Category Archives: Innovation

What Great Ideas Feel Like

What Great Ideas Feel Like

GUEST POST from Mike Shipulski

If you have a reasonably good idea, someone will steal it, make it their own and take credit. No worries, this is what happens with reasonably good ideas.

If you have a really good idea, you’ll have to explain it several times before anyone understands it. Then, once they understand, you’ll have to help them figure out how to realize value from the idea. And after several failed attempts at implementation, you’ll have to help them adjust their approach so they can implement successfully. Then, after the success, someone will make it their own and take credit. No worries, this is what happens with really good ideas.

When you have an idea so good that it threatens the Status Quo, you’ll get ridiculed. You’ll have to present the idea once every three months for two years. The negativity will decrease slowly, and at the end of two years the threatening idea will get downgraded to a really good idea. Then it will follow the wandering path to success described above. Don’t feel special. This is how it goes with ideas good enough to threaten.

And then there’s the rarified category that few know about. This is the idea that’s so orthogonal it scares even you. This idea takes a year or two of festering before you can scratch the outer shell of it. Then it takes another year before you can describe it to yourself. And then it takes another year before you can bring yourself to speak of it. And then it takes another six months before you share it outside your trust network. And where the very best ideas get ridiculed, with this type of idea people don’t talk about the idea at all, they just think you’ve gone off the deep end and become unhinged. This class of idea is so heretical it makes people uncomfortable just to be near you. Needless to say, this class of idea makes for a wild ride.

Good ideas make people uncomfortable. That’s just the way it is. But don’t let this get in the way. More than that, I urge you to see the push-back and discomfort as measures of the idea’s goodness.

If there’s no discomfort, ridicule or fear, the idea simply isn’t good enough.

Image credits: misterinnovation.com (1 of 850+ free quote slides for download)

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Product-Lifecycle Management 2.0

A Kaizen Approach to Market-Driven Innovation

Product-Lifecycle Management 2.0

GUEST POST from Dr. Matthew Heim

In today’s competitive business environment, companies are under constant pressure to innovate, streamline processes, and improve product quality. One powerful way to achieve these goals is by applying the principles of Kaizen—the Japanese concept of continuous improvement—to Product Lifecycle Management (PLM). By viewing PLM as a Kaizen loop, organizations can foster a culture of ongoing innovation and refinement, ensuring that products evolve in line with customer needs, technological advances, and market demands.

In this blog, we’ll explore how managing Product Lifecycle Management as a Kaizen loop can drive better results, improve efficiency, and lead to the creation of superior products that resonate with customers.

What is Product Lifecycle Management (PLM)?

Before we dive into how PLM can benefit from a Kaizen approach, let’s define what PLM is.

Product Lifecycle Management is the process of managing the entire lifecycle of a product from inception, through design and manufacturing, to service and disposal. It involves integrating people, processes, business systems, and information to streamline product development, reduce costs, enhance quality, and improve collaboration across the product’s life.

While PLM has traditionally been seen as a linear process—moving from concept to production and then to end-of-life—a Kaizen loop introduces a more fluid, iterative approach that can enhance every stage of the lifecycle.

What is Kaizen?

Kaizen is a Japanese term that translates to “continuous improvement.” It refers to the practice of making small, incremental improvements in processes, products, or services on a regular basis. Rather than focusing on large, disruptive changes, Kaizen promotes consistent, sustainable improvements through the involvement of all employees.

Incorporating Kaizen into PLM means shifting from a linear, static approach to a dynamic, feedback-driven system where every phase of the product’s life is optimized and refined continuously.

The Kaizen Loop in Product Lifecycle Management

A traditional PLM approach tends to follow a set sequence of stages: concept, design, manufacture, test, launch, and then end-of-life. However, when applying Kaizen, this cycle is treated as an ongoing loop, where each stage is continuously revisited and improved. Here’s how it works:

  1. Define the Initial Goal (Plan)
    The first step in the Kaizen loop is to define the goals for the product, based on customer needs, market research, and business objectives. Involving stakeholders from the Product, Sales and Marketing to ensure the plan’s success is the way to begin. Then, ensure that the product development process is aligned with the company’s strategic drivers. Unlike traditional planning, Kaizen planning doesn’t end here, it merely establishes a baseline for ongoing improvement. Each of the stakeholders involved should plan for feedback loops and potential adjustments early on.
  2. Develop the Product (Develop)
    The next phase involves the design and development of the product. However, under the Kaizen approach, development isn’t a one-time, isolated effort. Rather, it’s a continuous process of iteration. As prototypes are created, the design is continuously tested and refined. Feedback from customers, production teams, and stakeholders is used to make adjustments and enhancements during the development stage.
  3. Measure and Analyze Performance (Review)
    Once the product is in production, it is crucial to continuously monitor and analyze its performance. In a Kaizen-driven PLM environment, this doesn’t just happen at the end of the development cycle. Rather, measurement and analysis are built into every phase. Key performance indicators (KPIs) such as product quality, customer satisfaction, production efficiency, and cost control should be regularly reviewed. This ongoing feedback helps to identify areas for improvement, even after the product is launched.
  4. Implement Improvements (Revise)
    The beauty of Kaizen is its focus on action. Based on the insights gained from the measurement phase, teams are empowered to implement improvements quickly. If customers are experiencing issues, fixes are developed and rolled out rapidly. If new technologies become available that could improve the product, they are incorporated into future iterations. These incremental improvements are the driving force of the Kaizen loop, enabling the product to continuously evolve and stay competitive.
  5. Refinement Through Feedback (Iterate)
    The final step in the Kaizen loop is to integrate the improvements back into the product and into future development. The loop continues, with each cycle bringing new insights, innovations, and refinements to all of the teams involved. This feedback-driven model ensures that every product phase—whether it’s design, manufacturing, or customer feedback—is part of an ongoing process of improvement.

PLM Kaizen Infographic Ezassi

Key Benefits of Managing PLM as a Kaizen Loop

  1. Faster Time-to-Market
    Because Kaizen encourages rapid feedback and iteration, product improvements can be made in real-time. This reduces delays and accelerates the development process, enabling companies to bring products to market more quickly.
  2. Increased Product Quality
    Continuous improvement ensures that the product is constantly evolving based on real-world data and user feedback. This approach leads to higher product quality, as the product is fine-tuned over time and refined based on actual performance.
  3. Better Collaboration and Communication
    Kaizen is inherently a team-driven approach, where everyone from engineers to salespeople to customers has input into the product’s development. This fosters a culture of collaboration and ensures that all perspectives are considered, leading to a more well-rounded and successful product.
  4. Lower Costs
    By focusing on small, incremental improvements, Kaizen minimizes the risk of costly mistakes. Rather than investing large sums in a single, big change, incremental changes allow teams to make improvements more affordably and with fewer risks. Moreover, early identification of inefficiencies during production or design stages helps to avoid costly fixes down the line.
  5. Improved Customer Satisfaction
    Since customer feedback is central to the Kaizen approach, PLM that incorporates Kaizen ensures that products are always aligned with customer needs. This ongoing dialogue with customers leads to higher satisfaction, loyalty, and retention.

Overcoming Challenges in Implementing Kaizen in PLM

While applying Kaizen principles to PLM offers immense benefits, there are some challenges companies may face:

  • Cultural Shift: Employees need to embrace a mindset of continuous improvement, which can require significant cultural change, especially in traditional, hierarchical organizations.
  • Resource Constraints: Regular feedback and iterative improvements require resources, including time and manpower, which can be stretched thin in high-pressure environments.
  • Technology Integration: To enable real-time feedback and iteration, companies must leverage advanced PLM tools, which may require investment in software systems and employee training.

However, the long-term benefits of adopting a Kaizen-driven PLM system often outweigh these challenges. Companies that successfully integrate Kaizen into their PLM processes can look forward to better products, more satisfied customers, enhanced enterprise collaboration and increased profitability.

Conclusion

Product Lifecycle Management, when managed as a Kaizen loop, transforms the traditional product development approach into a dynamic, continuous improvement system. By focusing on incremental, data-driven improvements at every stage of the product’s lifecycle, organizations can produce better products, reduce costs, and improve customer satisfaction.

In an age of fast-changing technology and evolving customer expectations, adopting a Kaizen mindset for PLM can ensure that a company stays ahead of the competition, continually innovating and refining its products to meet the needs of tomorrow.

By embracing Kaizen, PLM becomes not just a process but a philosophy—one that fosters growth, adaptability, and success for the long term.

Ready to implement Kaizen in your PLM process?  Contact Ezassi to learn more about how to put these principles into action.

Image credits: Ezassi

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Automation Success More About Trust Than Technology

Automation Success More About Trust Than Technology

GUEST POST from Robyn Bolton

We’ve all seen the apocalyptic headlines about robots coming for our jobs. The AI revolution has companies throwing money at shiny new tech while workers polish their résumés, bracing for the inevitable pink slip. But what if we have it completely, totally, and utterly backward?  What if the real drivers of automation success have nothing to do with the technology itself?

That’s precisely what an MIT study of 9,000+ workers across nine countries asserts.  While the doomsayers have predicted the end of human workers since the introduction of the assembly line, those very workers are challenging everything we think we know about automation in the workplace.

The Secret Ingredient for Technology ROI

MIT surveyed workers across the manufacturing industry—50% of whom reported frequently performing routine tasks—and found that the majority ultimately welcome automation. But only when one critical condition is present. And it’s one that most executives completely miss while they’re busy signing purchase orders for the latest AI and automation systems.

Trust.

Read that again because while you’re focused on selecting the perfect technology, your actual return depends more on whether your team feels valued and believes you are invested in their safety and professional growth.

Workers Who Trust, Automate

This trust dynamic explains why identical technologies succeed in some organizations and fail in others. According to MIT’s research:

  • Job satisfaction is the second strongest indicator of technology acceptance, with a 10% improvement that researchers identified as consistently significant across all analytical models
  • Feeling valued by their employer shows a highly significant 9% increase in positive attitudes toward automation
  • Trust also consistently predicts automation acceptance, as workers scoring higher on trust measures are significantly more likely to view new technologies positively.

For example, Sam Sayer, an employee at a New Hampshire cutting tool manufacturer, has become an automation champion because his employer helped him experience how factory-floor robots could free him from routine tasks and allow him to focus on more complex problem-solving. “I worked in factories for years before I ever saw a robot. Now I’m teaching my colleagues on the factory floor how to use them.”

This contrasts with an aerospace manufacturer in Ohio that hired a third party to integrate a robot into its warehouse processes. Despite the company’s efforts to position the robot as a teammate, even giving it a name, workers resisted the technology because they didn’t trust the implementation process or see clear personal benefits.

These patterns hold across industries and countries: When workers perceive their employer as invested in their development and well-being, automation initiatives succeed. When that foundation is missing, even the most sophisticated technologies falter.

Four Steps to Convert Resistors to Champions

Whether it’s for the factory floor or the office laptop, if you want ROI and revenue growth from your automation investments, start with your people:

  1. Design roles that connect workers to outcomes: When people see how their input shapes results, they become natural technology allies.
  2. Create visible growth pathways. Workers motivated by career advancement are significantly more likely to embrace new technologies.
  3. Align financial incentives with implementation goals. When workers see the personal benefits of adoption, resistance evaporates faster than free donuts in the break room.
  4. Make safety improvements the leading edge of your technology story. It’s the most universally appreciated benefit of automation.

A Provocative Challenge

Ask yourself this (potentially) uncomfortable question: Are you investing as much in trust as you are in technology?

Because if not, you might as well set fire to a portion of your automation budget right now. At least you’d get some heat from it.

The choice isn’t between technology and workers—it’s between implementations that honor human relationships and those that don’t. The former generates returns; the latter generates résumé updates.

What are you choosing?

Image credit: misterinnovation.com (1 of 850+ free quote slides for download)

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Top 10 Irish Innovations

Top 10 Irish Innovations

GUEST POST from Art Inteligencia

As we celebrate St. Patrick’s Day, it’s the perfect occasion to shine a spotlight on the influential contributions Ireland has made to the world of innovation. From literary advances to technological marvels, Ireland’s creative spirit is visible across various domains. Here, we celebrate the top 10 Irish innovations that have left a lasting impact on the world – which you may notice doesn’t include the pictured green Guinness.

1. The Hypodermic Syringe

Invented in 1844 by Francis Rynd, the hypodermic syringe revolutionized medicine by enabling the effective delivery of medication directly into the bloodstream. Rynd, a Dublin-based doctor, initially used it to treat neuralgia, setting the stage for modern medical injections.

2. The Submarine

Born in County Clare, John Philip Holland was a visionary engineer who developed the modern submarine. His designs attracted the attention of the U.S. Navy, cementing his role as a pioneer in underwater navigation and laying the groundwork for the submarines used today.

3. The Guided Torpedo

Largely attributed to Louis Brennan in 1874, the guided torpedo was a significant advancement in military technology. Brennan’s innovation allowed for precise control and improved the accuracy of naval operations, fundamentally changing maritime warfare.

4. Color Photography

John Joly, a geologist and physicist, introduced a pioneering method for color photography in 1894. By developing a technique that layered multiple transparent images, Joly’s work paved the way for future color photographic advancements and transformed visual documentation.

5. The Portable Defibrillator

In 1965, Frank Pantridge introduced the portable defibrillator, a pivotal invention in the medical field. This breakthrough allowed for immediate cardiac care outside of hospital settings, significantly increasing survival rates in emergencies and becoming a staple in ambulances and public spaces worldwide.

6. The Modern Tractor

Harry Ferguson, hailing from County Down, invented the modern-day tractor and the three-point linkage system. This innovation mechanized agriculture and greatly increased farming efficiency, transforming agricultural practices worldwide.

7. The Induction Coil

Nicholas Callan, a priest and scientist, invented the induction coil in the 1830s, a crucial component in the development of wireless communication and electronics. It laid the foundation for radio technology and countless other electronic applications.

8. Boole’s Algebra

George Boole, with significant contributions made during his time in Cork, developed Boolean algebra, a mathematical framework critical to computer science and digital electronics. This innovation forms the basis of computer logic systems and programming.

9. Flavored Crisps

Joseph ‘Spud’ Murphy, founder of Tayto, invented the first flavored crisps in 1954. This innovation added a new dimension to snacks, giving rise to a whole industry of flavored snacks enjoyed globally.

10. The Ejection Seat

Designed by James Martin, the ejection seat has saved countless lives in aviation emergencies. His innovative design provided pilots with a life-saving escape option and is an essential safety feature in modern aircraft.

In conclusion, Irish innovations have made substantial contributions to different fields, enhancing lives and propelling technological progress. As we celebrate St. Patrick’s Day, it’s important to honor these achievements and reflect on the inventive spirit that continues to drive Ireland forward.

Image credit: Dall-E via Microsoft CoPilot

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Leveraging Storytelling for Innovation

Leveraging Storytelling for Innovation

GUEST POST from Greg Satell

Some years back I was invited to visit the Institute for Advanced Study in Princeton. Over the years many of the world’s greatest minds have taken up residence there. It was where Einstein worked till his death in 1955. It is a place, for me at least, in which stories permeate from every corner and crevice.

There is a common room in the main building, Fuld Hall, where tea is served every afternoon and, if you know the stories, you can almost hear the din of legends arguing, cajoling and discussing pathbreaking ideas when you enter. That is the power of story. It can imbue even inanimate objects with meaning.

Look at great leaders throughout history, from General George Patton to Martin Luther King Jr. to Steve Jobs, and they all used the power of story to anchor an enterprise with a sense of mission and destiny. It was undoubtedly a big part of their success. We need to learn to tell better stories, if we are to give meaning to others and build faith in a common endeavor.

The Structure Of A Story

The first element of any story is its exposition, which is the world you build around the story and includes the setting, the characters and other background information. This often comes at the beginning of the story, but it doesn’t have to. Sometimes, elements of the setting or details about the characters are leaked out as the plot develops.

The most important aspect of any story is the tension or conflict to be resolved. That’s what keeps the audience’s interest. Will the hero survive? Does the boy end up with the girl? Will justice prevail? It is the uncertainty surrounding the tension that makes a story interesting. A preordained story is a bore.

Finally, the conflict needs to be resolved in some way that is satisfying. That doesn’t mean that the characters in the story end up happy—in fact, often it’s exactly the opposite—but if the main conflict is never resolved the audience will feel cheated. So however the story ends, with a lesson learned, a triumphant hero or a tragic loss, it has to resolve the conflict.

These are the essential elements of a story: exposition, conflict, and resolution. They don’t need to be told in order. In fact, master storytellers often put the conflict first, before we know much about the setting, and then let things develop over time. In a TV streaming environment writers have months or even years to resolve the tension, which allows for greater exploration and deeper storytelling.

Identifying A Meaningful Problem

The key to telling a good story is to identify a source of conflict that your audience cares about. That’s easier said than done. Just because a story is meaningful to you, doesn’t mean it will hit home for others. Yet just because a story doesn’t resonate immediately doesn’t mean you should give up on it. Even finding the right narrative is often trial and error even for the best storytellers.

Ed Catmull, CEO of Pixar, insists that “early on, all of our movies suck.” In Creativity Inc, he wrote that his company’s initial ideas are “ugly babies” that are “awkward and unformed, vulnerable and incomplete.” “Originality is fragile,” he continues. “Our job is to protect our babies from being judged too quickly. Our job is to protect the new.”

The reason new stories need protecting is that we experience them differently than our audience. They immediately make sense to us because they are ours. We often lose sight of the fact that others don’t share our particular context. Often, even a slight change in how we shape the details can make a big difference.

The only way to refine a story is by telling it, seeing which parts the audience reacts to and experimenting with different methods of delivery. That’s why big-time comedians spend time in small comedy clubs trying out new material. When I’m writing a book or working on a new conference talk, I always try out different versions in blog posts to see what resonates.

The bottom line is that just because a problem is meaningful to you doesn’t mean it’s meaningful to everyone else. It takes work to identify a story—or an aspect of a story—that connects.

Charting The Hero’s Journey

There are many ways to tell a story. But one of the most common is the hero’s journey. Which involves different variations of a departure, an initiation, and a return. Usually the hero is transformed by the journey in some way, but sometimes the hero transforms the world around him, for better or for worse.

For example, in the original Star Wars, we met Luke Skywalker as a restless boy on Tatooine. The hologram he unlocked in R2D2 kicked off his departure onto the journey, during which he was initiated in the ways of “The Force.” After Luke uses The Force to aim the shot that destroys the Death Star, he and his friends return to the rebel base to a hero’s welcome.

What makes the hero’s journey compelling is not so much the sequence of events, but how the characters are tested and revealed. David Mitchell, author of bestsellers like Cloud Atlas, points out that we find enigmatic characters, like Darth Vader, more interesting than one dimensional caricatures because they lack moral clarity.

It is the uncertainty about how the story will end that keeps the audience interested in it, which is why coming up with interesting tension is so important. It is also what opens up the possibility of leveraging a story into a strategic narrative.

Unlocking The Strategic Narrative

Stories have the power to unite us because their themes are universal. We can all relate to a hero, identify with their struggle and then revel in their triumph or, as is sometimes the case, learn a lesson from their tragedy. By telling a familiar story in an unfamiliar context, we can also gain insight and understanding into the hopes and fears of others.

The only problem with stories, as John Hagel has pointed out, is that they are self-contained—they have a beginning, a middle and an end. Narratives, like Darth Vader, are less clear cut. They are open ended and still to be determined. In other words, a narrative is a story that is still in progress and that we can still participate in and influence.

Narratives can become strategic when they give meaning to a mission. Southwest’s strategic narrative to be “THE low cost airline,” helped it rocket past the competition. Steve Jobs’ insistence on creating products that were “insanely great” helped make Apple the most valuable company on the planet. General Stanley McChrystal’s revelation that “to defeat a network you need to become a network,” turned things around for the US military in Iraq.

That’s what makes the art of storytelling so powerful and so important. When Shakespeare’s King Henry needed his soldiers to fight, he did not offer to raise their pay or threaten them with the stockade, but told a story to inspire them to go “Once more unto the breach, dear friends, once more…”

In the final analysis, we live our lives not for external rewards, but for intrinsic meaning and we determine meaning through the stories we tell, the narratives we adopt and the missions to which we dedicate the best of our talents and energies.

— Article courtesy of the Digital Tonto blog
— Image credits: Unsplash

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Inspiring Innovation

How a fifty year old concert still has a lot to teach us about innovation

Inspiring Innovation

GUEST POST from John Bessant

24th January, 1975. Fifty years ago and a concert that shouldn’t have happened. Forget the Taylor Swift ‘Eras’ level of organization; this was a small performance in a relatively small concert hall in Cologne, Germany. The performer was tired after the long (600km) drive from Switzerland where he’d played his previous concert only a couple of days earlier. His energy level was low plus he had back pain from a nagging problem which sitting for hours in the old Renault 4 belonging to his record producer hadn’t helped. He was committed to the evening because it was a recording session; his company wanted a live concert and this seemed a good option.

The venue was impressive; the old Cologne Opera House, site of some of the greatest concerts in musical history going back centuries. But this time something had gone badly wrong with the planning — at least as far as the piano on which he was to play was concerned. On a stage normally associated with the finest instruments — Steinways, Bechsteins, Bosendorfers and the like — there had been a mix-up.

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The instrument which had been requested was a Bosendorfer 290 Imperial but unfortunately the backstage staff had misinterpreted this and instead wheeled out a much smaller Bosendorfer baby grand, one normally only used for backstage warm ups. This wasn’t in the best of condition; its sound was tinny and thin in the upper registers and weak in the bass, the pedals didn’t work properly and the machine was badly in need of tuning.

The organizers desperately tried to secure a replacement instrument but were told that even if one could be found transporting it across town in the middle of the rainstorm which had started outside would risk damaging it. Instead a piano tuner set to work to try and minimize the problems of the smaller instrument with several heroic hours of attention.

Not surprisingly our performer’s first reaction on arriving and discovering this was to climb back in his car and drive away. There are limits, especially when what you really want is a long soak and perhaps a couple of painkillers washed down with a cheering drink. But Vera Brandes, the 18 year old woman who had organized the concert pleaded with him; she’d put everything she could into the event and managed to sell it out. But her would-be career as an impresario might be cut short before she started if he didn’t perform; the audience faced disappointment, she faced ruin if the concert didn’t happen. As she put it ’ ….if you don’t play tonight I’m going to be truly f***ed!…’ Dramatic perhaps but it touched a nerve and he agreed to go back into the hall and see whether they could salvage anything.

The concert was scheduled as a late night event, beginning after an earlier opera performance had finished. With the piano tuner working away even as he warmed up his hands the young pianist tried to get his mind in gear. The performance was to be in his signature style — a series of improvisations. So his mind needed to be able to rise above the challenges and somehow create space for, well, creating. At 11.30pm — with a loyal audience of 1300 people in their seats and patiently waiting for the auditorium bell to ring to signal the start of the show. He took his cue from this, echoing the bell’s notes as the first bars of his improvisation.

And so began a performance which has become a legend — and, thanks to the fact that it doubled as a recording session, one which was captured for others to enjoy. It still entrances fifty years later. The Köln Concert is arguably Keith Jarrett’s most famous work and probably the one which best demonstrates his enormous talent for improvisation. Despite — or perhaps because of — the conditions being so unfavorable he spun a web of genius, soaring from one rippling idea to the next with hardly a pause in between. His first piece lasted 26 minutes; after the briefest of pauses he began the second which went on for 48 minutes.

At the end of the show there was silence followed by rapturous applause. Something magical had happened and is still remembered, fifty years and four million copies on. Winner of multiple awards it is still the best-selling solo piano album of all time.

And it has a lot to offer as an object lesson in the art of innovation. First it’s useful to remind ourselves that innovation isn’t always about having plenty of resources. In these straitened times there’s a lot of concern that this will drive out innovation but, as Jarrett demonstrated, sometimes creativity loves constraints. From the most unpropitious of circumstances he was able to create something radically different.

Music Innovation

The old phrase ‘if life gives you lemons, make lemonade’ has often been used to describe the entrepreneurial skill of effectuation — and that was certainly a characteristic of this concert. Faced with the challenges imposed by the instrument he used various techniques like rolling left-hand figures to augment the weak bass while he concentrated his playing in the middle of the keyboard.

He was forced to jump the tracks and follow a different line to the ‘normal’ — getting out of the box. He isn’t alone; we have many examples where crisis and constraint have been powerful agents in forcing new directions. Think of the revolution in manufacturing which the ‘lean thinking’ movement brought about, one which spread to services and then the public sector. It was an approach born on the heavily constrained factory floors of post-war Japan. Faced with shortages of expensive raw materials, a lack of equipment, money and skilled labor they were forced to find new ways of working. And they evolved a suite of process innovations which changed the world.

Or our more recent experience with Covid-19 where the crisis conditions forced new approaches and forged new ways of solving the problems posed by the pandemic, not least in protective equipment and vaccine development.

This is, sadly, the kind of context in which humanitarian agencies operate all the time, trying to mitigate suffering and improve conditions under severe constraints. Importantly solutions developed in this space not only represent impressive examples of ‘frugal’ innovation but often signpost new trajectories for wider application. Developing the capabilities for working in crisis conditions as the norm builds powerful entrepreneurial capabilities which can be redeployed in other situations. Just as cold water swimming is now associated with wider health benefits so the shock of having to work under different conditions may be an important strategic aid.

Interestingly there is growing research interest in the idea of ‘forced crisis’ as a source of creativity. Artists have tried to force their work in new directions by introducing constraints. Record producer Brian Eno is famous for his use of a deck of cards — his ‘oblique strategies’ — which effectively randomizes roles and behaviors in a recording studio, forcing just the kind of crisis which confronted Keith Jarrett. And the results are similar; some great work by artists like David Bowie or U2 owes a lot to this technique. Lars von Trier, the film director, used a similar approach in his film appropriately titled ‘The five obstructions’ which documents the challenges he posed fellow film maker Jurgen Leth in order to try and force new creative pathways.

There’s more than a little of another skill we associate with entrepreneurs — bricolage. The ability to make something out of what is available, not wishing for what isn’t. And creatively combining it to make something new. Once again we have plenty of reference points. For example:

Dr Willem Kolff, the ‘father of dialysis’, was a Dutch physician who constructed the first dialyzer in 1943 in the occupied city of Groningen. Because materials were so scarce during the war, Kolff had to improvise and this resulted in the first dialyzer being made from sausage skins, orange juice cans, and old washing machine parts.

GE’s simple ECG machine (the MAC 400) was originally developed for use in rural India but has become widely successful in other markets because of its simplicity and low cost. It was developed in 18 months for a 60% lower product cost yet offers most of the key functions needed by healthcare professionals. It cost $800, instead of $2,000 for a conventional ECG machine, and reduced the cost of an ECG to just $1 (50 rupees) per patient. Newer versions have reduced this further to just 10 rupees per scan.

A key part this ‘frugal’ approach was the re-use of ideas and technology developed elsewhere, combined with adapting off-the-shelf parts. For example, the machine’s printer is an adaptation of one used in bus terminal kiosks across India.

A third aspect of the concert is important; taking risks and learning by doing. Prototyping on the fly. Jarrett’s style is classic improvisation, picking an idea and then running with it. In stand-up comedy and theater workshop improvisation it’s the ‘yes and…’ moment, not pausing to critique but rather trying stuff out to see where it might take you, moving on when it isn’t working. But where it does seem to resonate building on that, climbing inside, refining and developing.

We’d call it ‘pivoting’ in today’s agile innovation speak — but it’s the essence of Jarrett’s approach. It’s the opposite of planned music or playing the notes as written; this is emergence, using sensitivity, feedback, amplification of weak signals and half-sensed hints of the direction to go in.

Another theme illuminated by the concert experience it that of re-framing. Crisis as a word comes originally from the Greek where it means ‘turning point’. In Chinese the concept is represented by two characters place3d next to each other, one meaning ‘threat’ and the other ‘opportunity’. In other words a crisis poses a problem but also invites new perspectives which can create opportunity from it.

Only Jarrett knows what caused him to decide to play the concert — contractual commitments, the fact that the equipment was already set up? Or loyalty to his friend and chauffeur Manfred Eicher of ECM records? Or the desperate pleas of young Vera Brandes? Or perhaps the intrinsic challenge of somehow pulling off the impossible?

Whatever it was the decision forced a re-framing of the disaster to an opportunity. And, as the evening progressed the crowd sensed that they were experiencing something very different and special, watching a new creative pathway being forged.

Collaborative Innovation

But it’s not just the ability to re-frame, nor the courage to risk and experiment which is behind the success of that evening. For Keith Jarrett it wasn’t just crisis forcing his hand — or rather hands — dancing across the key board. He was able to explore and experiment because of an underlying technical capability, the result of years of practice and a honing of the capabilities which allowed him to improvise. He had to deploy them in new ways, to reconfigure for a particularly challenging circumstance but he was able to built on well-rehearsed behavioral routines.

In an organizational context this matches closely to what David Teece and colleagues call ‘dynamic capability’, something they described as the ‘…..ability to integrate, build, and reconfigure internal and external resources/competences to address and shape rapidly changing business environments….’. It’s not a reflex response or a plug ‘n’ play solution to new circumstances but instead a learned and rehearsed set of behavioral routines.

So if you’re looking for a new source of innovation inspiration away from the gadgetry of CES or the juggernaut of AI then maybe you could do a lot worse than have a listen (or listen again) to the Köln concert. Fifty years on it’s still got a lot to offer.

You can find my podcast here and my videos here

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

And subscribe to my (free) newsletter here

Image credits: Dall-E via Chat-GPT

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

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

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

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

  1. Innovation is Dead. Now What? — by Robyn Bolton
  2. When Best Practices Become Old Practices — by Mike Shipulski
  3. 3 Keys to Improving Leadership Skills — by David Burkus
  4. Audacious – How Humans Win in an AI Marketing World — Exclusive Interview with Mark Schaefer
  5. Which Go to Market Playbook Should You Choose? — by Geoffrey A. Moore
  6. Turns Out the Tin Foil Hat People Were Right — by Braden Kelley
  7. Are You a Leader? — by Mike Shipulski
  8. Time to Stop These Ten Bad Customer Experience Habits — by Shep Hyken
  9. Beyond the AI Customer Experience Hype — by Shep Hyken
  10. A Tumultuous Decade of Generational Strife — by Greg Satell

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

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

SPECIAL BONUS: While supplies last, you can get the hardcover version of my first bestselling book Stoking Your Innovation Bonfire for 44% OFF until Amazon runs out of stock or changes the price. This deal won’t last long, so grab your copy while it lasts!

Build a Common Language of Innovation on your team

Have something to contribute?

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

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

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Getting Buy-In for Change Now That Innovation is Dead

Getting Buy-In for Change Now That Innovation is Dead

GUEST POST from Robyn Bolton

Innovation is undergoing a metamorphosis, and while it may seem like the current goo-stage is the hard part (it’s certainly not easy!), our greatest challenge is still ahead. Because while we may emerge as beautiful butterflies, we still need to get buy-in for change from a colony of skeptical caterpillars who’ve grown weary of transformation talk.

The Old Playbook Is Dead, Too

Picture this: A butterfly lands, armed with PowerPoint slides about “The Future of Leaf-Eating” and projections showing “10x Nectar Collection Potential.” The caterpillars stare blankly, having seen this show before.

The old approach – big presentations, executive sponsorship, and promises of massive returns within 24 months – isn’t just ineffective. It’s harmful. Each failed transformation makes the next one harder, turning your caterpillars more cynical and more determined to cling to their leaves.

The Secret Most Change Experts Miss

Butterflies don’t convince caterpillars to transform by showing off their wings. They create conditions where transformation feels possible, necessary, and safe. Your job isn’t to sell the end state – it’s to help others see their own potential for change.

 Here’s how:

Start With the Hungriest Caterpillars

Find those who feel the limitations of their current state most acutely. They’re not satisfied with their current leaf, and they’re curious about what lies beyond. These early adopters become your first chrysalis cohort.

Make it About Their Problems, Not Your Vision

Instead of talking about transformation, focus on specific pain points. “Wouldn’t it be easier to reach that juicy leaf if you could fly?” is more compelling than “Flying represents a paradigm shift in leaf acquisition strategy.”

Build a Network of Proof

Every successful mini-transformation creates evidence that change is possible. When one caterpillar successfully navigates their chrysalis phase, others pay attention. Let your transformed allies tell their stories.

Set Realistic Expectations

Metamorphosis takes time and isn’t always pretty. Be honest about the goo phase – that messy middle where things fall apart before they come together. This builds trust and prepares people for the real journey, not the sanitized version.

Where to Start

  1. Identify your first chrysalis cohort – the people already feeling the limits of their current state
  2. Focus on solving immediate problems that showcase the benefits of change
  3. Document and share small victories, letting others tell their transformation stories
  4. Create realistic timelines that acknowledge both quick wins and longer-term metamorphosis

What’s your experience? Have you successfully guided a transformation without relying on buzzwords and fancy presentations? Drop your stories in the comments.

After all, we’re all just caterpillars and butterflies helping each other find our wings.

Image credit: misterinnovation.com

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Turning Bold Ideas into Tangible Results

Turning Bold Ideas into Tangible Results

Exclusive Interview with Robyn Bolton

Innovation doesn’t happen without the right kind of leadership, it’s not all about the lightbulb moment or the idea that results. Innovation begins with an insight and it is effective leadership that helps pay off my definition of innovation:

“Innovation transforms the useful seeds of invention into widely adopted solutions valued above every existing alternative.”Braden Kelley

It is no easy task to identify an insight worth investing in or to organize and lead a team to successfully pick the right idea out of a sea of possibilities, to develop it, to understand its potential advantages versus the alternatives it must displace, and to align the organization in the ways necessary to overcome any idea’s fatal flaw and shepherd it to successful launch and possibly even market development if the market for the solution does not already exist.

Innovation of course requires leadership, but do the same leadership principles apply to successfully leading innovation?

Today we will explore this question, along with many others surrounding culture, obstacles, process, strategy, and other aspects of innovation success with our special guest.

Unlocking Innovation for Leaders

Robyn BoltonI had the opportunity recently to interview Robyn Bolton, who works with senior executives at medium and large companies who are committed to using innovation to confidently and consistently drive revenue growth. She works with companies in various industries, including industrial goods, healthcare, consumer goods, and education under her consulting firm MileZero. She is also a professor at the Massachusetts College of Art & Design in the Master of Design Innovation program. Prior to founding MileZero, Robyn served as a Partner at Innosight, the innovation and growth strategy consulting firm co-founded by Harvard Professor Clayton Christensen, worked as a consultant and project leader for The Boston Consulting Group in both Boston and Copenhagen Denmark, and earned her MBA at Harvard Business School.

Below is the text of my interview with Robyn and a preview of the kinds of insights you’ll find in Unlocking Innovation: A Leader’s Guide for Turning Bold Ideas Into Tangible Results presented in a Q&A format:

1. Why do so many companies struggle to innovate?

Companies struggle because they think innovation is an idea problem. It’s not. It’s a leadership problem. What I mean by that is executives who excel at running the core business are often asked to innovate (create new things) while they operate (run the existing business). Naturally, these executives rely on the very instincts and behaviors that made them successful – making quick decisions based on data and experience, striving to rapidly eliminate risk, and repeatedly and consistently delivering results. The problem is that these behaviors doom innovation efforts. They demand detailed financial forecasts when no data exists, expect quick returns on long-term investments, and try to eliminate risk from an inherently uncertain process. Success requires leaders who recognize that innovation is the opposite of operations and are willing to do the opposite of what made them successful operators.

2. Why is it so hard for innovation labs to last more than a couple of years?

Innovation labs struggle because organizations treat them like startups but expect them to operate and produce results like the core business. Executives launch labs with promises of freedom and flexibility but quickly start demanding predictable results and quick returns. By the start of the second year, executives are anxious for tangible financial results, especially as economic pressures mount, core business results slip, or a new executive arrives questioning innovation investments. Without a plan to demonstrate measurable progress in Year 2, deliver tangible results in Year 3, and a leader willing to advocate for innovation and the organizational clout to stave off skeptics, labs are easy targets for cost-cutting.

3. What does it take to build a solid foundation for innovation?

A solid innovation foundation requires a holistic approach, what I call the ABCs: Architecture, Behavior, and Culture. Architecture includes the strategies, structures, and processes that guide how work gets done. Behavior – specifically leadership behavior – turns words into actions and demonstrates what the organization truly values and believes about innovation. Culture establishes, expands, and sustains an environment where creativity and experimentation can thrive. But behavior is the most critical element because without leaders modeling the right behaviors, the best architectures fail and cultures crumble.

4. What is it that makes innovation almost the opposite of operations?

Operations exist in what Rita McGrath describes as a high-knowledge, low-assumption environment where leaders can predict outcomes based on past experience. Innovation occurs in low-knowledge, high-assumption environments where no one knows what will work, and past experiences are more likely to be misleading than helpful. Operational excellence comes from eliminating variation and risk. Innovation requires embracing uncertainty and learning from failure. The mindsets and behaviors that make someone a great operator – decisiveness, risk elimination, decisions based on quantitative historical data – hinder innovation success.

5. What would your advice be to an innovation professional on how to prevent innovation zombie projects from emerging?

Unlocking Innovation Book CoverZombies exist because managers are reluctant to kill projects because that may mean that they were wrong. Instead, they put the projects on pause or delay work until the next round of funding. The key to preventing zombie projects is recognizing and communicating that the decision to start wasn’t wrong. It was based on the information available at the time. New information is now available, resulting in a different understanding of the situation and, therefore, a different decision. This learning process becomes infinitely easier when you have a (relatively) objective and (completely) transparent decision-making tool outlining clear criteria for what makes an innovation attractive and worth pursuing – what I call an “innovation playground.” This framework defines what’s “in play” (attractive), “in bounds” (worth discussing), and “out of bounds” (not worth pursuing) across multiple dimensions like strategic fit, customer benefit, and required capabilities. Of course, this tool is only as useful as the people who use it, so leaders need the courage to make and stick to hard decisions about stopping projects that don’t meet the criteria.

6. Which is more important for innovation success? Leadership, strategy or culture?

Leadership behavior is the foundation for everything else. I’ve worked with companies that have brilliant strategies or are famous for their innovation cultures but are unable to get results from their innovation investments because their leaders don’t demonstrate the right behaviors – embracing uncertainty, making decisions with incomplete information, treating failure as learning. That’s why the “B” in the ABCs of Innovation (Behavior) comes first. Executives must recognize that their instincts and behaviors need to change before they can become successful innovation leaders.

7. Is there any such thing as a perfect innovation process? If not, what are the key components for any innovation process?

There is no perfect process. Innovation isn’t baking, where following a precise recipe guarantees success. However, there are essential components that every innovation process needs: diagnosing the real problem to solve, designing multiple potential solutions, developing and testing assumptions, de-risking through experimentation, and delivering value. The order of these steps matters, but everything else – the specific activities, tools, metrics, and timelines – can and should be adapted to your organization’s needs and culture.

8. What makes one innovation culture more successful than another?

Successful innovation cultures share three characteristics: First, they’re authentic to the organization rather than copied from another company. Second, they recognize that operators and innovators are equally important and valuable to the organization and work hard to strike the right balance between protecting innovation teams and connecting them to the core business. Third, and most importantly, they’re actively demonstrated through leadership behaviors, not just written on posters or mentioned in town halls.

9. Innovation labs/teams/groups often have a different culture from the rest of the organization. Is it possible to spread the culture out of the lab and infect the rest of the organization? How?

Yes, but it requires patience and intentionality. Start by sharing stories that make innovation relatable and relevant to everyone. If you can’t answer “What’s In It for Me” for each person in the organization, you can’t expect them to change their focus or behavior. When people express interest, invite them into your team’s traditions and events. Don’t force participation – remember that not everyone wants to or needs to be an innovator. Most importantly, teach and support those who are interested in innovation while celebrating the operators who keep the core business running. Culture spreads through pull, not push.

10. One of the most dangerous moments for any promising innovation project is the transfer of out of the lab and into an operational unit of the main organization to scale it. How can organizations do better at scaling up innovation experiments into equal members of the organization’s solution catalog?

The valley of death is real! The key to crossing it is to view it as a relay rather than just chucking something across the chasm. Historically, executives have been afraid of distracting core business teams with uncertain projects so they wait until launch to involve the people who will ultimately own the innovation. While this still occurs, I’m starting to see companies over-correct and bring operators into the process at the very start, including them in activities and decisions when the team is still operating in a highly ambiguous and uncertain space. Success requires meeting in the middle. When innovation teams know more than they don’t know, that’s when collaboration between innovation and operational teams starts. From that point through launch, innovators and operators should work hand-in-hand to understand and navigate uncertainty while adapting their plans, processes and metrics to ensure market success without losing the critical insights that sparked the innovation. Most importantly, Senior leaders must stay engaged, understanding and supporting the additional time and resources needed during the transition period.

11. Anything you wish I’d asked?

I wish you’d asked, “What does innovation leadership success really look like?” Because while revenue and survival rates are measures of success, I believe that the real measure is the lives you change. Given that only 0.002% of incubated ideas generate meaningful revenue, and 90% of innovation labs shut down within three years, there’s no guarantee that your work will become a wild, world-changing success. That doesn’t mean that you failed. For me and so many of the successful leaders with whom I’ve worked, success is also giving someone the courage to challenge the status quo because they see you doing it. It’s inspiring someone to take risks when you break the rules thoughtfully and responsibly. If you’ve helped even one person discover their potential as an innovator or creative problem-solver, you’ve succeeded.

Conclusion

Thank you for the great conversation Robyn!

I hope everyone has enjoyed this peek into the mind of the woman behind the insightful new title Unlocking Innovation: A Leader’s Guide for Turning Bold Ideas Into Tangible Results!

Image credits: MileZero (Robyn Bolton)

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Your Innovation Team Doesn’t Have to be Dead

Your Innovation Team Doesn't Have to be Dead

GUEST POST from Robyn Bolton

When times get tough, the first things most companies cut are the “luxuries.”  That includes their innovation teams.  But as companies dismantle their labs, teams, and other structures, a crucial question emerges: Who’s working on growth?

Cutting innovation teams doesn’t just cut a branch off the org chart, it eliminates capabilities that are fundamental to sustaining and growing a business and culture.

So why throw the baby out with the bathwater? Here’s a scenario that might sound familiar: Your innovation team created something brilliant. The prototype works, early users love it, and the business case is solid. But six months later, its gathering dust because no one in the core business knew how to – or wanted to – take it forward.

This isn’t a failure of innovation. It’s a failure of integration.

Wait, I thought integrating innovation with the core business was bad

The traditional innovation team structure – a separate unit with its own space, processes, and culture – solved one problem but created another.

As innovation teams were given the freedom to think differently, they were also given shiny, new, fun, and amenity filled spaces cordoned off from everyone else.  Meanwhile, “everyone else” was stuck in their usual offices and doing the usual things that keep the business running and, apparently, fund the innovation team’s luxe life.

The resulting Us vs. Them mentality fueled resentment that made it easy for “everyone else” to stonewall the innovation team’s efforts by pointing out flaws, uncertainties, and risks.

To be fair, they weren’t doing this to be mean – they were protecting the business.  The innovators, meanwhile, grew frustrated, sought help from higher-ups who were happy to help until times got tough and cuts had to be made.

So, one team should work on both innovation and the core business?

Just like we need multiple words to describe the what and why of innovation, we need different operating models that embed innovation capabilities across the organization while protecting the space for them to flourish.

Here’s what it looks like:

  • For Core Improvements: Let your operational teams lead. They know the problems best, but give them innovation tools and methods. Think of it as equipping your existing workforce with new superpowers, not replacing them with superheroes.
  • For Adjacent Expansions: Create hybrid teams that mix operational experience with innovation expertise. When expanding into new markets or launching new products, you need both the innovative mindset and the operational know-how. Neither alone is sufficient.
  • For Radical Reinvention: You still need dedicated teams – but not isolated ones. Their job is to create offerings that reinvent the company and the culture that enables everyone to be part of the reinvention. Establish bridges that connect them with business units and enforce quarterly meetings to share progress, insights, and tools.

This isn’t theory.

Companies like Amazon have been doing this for years with their “working backwards” innovation process that’s used by all teams, not just a special innovation unit. When I worked at P&G, the brand teams worked on core improvements, the New Business Development teams (where I worked) physically sat next to the brand teams and worked on Adjacent expansion, and the radical reinvention teams were co-located with R&D at the technical centers.

Put it into practice

Here’s where to start:

  • Map your innovation portfolio to understand what types of innovation you need to hit your goals
  • Match your team structures to your innovation types
  • Start embedding innovation capabilities across the organization
  • Create clear paths for innovations to move from idea to implementation

The transition isn’t easy. It requires rethinking roles and reimagining how innovation happens in your organization. But the alternative – watching your innovation investments evaporate because they can’t cross the bridge back to the core business – is far more painful.

What’s your experience? Drop your stories and strategies in the comments. Let’s figure this out together.

Image credit: Pexels

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