early days in 1981 where a unit weighed 50kg and cost over $100k to a current cost of less than $5 for a chip-based unit weighing less than a gram. The Internal Measurement Unit (IMU) which measures a drone’s velocity, orientation and accelerations has followed a similar trajectory; in the 1960s an IMU weighed several kilograms and cost several million dollars but today the chipset which puts these features on your phone costs around $1. Kodak’s 1976 digital camera could only manage a 0.1 megapixel image from a unit weighing 2kg and costing over $10,000. Today’s digital cameras are approximately a billion times better (1000x resolution, 1000x smaller and 100x cheaper). And (perhaps most important) the communications capabilities now offered by Wi-Fi and Bluetooth enable accurate and long-range communication and control.

With an improvement trajectory like this you might be forgiven for assuming that UAVs would have largely replaced manned flying in most applications. It’s a cheap technology, versatile and (in military terms) expendable — losing a drone doesn’t carry with it the tragic costs of losing a trained pilot. Yet the reality is that the Mach Loop continues to reverberate with the sound of fast jets and their pilots practicing high-speed low-level maneuvers.

Not invented here?

Continuing to rely on manned aircraft is also a costly option — when a British F-35 Lightning crashed after take-off from an aircraft carrier in 2021 it represented over £100m sinking beneath the waves. So why is the adoption of UAV technology still problematic within major established air forces? It almost looks like another case of ‘not invented here’ — that strange innovation phenomenon in which otherwise smart organizations reject or bury promising new ideas.

At first sight it fits into a pattern which has been around a long time. Take the case of continuous aim gunfire at sea. Sounds rather dry and technical but what it boils down to is that 19th century naval warfare was not a very accurate game. Trying to shoot at something a long way away whilst perched on a ship which is rocking and rolling unexpectedly isn’t easy; most ships firing at other ships missed their targets. A study commissioned by the US Bureau of Ordnance in the late 1890s found an accuracy rate of less than 3%; in one test in 1899 five ships of the British North Atlantic Squadron fired for five minutes each at an old hulk at a range of 1600 yards; after 25 minutes only 2 hits had been registered on the target.

Clearly there was scope for innovation and it took place in 1898 on the decks of a British navy frigate called HMS Scylla, under the command of Percy Scott. He’d noticed that one of his gun crews was managing a much better performance and began studying and exploring what they were doing with a view to developing it into a system. By the time he was in command, two years later, of a squadron in the South China Sea he had refined his methods and equipped his flagship, HMS Terrible with new equipment and trained his gun crews.

Image: Painting by Christoffer Wilhelm Eckersberg, public domain

The improvements were significant and importantly influenced a young US lieutenant on secondment to the squadron. William Sims learned about the new system and applied it on his own ship with remarkable results; convinced of the power of this innovation he decided it was his mission to carry the news to Washington and change naval practice. What followed is a fascinating story for what it reveals about NIH and the many ways in which it can be deployed.

In his fascinating account Elting Morison highlights three strategies used by the US military to defend against the new idea. The first was simply to bury the idea; Sims’ reports to the Bureau of Ordnance and the Bureau of Navigation were simply filed away and forgotten. The second was to try and rebut the information; the response from the Bureau of Ordnance was along the lines of claiming that US equipment was as good as the British so any differences in firing performance must be due to the men involved. More important was their argument that continuous-aim firing was impossible; when that failed they conducted experiments to try to show there was no significant benefit from the approach. By running them on dry land they were able to cast doubt on the relative advantage of the new approach.

And their third strategy was to try and sideline Sims, painting him as an eccentric troublemaker, stressing his youth and lack of experience, highlighting the fact that he’d spent too long with the British navy and in other ways undermining his credibility. Needless to say this only strengthened Sims’ resolve and he duly went over the heads of the senior staff and appealed to President Roosevelt himself. He finally ‘won’; he remained as unpopular as ever but the new approach was grudgingly adopted and quickly became the dominant design for future naval gunnery.

Image: UK HMSO Public Domain

On dry land and a decade later a similar outsider — Major J. C. Fuller — was working with the British Army. He’d seen the possibilities in using tanks as a fast mobile strike capability and his ideas were eventually borne out, briefly in the latter part of the First World War when they were used to good effect in Cambrai and Amiens. But despite being given responsibility for introducing the new technology he met with resistance (not helped by his abrasive nature); there were many who saw tanks as an unwelcome diversion. It didn’t help that the organizational location in the command structure was in the Cavalry Corps — the very group most threatened by the change to tanks. Their post-war strategy was to continue to rely on the equine model; ‘more hay, more horses’ rather than investment in tanks or learning about tank warfare. Elsewhere though his ideas found fertile soil and he was credited by Adolf Hitler himself as the architect of the idea of ‘blitzkrieg’ — the fast mobile warfare which helped overrun France and much of Europe within a few weeks at the start of World War 2.

Drones as disruptive innovation?

Of course it’s complicated but could the case of drone adoption be history repeating itself? One explanation for why NIH happens in this fashion can be found in what we’ve learned about disruptive innovation. When it was published twenty five years ago Clayton Christensen’s classic book exploring the phenomenon ‘The innovator’s dilemma’ had the intriguing subtitle ‘When new technologies cause great firms to fail’. His core argument was that the organizations which were affected by disruptive innovations were not stupid but rather selectively blind, a consequence of their very market success and the organizational arrangements which had grown up over a long period of time to support that success.

For him the challenge wasn’t the old one of balancing radical and incremental change with the losing firms being too cautious. Rather it was about trajectories; whether a new technology was sustaining — reinforcing the existing trajectory — or disrupting, offering a new trajectory. As we’ve come to realize the core issue is about business models; disruption occurs when someone frames the new trajectory as something which can create value under different conditions.

The search for such a new business model doesn’t take place in the mainstream as a direct challenge; instead it emerges in different markets which are unserved or underserved but where the new features offer potential value (often good enough performance at much lower cost). These fringe markets provide the laboratory in which learning and refinement of the new technology and development of the business model can take place.

The problem arises when the new business model built on a new trajectory begins to appeal to the old mainstream market. At this point it’s a challenge to existing incumbents to let go of their old business model and reconfigure a new one. Jumping the tracks to a new trajectory is risky anyway but when you carry the baggage of years, perhaps decades or even centuries of the old model it becomes very hard. That’s when NIH rears its head and it can snap and bite at the new idea with surprising defensive vigor.

There’s almost a cycle to it like that developed by Elizabeth Kubler-Ross to explain the grieving process. First there’s denial — ignore it and it will go away, it’s not relevant to us, it won’t work in our industry, it’s not our core business, etc. Then there’s a period of rationalization, accepting the new idea but dismissing it as not relevant to the core business, followed by experimentation designed not so much to learn as to demonstrate why and how the new model offers little advantage. Variations on this theme include locating the experiments in the very part of the organization which has the most to lose (think about giving tank development to the Cavalry Corps).

Only when the evidence becomes impossible to ignore (often as a clear shift in the market towards the new trajectory and a significant competitive threat) comes the moment of acceptance. But even then commitment is often slow and lukewarm and the opportunity to get on the bus may have been missed.

Meanwhile in another part of the galaxy…

It’s not easy for the innovators trying to introduce the change. They struggle to break into the mainstream because they have no presence in that market and they are up against established interests and networks. Their best strategy is to continue to work with their fringe markets who do see the value in their model and to hope that eventually a cross-over to the mainstream takes place. Which is what has happened in the world of drone technology.

Demanding users in fringe application markets have provided the laboratory for fast learning. Early markets were in aerial photography where the cost of hiring planes and pilots could be cut significantly but where challenges around stability and development of lightweight equipment forced rapid innovation. Or mapping and surveying where difficult and sometimes inaccessible territory could be explored remotely. Once drones were able to carry specialized lightweight tools they could be used for remote repair and maintenance on oil platforms and other difficult or dangerous locations. Their capabilities in transportation opened up new possibilities in logistics, especially in challenging areas like delivering humanitarian aid. Significantly the demands of these fringe markets drove innovation around stability, payload, propulsion and other technologies, reinforcing and widening the appeal.

Estimates suggest the 2021 drone services market is worth $9 billion with predictions of growth rates as high as 45% per year. Application sectors outside mainstream aviation include infrastructure, agriculture, transport, security, media and entertainment, insurance, telecommunication and mining.

Holding the horses?

These days UAVs can do a lot for low price. Just like low-cost flying, mini mill steelmaking, and earthmoving equipment they represent a technology which has already changed the game in many sectors. They qualify as a disruptive innovation but they also trigger some interesting NIH behavior amongst the established incumbents. ‘We’ve always done it this way’ is particularly powerful when ‘this way’ has been around a long time and is associated with a history of past success.

Elting Morison has another story which underlines this challenge. Once again it concerns gunnery, this time the firing performance of mobile artillery crews in the British army during World War 2. A time and motion study was carried out using photographs of the procedure; the researcher was increasingly puzzled by the fact that at a certain point just before the gun was fired two men would peel away and stand several meters distant. It wasn’t until he discussed his findings with a retired colonel from the First World War that the mystery was solved. He was able to explain that the move was perfectly clear — the men were holding the horses. Despite the fact that the 1942 artillery was transported by truck the procedures for horse-drawn guns still remained in place.

Something worth reflecting on when you are walking in those Welsh hills…

Image: Pixabay

Image credits: as captioned, Wikimedia Commons, Pixabay

If you’re interested in more innovation stories please check out my website here

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Tools and Software for Tracking Innovation

Tools and Software for Tracking Innovation

GUEST POST from Art Inteligencia

In today’s fast-paced world, organizations must be agile and adaptive to remain competitive. Central to this adaptability is the ability to track and manage innovation effectively. Various tools and software platforms have been developed to help organizations manage the complexity of innovation processes, from ideation to implementation. This article will explore some of these tools, illustrating how they can be applied to real-world scenarios through case studies.

1. Understanding Innovation Tracking

Innovation tracking involves monitoring the development and implementation of new ideas within an organization. This process can include capturing inspiration, managing projects, and measuring impact. With a robust tracking system, teams can ensure alignment with strategic goals and demonstrate progress to stakeholders.

2. Essential Tools for Innovation Tracking

Several tools have emerged as leaders in innovation tracking due to their comprehensive features and user-friendly interfaces. Some of these include:

  • Idea Management Software: Platforms like Spigit, Brightidea, and IdeaScale help collect, evaluate, and prioritize innovative ideas from employees and stakeholders.
  • Project Management Tools: Tools such as Trello, Asana, and Monday.com support teams in managing tasks and workflows associated with innovation projects.
  • Data Analytics Platforms: Using platforms like Tableau and Power BI can help teams analyze and visualize innovation performance data.

3. Case Studies

Case Study 1: Johnson & Johnson’s Use of Brightidea

Johnson & Johnson (J&J), a global healthcare leader, faced the challenge of managing innovation across its vast network of employees. To streamline this process, J&J adopted Brightidea, an idea management platform that enables employees to submit, discuss, and evaluate new ideas.

“The introduction of Brightidea has transformed the way we approach innovation. By allowing employees at all levels to contribute, we’ve seen a dramatic increase in both the quality and quantity of ideas brought forward,” – Director of Innovation at Johnson & Johnson.

Brightidea facilitated the capturing of ideas from over 60,000 employees. By prioritizing ideas that align with strategic goals, Johnson & Johnson can efficiently allocate resources and develop new products that meet market needs. The platform’s intuitive interface and comprehensive analytics tools provide insights, enabling J&J to track the progress and impact of each innovation initiative.

Case Study 2: Trello and Power BI at XYZ Corporation

XYZ Corporation, a mid-sized tech company, struggled with fragmented innovation processes causing misalignment and delayed project timelines. By integrating Trello for project management and Power BI for analytics, XYZ significantly enhanced its innovation tracking capabilities.

“Utilizing Trello and Power BI has brought unprecedented visibility and efficiency to our innovation efforts, aligning teams and accelerating time-to-market,” – Innovation Program Manager at XYZ Corporation.

The Kanban-style interface of Trello allowed teams to manage tasks more effectively, improving collaboration and reducing project bottlenecks. Meanwhile, Power BI enabled the aggregation of project data for detailed analysis and reporting. As a result, XYZ Corporation could track performance metrics in real-time, gain insightful data-driven decisions, and optimize innovation strategies for greater success.

Conclusion

In conclusion, tracking innovation is an essential component for organizations seeking to maintain competitive advantage. By leveraging the right tools, businesses can cultivate a robust culture of innovation, ensuring ideas are nurtured from conception to implementation. Whether it’s through idea management platforms, project management software, or analysis tools, the right technology can empower organizations to remain agile and innovative in a dynamic market.

Bottom line: 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: Pixabay

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