Category Archives: Leadership

Should My Brand Take a Political Stand?

Should My Brand Take a Political Stand?

GUEST POST from Pete Foley

Many of you may have noticed that we are in a period of unparalleled social and political polarization in the US. For better or for worse, the public is probably more engaged and more passionate about politics and related social issues than it’s ever been.

So how should we, and the organizations we are a part of respond to this?  When we feel passionate about something, there is always motivation to take action. And for many of us, the place where we have the most influence, resources and leverage is via work.    

Does Politics Belong at Work? So should we blur the boundary between our personal beliefs and our work? Should our marketing and communication reflect the social or political passions of ourselves, and our colleagues? It’s a question I’ve been asked a lot over the last few years, and even more over the last few months. And not surprisingly, it’s often fueled by a working group who share passionate common values. 

Job Satisfaction: Acting on these shared passions certainly has potential to benefits job satisfaction, team building and even perception of work life balance. Despite this, I nearly always advise to avoid politicizing a brand, and to even be very cautious about social engagement. That’s often an unpopular opinion, especially if team members care deeply about a cause.  But aligning a brand with politics opens a door that is extremely difficult to close.  

Bud-Light: The news story below is a good example. Anheuser-Busch is currently facing negative social media for pulling it’s support for a Pride Festival.

https://www.fox5vegas.com/2025/03/26/anheuser-busch-pulls-out-pride-festival-after-30-year-partnership/?fbclid=IwY2xjawJRIflleHRuA2FlbQIxMQABHdeKDxDCkmbH0QkJNegb-TZxi1TiwDpqs35z4gcx7AwYH3nCOVH01VEscg_aem_w6v3QjCD_cWvEnFdcP2NIA

It’s not the first time Bud-Light has found itself in the news for a politically related topic. I’m sure we all remember the Bud Light controversy over it’s association with Dylan Mulvaney. That resulted in massive backlash from the ‘right’ and loss of its position as the #1 beer in the US.  Now it’s facing backlash from the ‘left’ over Pride. Basically they now cannot win, and that is the core issue. Once you’ve taken a position in a controversial space, even somewhat unintentionally as Bud Lite did, it becomes a part of your brand, and that lens is applied to virtually everything you do. It is then extremely difficult to recapture a neutral position.

No-Win Scenario? It really doesn’t matter which side of the political fence a brand chooses.  Once that door is open, the repercussions’ can last for years, and any course correction almost inevitably upsets one side or the other.  Budweiser, Chick-Fil-A, even Pepsi have all dipped their toes in to political and social arenas, and had to manage fall-out that is typically disproportional to the original content.   

All of that said, a brand following a purpose can have positive impact on internal job satisfaction, at least in the short term. At of course, it can and often does resonate positively with a subset of its customers.   But unless that purpose is unambiguously and universally supported by all existing and potential customers, and frankly very little is these days, the risks almost inevitably outweigh the benefits.  Even apparently successful campaigns like Nike’s featuring Colin Kaepernick, which had strong appeal for their core, younger demographic, are high risk-high reward, and come with long-term risks which are hard to quantify.  Negative emotions tend to drive strong, and more resilient behavioral changes than positive ones. So even if initially polarized markets sees offsets between positive and negative consumer response, the positive tends to fade faster. Humans have evolved to more heavily weight negative experiences for good survival based reasons.

Universal Appeal and Availability: At the heart of this challenge is that growing and maintaining a brand requires reaching and appealing to as many customers as possible.   Whether we view markets through the eye of Ehrenberg-Bass models, or follow more traditional volume forecasting models, the single biggest variable that enables a brand to grow is reach. And that reach needs to operate on both a mental and physical vector. Physical availability is generally achieved via wide distribution or ubiquitous access. Quite simply, if potential customers cannot find you, then most will not buy you. But mental availability is equally important. If and when shoppers do find you, they need to both desire and understand you. This is a bit more complex, and achieved by great marketing, branding, media, packaging and messaging.

But if a brand aligns with a controversial cause, it risks losing positive mental availability, and being either consciously or implicitly rejected. The reality is that pretty much any political or social cause these days carries a real risk of upsetting half of your customers.  Positive Brand loyalty is often at best fickle, but once someone has decided they dislike a brand for whatever reason, that de-selection can be quite resilient.   

Treat Marketing like Thanksgiving: And it can become even harder when brands try to course correct.  Reversals tend to look inauthentic and manipulative, while attempts to ‘read the room’, and go with current trends risks being distrusted by both sides!!  In a vast majority of cases, by far the best strategy is to treat marketing like Thanksgiving dinner, and keep out of politics and religion

Keeping Purpose Alive: So should brands abandon any form of purpose or altruism. I’d hope not. Altruism is good for community, good for employee satisfaction, good for long-term equity and more. So what should we do?

I think there are at least three important guidelines.

  1. One is stay in your lane.  Most people struggle with a drink, food or soap powder having a political or social opinion.  
  2. The second is to find ways to contribute that are at least largely universally supported, and avoid the flavor of the month’.  Even in today’s polarized society, helping cancer research, disaster victims, helping kids, animal shelters, and ma minimum controversy.   
  3. The third is to ask ‘why am I doing this? Is this the best use of company money, and am doing this for the brand, the business, or is it more in support of my own values?”  If it’s the latter, maybe find ways to achieve that without opening your brand to future risk  
    Bottom line, basically anything that politicians talk a lot about, and certainly argue about, is best avoided. And even be careful how you frame what you do to avoid affiliation with groups perceived as political. Channeling money through a non-profit can be very effective, both in endorsements and validating claims.  But many non-profits have become increasingly politicized. I’m not here to make judgment on that, except that from a marketing perspective, we risk becoming aligned with that bias.

But if we are thoughtful, we can combine purpose and innovation and marketing. I think Tide’s ‘Loads of Hope’ is a great positive example. It’s about cleaning laundry, which is perfectly in lane for the brand, & it helps disaster victims, which at least for now is political neutral, and more importantly, largely future proofed.

Image credits: Wikimedia Commons

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Focus your Emotional Energy Purposefully

Focus your Emotional Energy Purposefully

GUEST POST from Janet Sernack

When I exited my corporate career more than thirty-five years ago, I was privileged to be regarded and respected as the Fashion Direction Manager for the Grace Bros Department Store group, one of Australia’s most senior women in retail management. This launched my global reputation as a fashion and lifestyle marketing innovator. In this exciting role, I was responsible for designing and implementing a company-wide fashion information system for apparel, accessories, homeware, merchandising, and advertising.  This required me to focus my emotional energy on researching, analyzing, and conceptualizing global fashion and lifestyle trends and adapting them to suit the Australian consumer lifestyle.

It was a dream role before the invention of the Internet, the implosion of the mass media, and the dominance of fast fashion. It required our team to focus their emotional energy on intensively researching different global and diverse media sources, including yarn, textile, couture, designer, ready-to-wear shows, trade journals, magazines, and seasonal sales data. 

Generating creative thinking

Creativity is about connecting things, and in the fashion world, the best designers make the most unlikely connections to produce novel and wondrous creations. As my professional background included graphic and fashion design and marketing, I could further hone my associative (lateral and connective) thinking skills to think creatively and critically in this role. To focus my emotional energy and attention on guiding my intuition, values, and decisions on the needs and wants of buyers, merchandisers, marketers, and customers. To emerge, diverge and converge the key connections and patterns occurring globally in the fashion world and external complex fashion systems. I also learned the importance of being customer-focused and the value and role of being empathic with customers, manufacturers’ value chains and fashion information system users.

It was an incredibly emotional, physical, and stressful role, which required me to travel overseas four times a year to stay current on the different global fashion streams.

This caused my life to melt into being at work, the gym, or the airport.

Stress-induced exhaustion and burnout

This resulted in my first profound encounter with stress-induced exhaustion and burnout, which hit me right in the face one morning when my body refused to move, and I was unable to get out of bed.

I have also noticed that many of my global coaching clients have faced a similar challenge: stress-induced exhaustion and burnout. Fortunately, they can use the coaching partnership to unearth their particular pattern and unresourceful ways of being and learn how to focus their emotional energy to disrupt, dispute, and deviate from it into a more resourceful way of being and acting. However, it has shifted the coach’s role as a healer, making it even more critical in our current environment.

Focusing emotional energy on pursuing mattering, meaning and purposeful work

This ultimately manifests as a crisis and becomes a defining moment. In my case, I made a fundamental choice to focus emotional energy on pursuing meaning, mattering, and purposeful work, which still focuses my full attention and drives me today.

It created a “crack, “or an opening and threshold for making two fundamental choices: to embark on a healing journey to become the kind of person I wanted to be and to find a way to focus my emotional energy on making the difference I wanted to make in the world. 

This enabled me to use my knowledge, experience, and skills to establish Australia’s first design management consultancy.

What is emotional energy?

Emotional energy is the catalyst that fuels creativity, invention, and innovation.

Understanding and harnessing this energy inspires and motivates individuals to explore and embrace creative and critical thinking strategies, now in partnership with AI.

When a person’s emotional energy has contracted, it results in constrained, negative, pessimistic, and even catastrophic thinking habits, which have a toxic impact on the person’s identity and emotional and physical well-being.

This means there is no space, doorway, or threshold to take on anything new, novel, or different. Nor can they imagine what might be possible to evolve, advance, or transform their personal or professional lives in an uncertain future.

Emotional energy catalyses and directs your intrinsic motivation, conviction, hope, positivity, and optimism to approach your world purposefully, meaningfully, and differently.

When you are true to your calling or purpose, you will make extra efforts to be healthier, positively impact your well-being, and improve your resilience.

How does this apply to leadership in uncertain times?

“I think leaders need to remember that they are in the energy management business,” says Halsey. “Their role is to keep people focused, energized, and positive about themselves and their work. They may be unable to change external circumstances, but they can create a safe, nurturing, and empowering work environment. By setting clear goals, diagnosing individual needs, and providing the right leadership style, leaders can help their teams thrive—even in uncertain times.”

People want work to be less of a job and more of a calling.

According to Martin Seligman and Gabriella Rosen Kellerman in their book Tomorrowmind, a US-based research study that included two thousand employees of all ages, industries, tenures, and incomes, revealed that people craved more meaning at work regardless of sector or position. Everyone wanted work to be less of a job and more of a calling and gave their current jobs a rating of 49, which suggests that their “meaning cups” are only half full.

This search for meaning, mattering, and being of service to humanity in a different and value-adding way enables innovators, entrepreneurs and intrapreneurs to cultivate the emotional energy and develop the agility required to drive their creativity, invention and innovation endeavors. 

It is the most critical ingredient that motivates, empowers, enables, fuels and sustains innovators, entrepreneurs, and intrapreneurs to adapt, survive and thrive on the innovation roller coaster.

Channeling emotional energy meaningfully and purposefully

From my leadership training and coaching experience, I have learned that most people desperately want their lives to make sense and be meaningful and to know that who they are and what they do matters. It is possible to link meaning and mattering to being intentionally motivated and directed by your core values to make a difference and a contribution that provides value and significance to someone, a community, or society.  

  • Being purposeful

Being purposeful focuses your emotional energy, guides your life decisions influences your behaviors, shapes your goals, offers a sense of direction, and creates meaning. Rather than engaging in shallow, empty, or pointless activities, it gives you agency.

In our uncertain, volatile and disruptive world, it is crucial to think about your “purpose in life.” Be like an Entrepreneur and link your purpose as a guidepost to help you deal with uncertainty, navigate it better, mitigate the damaging effects of long-term stress, and become psychologically resilient.

People with a strong sense of purpose direct and focus their emotional energy on what really matters to them. They tend to be more agile and adaptive, hardier and resilient, and more able to refocus and recover quickly from adverse and catastrophic events.

According to McKinsey & Co.’s article “Igniting individual purpose in times of crisis,” purposeful people also live longer and healthier lives and are essential to employee experience. This results in higher levels of employee engagement, more substantial organizational commitment, and increased feelings of well-being. Like many entrepreneurs, people who find their purpose congruent with their jobs tend to get more meaning from their roles, making them more productive and more likely to outperform their peers.

How can you add more meaning, mattering and purpose?

Meaning is an outcome of purpose, and many people, due to their experience of the pandemic and hybrid workplace in a chaotic and uncertain world, are seeking to re-engage with their work and workplaces by focusing their emotional energy on improving their well-being and creating more purposeful, balanced, and meaningful lives.

This is a short section from our new book, “Conscious Innovation – Activating the Heart, Mind and Soul of Innovation”, which will be published in 2025.

Please find out more about our work at ImagineNation™.

Please find out about our collective learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, presented by Janet Sernack. It is a collaborative, intimate, and profoundly personalized innovation coaching and learning program supported by a global group of peers over 9-weeks. It can be customized as a bespoke corporate learning program.

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-focused, human-centric approach and emergent structure (Theory U) to innovation. It will also up-skill people and teams and develop their future fitness within your unique innovation context. Please find out more about our products and tools.

Image Credit: Unsplash

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Commercializing New Concepts is Hard

Commercializing New Concepts is Hard

GUEST POST from Mike Shipulski

If you have the data that says the market for the new concept is big enough, you waited too long.

If you require the data that verifies the market is big enough before pursuing new concepts, you’ll never pursue them.

If you’re afraid to trust the judgement of your best technologists, you’ll never build the traction needed to launch new concepts.

If you will sell the new concept to the same old customers, don’t bother. You already sold them all the important new concepts. The returns have already diminished.

If you must sell the new concept to new customers, it could create a whole new business for you.

If you ask your successful business units to create and commercialize new concepts, they’ll launch what they did last time and declare it a new concept.

If you leave it to your successful business units to decide if it’s right to commercialize a new concept created by someone else, they won’t.

If a new concept is so significant that it will dwarf the most successful business unit, the most successful business unit will scuttle it.

If the new concept is so significant it warrants a whole new business unit, you won’t make the investment because the sales of the yet-to-be-launched concept are yet to be realized.

If you can’t justify the investment to commercialize a new concept because there are no sales of the yet-to-be-launched concept, you don’t understand that sales come only after you launch. But, you’re not alone.

If a new concept makes perfect sense, you would have commercialized it years ago.

If the new concept isn’t ridiculed by the Status Quo, do something else.

If the new concept hasn’t failed three times, it’s not a worthwhile concept.

If you think the new concept will be used as you intend, think again.

If you’re sure a new concept will be a flop, you shouldn’t be. Same goes for the ones you’re sure will be successful.

If you’re afraid to trust your judgement, you aren’t the right person to commercialize new concepts.

And if you’re not willing to put your reputation on the line, let someone else commercialize the new concept.

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

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Job Design as Innovation Strategy

How Complex Problem-Solving Creates Automation Champions

Job Design as Innovation Strategy

GUEST POST from Robyn Bolton

Imagine a manufacturing company.  On the factory floor, machines whirl and grind, torches flare up as welding helmets click closed, and parts and products fall off the line and into waiting hands or boxes, ready to be shipped to customers.  Elsewhere, through several doors and a long hallway, you leave the cacophony of the shop floor for the quiet hum of the office.  Computers ping with new emails while fingers clickety-clack across the keyboard.  Occasionally, a printer whirs to life while forcing someone to raise their voice as they talk to a customer on the other end of the phone.

Now, imagine that you ask each person whether AI and automation will positively or negatively affect their jobs.  Who will champion new technology and who will resist it?

Most people expect automation acceptance to be separated by the long hallway, with the office workers welcoming while the factory workers resist.

Most people are wrong.

The Business Case for Problem-Solving Job Design

Last week, I wrote about findings from an MIT study that indicated that trust, not technology, is the leading indicator of whether workers will adopt new AI and automation tools.

But there’s more to the story than that.  Researchers found that the type of work people do has a bigger influence on automation perception than where they do it. Specifically, people who engage in work requiring high levels of complex problem-solving alongside routine work are more likely to see the benefit of automation than any other group.

Or, to put it more simply

Net Impact of Automation & New Technology on Your Work

While it’s not surprising that people who perform mostly routine tasks are more resistant than those who engage in complex tasks, it is surprising that this holds true for both office-based and production-floor employees.

Even more notable, this positive perception is significantly higher for complex problem solvers vs. the average across all workers::

  • Safety: 43% and 41% net positive for office and physical workers, respectively (vs. 32% avg)
  • Pay: 27% and 25% net positive for physical and office workers, respectively (vs. 3.9% avg)
  • Autonomy: 33% net positive for office workers (vs. 18% average)
  • Job security: 25% and 22% net positive for office and physical workers, respectively (vs. 3.5%)

Or, to put it more simply, blend problem-solving into routine-heavy roles, and you’ll transform potential technology resistors into champions.

3 Ways to Build Problem-Solving Into Any Role

The importance of incorporating problem-solving into every job isn’t just a theory – it’s one of the core principles of the Toyota Production System (TPS).  Jidoka, or the union of automation with human intelligence, is best exemplified by the andon cord system, where employees can stop manufacturing if they perceive a quality issue.

But you don’t need to be a Six-Sigma black belt to build human intelligence into each role:

  1. Create troubleshooting teams with decision authority
    Workers who actively diagnose and fix process issues develop a nuanced understanding of where technology helps versus hinders. Cross-functional troubleshooting creates the perfect conditions for technology champions to emerge.
  2. Design financial incentives around problem resolution
    The MIT study’s embedded experiment showed that financial incentives significantly improved workers’ perception of new technologies while opportunities for input alone did not. When workers see personal benefit in solving problems with technology, adoption accelerates.
  3. Establish learning pathways connected to problem complexity
    Workers motivated by career growth (+33.9% positive view on automation’s impact on upward mobility) actively seek out technologies that help them tackle increasingly complex problems. Create visible advancement paths tied to problem-solving mastery.

Innovation’s Human Catalyst

The most powerful lever for technology adoption isn’t better technology—it’s better job design. By restructuring roles to include meaningful problem-solving, you transform the innovation equation.

So here’s the million-dollar question every executive should be asking: Are you designing jobs that create automation champions, or are you merely automating jobs as they currently exist?

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

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Shifting Mindsets to Compete in an Ecosystem-Driven World

Shifting Mindsets to Compete in an Ecosystem-Driven World

GUEST POST from Greg Satell

In 1980 Harvard professor Michael Porter published Competitive Strategy, which recommended that firms create advantage by driving efficiencies throughout the value chain and mastering competitive forces by maximizing bargaining power. These concepts drove corporate thinking for decades.

Yet as AnnaLee Saxenian explained in Regional Advantage, around the same time that Porter’s ideas were ascending among CEOs in the establishment industries on the east coast, a very different way of doing business was gaining steam in Silicon Valley. The firms there saw themselves not as isolated fiefdoms, but as part of a larger ecosystem.

Competitive advantage can no longer be reduced to the sum of efficiencies in a value chain, but is embedded in webs of connections. To compete in an ecosystem-driven world, Leaders need to do more than adapt how we deploy assets, we need to look at things differently. It is no longer enough to merely plan and direct action, we need to inspire and empower belief.

Shifting From “Compel And Control” To “Access And Empower”

In the 1920s Henry Ford built the almost completely vertically integrated River Rouge plant. Because the company had the ability to produce just about every facet of its product itself (the plant even had its own steel mill), it had tremendous control over the value chain, making it virtually immune to the bargaining power of suppliers.

However, as the industry matured, other companies began to specialize in particular components. Ford, unable to compete in so many directions, became integrated into the larger ecosystem. In fact, during the financial crisis in 2008, the company’s CEO, Alan Mulally, said this in testimony to Congress:

“In particular, the collapse of one or both of our domestic competitors would threaten Ford because we have 80 percent overlap in supplier networks and nearly 25 percent of Ford’s top dealers also own GM and Chrysler franchises”

In a value-chain-driven world, Ford would have welcomed its competitors’ demise. In an ecosystem-driven-world, however, their collapse would damage nodes that the company itself depended on. Clearly, the principles of competitive advantage have changed. Today your fate depends less on the assets and capabilities you control, than what you can access.

That, in essence, is why we need an ecosystem strategy. Control has become a dangerous illusion. It’s what led to the demise of the East Coast technology companies such as DEC and Data General that AnnaLee Saxenian wrote in her book. By seeking full control of their value chain, they cut off connection to important parts of the ecosystem. When the market and technology shifted, they were left on their own island.

Building Silos Of Excellence

It’s become so common for pundits to complain about organizational silos that few even think about what it means anymore. Why do silos form in the first place? Why do they persist? If silos are so egregious, why are they so common? And once we get rid of them, what takes their place? To “break down silos” and not ask these questions is just lazy thinking.

Silos aren’t necessarily a bad thing. Essentially, they are centers of excellence. It’s true that people who work closely together naturally form a working culture and tacit domain knowledge that can be hard for others to penetrate, but breaking those units apart can undermine the important work they do.

Another problem is that when you reorganize to break down one kind of silo, you inevitably create others. If, for example, your company is organized around functional groups, then you will get poor collaboration around products. But when you reorganize to focus on product groups, you get the same problem within functions.

The truth is that you don’t want to break down silos, you want to connect them. What we need to learn is how to network our organizations to help silos become interoperable with other silos that have complementary resources and areas of areas of expertise. That, essentially, is what an ecosystem is, a network of interoperable networks.

Paradoxically, we need silos of excellence to provide value to the ecosystem in order to get value out. The best way to form a connection is to have something attractive that others want to connect to.

Connecting Silos To Leverage Platforms

It’s become clear that no organization can survive focusing exclusively on capabilities it owns and controls. Today, we need to leverage platforms to access ecosystems of technology, talent and information from a variety of stakeholders, including customers, partners, vendors and open platforms. Yet, that is often easier said than done.

The truth is that while platforms offer enormous possibilities to scale, they also have deep vulnerabilities. Yes, platforms can help connect to capabilities and assets, but they are no substitute for a sound business model that creates, delivers and captures value. That was one problem with Uber, it created connection, but little else.

Organizations that successfully leverage platforms do so with silos of capability at the core. Amazon has leveraged decades of investment in building an unparalleled logistic capability to create a dominant commerce platform. In a similar way, IBM has leveraged its expertise in quantum computing to create a network of like-minded organizations. Corporate Venture Capital (VC) funds leverage industry expertise to access entrepreneurial innovation.

There are a number of ways even small firms can leverage platforms to access ecosystems. The Manufacturing USA Institutes cater to small and medium sized firms. Local universities are often overlooked resources to access deep expertise. Harley Owners Groups are a great example of how firms can leverage their own customer networks.

Strategy Is No Longer A Game Of Chess

Traditionally, strategy has been seen as a game of chess. Wise leaders survey the board of play, plan their moves carefully and execute flawlessly. That’s always been a fantasy, but it was close enough to reality to be helpful. Organizations could build up sustainable competitive advantage by painstakingly building up bargaining power within the value chain.

Yet as Rita McGrath has pointed out, it’s no longer as important to “learn to plan” as it is to “plan to learn.” Today, a better metaphor for strategy is an online role-playing game, where you bring you certain capabilities and assets and connect with others to go on quests and discover new things along the way.

Unlike chess, where everyone knows that their objective is to capture the opponent’s king, in today’s ecosystem-driven world the basis of competition is in continuous flux, so we cannot be absolutely sure of the objective when we start out, or even if our opponent is really an opponent and not a potential ally.

That’s why strategy today requires a more Bayesian approach in which we don’t expect to get things right as much as we hope to become less wrong over time. As I wrote in Harvard Business Review some years ago, “competitive advantage” is no longer the sum of all efficiencies, but the sum of all connections. Strategy, therefore, must be focused on deepening and widening networks of information, talent, partners, and consumers.”

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

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Three Ways Teamwork Can Fail

Three Ways Teamwork Can Fail

GUEST POST from David Burkus

Teamwork is a constant in organizational life. You will work on teams for the majority of your career. Some of those teams will be an uplifting, engaging experience—but most will be an average or even a draining experience. Because most teams aren’t high-performing ones. Most teams fail to achieve a level of performance above the average of each individual’s capabilities. Most teams lack what Stephen Covey would call “synergy” but what organizational psychologists call “collective intelligence.”

Collective intelligence happens when a team’s performance on tasks exceeds what would be predicted by averaging the capabilities of each member. Collectively intelligence teams find a way to bring out more from each other than they even expected of themselves. And the inverse is true as well. When teams fail, it’s often because they fail to achieve collective intelligence.

In this article, we’ll outline three different reasons teamwork fails—or at least fails to achieve collective intelligence.

1. Social Loafing

The first reason teamwork fails is social loafing. Social loafing is a phenomenon that can seriously undermine the effectiveness of a team. It refers to individuals who do not fully commit to tasks or deadlines, taking advantage of the interdependence of work in teams. This lack of commitment can lead to missed deadlines, incomplete tasks, and a general decrease in team productivity.

The key to addressing social loafing is accountability. By holding each team member accountable for their assigned tasks, it is possible to remove the opportunity for social loafing. Regular check-ins can also be beneficial, as they allow team leaders to monitor progress and ensure that everyone is pulling their weight. By fostering a culture of accountability, teams can minimize the impact of social loafing and ensure that all members are contributing effectively.

2. Unequal Sharing

The second reason teamwork fails is unequal sharing. This occurs when certain individuals dominate conversations, preventing the full range of ideas from being expressed. When this happens, the benefits of all the team’s diversity are not fully utilized, leading to sub-optimal decision making.

To address unequal sharing, it can be helpful to introduce structure into team meetings. This could involve using timers to ensure that everyone gets a chance to speak or breaking larger teams into smaller groups to facilitate more balanced conversation. Encouraging conversational turn-taking can also be beneficial, as it ensures that all voices are heard.

3. Lack of Social Sensitivity

The third reason teamwork fails is a lack of social sensitivity. This is a less obvious, but equally damaging, issue that can affect team performance. It refers to the inability to perceive and empathize with the emotions and beliefs of others. This lack of empathy can lead to misunderstandings, conflict, and a lack of cohesion within the team.

Increasing social sensitivity within a team can be achieved in several ways. One effective strategy is to add more women to the team, as research has shown that teams with a higher proportion of women tend to have higher levels of social sensitivity. Additionally, taking steps to better understand and empathize with team members can also be beneficial. This could involve team-building exercises, training in emotional intelligence, or simply taking the time to listen and understand each other’s perspectives. By modeling behavior and teaching empathy, teams can become more socially sensitive and therefore more effective.

Building collective intelligence within a team is not always straightforward. It requires careful management and a commitment to fostering a positive team culture. By addressing issues such as social loafing, unequal sharing, and lack of social sensitivity, teams can become smarter and less likely to fail. The strategies outlined in this article provide a starting point for teams looking to improve their effectiveness and achieve their goals.

Image credit: Pixabay

Originally published on DavidBurkus.com on December 10, 2023

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5 Business Myths You Cannot Afford to Believe

5 Business Myths You Cannot Afford To Believe

GUEST POST from Shep Hyken

Sometimes a business idea or strategy seems to make total sense. Yet once it is implemented, it turns out to be a mistake. We rely upon research, stories and data to help us formulate what might work best. It’s okay to fail. But if you already know something is wrong, don’t make it worse by relying on a flawed business strategy.

I’ve taken some of my favorite topics I’ve researched and written about over the years and uncovered five myths that, while seeming to make sense, could cost you money, customers and maybe even your business. So, with that in mind, here are my five favorite business myths and the explanations behind why believing them cost your organization dearly.

  1. A Repeat Customer Is a Loyal Customer – The customer keeps coming back, so they must be loyal … wrong! Just because a customer comes back doesn’t always mean they love you. You must find out why they keep coming back. Maybe you have a physical location that is two miles closer than your competitor’s location. What if a competitor builds a store between you and your customer? You may find out they were loyal to your location and not to you. Or maybe your price is the lowest. If that’s what the customer loves, guess what happens when your competition offers a lower price? It turns out they were loyal to their wallet, not your store. There are a number of reasons customers come back that have nothing to do with how much they love the experience of doing business with you. But when you find someone who is truly loyal, keep doing what they love about you, and you may have them forever.
  2. We Want Satisfied Customers – This is a perfect follow-up to A Repeat Customer Is a Loyal Customer. No, you don’t want satisfied customers. You want loyal customers. In my customer service and CX research (sponsored by RingCentral), we asked more than 1,000 U.S. consumers if they were to rate an experience as “average” or “satisfactory,” how likely would they be to come back. Almost one in four (23%) said if they had a satisfactory experience, they would not be likely to or would never come back. Satisfactory is average, and the first opportunity the customer has to do business with a place that’s even slightly better than average, it’s a good possibility that they will move on.
  3. Only the Front Line Needs Customer Service Training – Customer service is not a department. It’s a philosophy that everyone in an organization must embrace. Everyone either deals directly with a customer, supports someone who does or is part of the process that drives or supports the customer experience. Someone in the warehouse may never see a customer, but if they fail to pack merchandise properly, they will negatively impact the experience, causing the customer to call and complain and make the company double its effort to send a product that isn’t damaged. Once the employees in the warehouse realize their impact on the experience, they will view their job in a new way and be focused on creating a better customer experience.
  4. Customer Loyalty Programs Create Loyal Customers – Customer loyalty programs are often about points, perks and discounts. An important question to consider is, “If you take those perks away, would the customer still be loyal to you?” That doesn’t mean you should do away with the program. While these types of programs may not drive true loyalty, what they will do is drive repeat business. So, recognize a loyalty program for what it is: a repeat business and marketing program. And if the customer keeps coming back, each and every time is an opportunity (beyond the points and perks) to validate their decision to do so with an experience that will keep them from even considering switching to your competition.
  5. The Customer Is Always Right – No, the customer is NOT always right, but they are always the customer. This is one of my favorite myths. Ten years ago, I wrote an entire article (Your Customers Are Not Always Right) devoted to this concept. For today, I’ll summarize it in one sentence: If the customer is wrong, let them be wrong with dignity and respect.

Don’t make the mistake of believing any of these myths. Rather than clinging to conventional wisdom that sounds good but potentially fails in practice, focus on understanding what’s behind these myths and what will work. Brainstorm with your team how you can “bust” these myths and create the experience that customers love and come back for.

Image Credit: Unsplash

This article was originally published on Forbes.com.

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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?

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Better Decision Making at Speed

Better Decision Making at Speed

GUEST POST from Mike Shipulski

If you want to go faster there are three things to focus on: decisions, decisions, and decisions.

First things first – define the decision criteria before the work starts. That’s right – before. This is unnatural and difficult because decision criteria are typically poorly defined, if not undefined, even when the work is almost complete. Don’t believe me? Try to find the agreed-upon decision criteria for an active project. If you can find them, they’ll be ambiguous and incomplete. If you can’t find them, well, there you go.

Decision criteria aren’t just categories -like sales revenue, speed, weight – they all must have a go-no-go threshold. Sales must be greater than X, speed must be greater than Y and weight must be less than Z. A decision criterion is a category with a threshold value.

Second, before the work starts, define the actions you’ll take if the threshold values are achieved and if they are not. If sales are greater than X, speed is greater than Y and weight is less than Z, we’ll invest A dollars a year for B years to scale the business. If one of X, Y or Z are less than their threshold value, we’ll scrap the project and distribute the team throughout the organization.

Lastly, before the work starts, define the decision-maker and how their decision will be documented and communicated. In practice, there is usually just one decision-maker. So, strive to write down just one person’s name as the decision-maker. But that person will be reluctant to sign up as the decision-maker because they don’t want to be mapped the decision if things flop. Instead, the real decision-maker will put together a committee to make the decision.

To tighten things down for the committee, define how the decision will be made. Will it be a simple majority vote, a super-majority, unanimous decision or the purposefully ambiguous consensus vote. My bet is on consensus, which allows the individual committee members to distance themselves from the decision if it goes badly. And, it allows the real decision-maker to influence the consensus and effectively make the decision without making it.

Formalizing the decision process creates speed. The decision categories help the team avoid the wrong work and the threshold values eliminate the time-wasting is-it-good-enough arguments. When the follow-on actions are predefined, there’s no waiting there’s just action. And defining upfront the decision-maker and the mechanism eliminates the time-sucking ambiguity that delays decisions.

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The Role Platforms Play in Business Networks

The Role Platforms Play in Business Networks

GUEST POST from Geoffrey A. Moore

A decade and a half ago, my colleague at TCG Advisors, Philip Lay, led a body of work with SAP around the topic of business network transformation. It was spurred by the unfolding transition from client-server architecture to a cloud-first, mobile-first world, and it explored the implications for managing both high-volume transactions as well as high-complexity relationships. Our hypothesis was that high-volume networks would be dominated by a small number of very powerful concentrators whereas the high-complexity networks would be orchestrated by a small number of very influential orchestrators.

The concentrator model has played out pretty much as expected, although the astounding success of Amazon in dominating retail is in itself a story for the ages. The key has been how IT platforms anchored in cloud and mobile, now supplemented with AI, have enabled transactional enterprises in multiple sectors of the economy to scale to levels previously unimaginable. And these same platforms, when opened to third parties, have proved equally valuable to the long tail of small entrepreneurial businesses, garnering them access to a mass-market distribution channel for their offerings, something well beyond their reach in the prior era.

The impact on the orchestrator model, by contrast, is harder to see, in part because so much of it plays out behind closed doors “in the room where it happens.” Enterprises like JP Morgan Chase, Accenture, Salesforce, Cisco, and SAP clearly extend their influence well beyond their borders. Their ability to orchestrate their value chains, however, has historically been grounded primarily in a network of personal relationships maintained through trustworthiness, experience, and intelligence, not technology. So, where does an IT platform fit into that kind of ecosystem?

Here it helps to bring in a distinction between core and context. Core is what differentiates your business; context is everything else you do. Unless you are yourself a major platform provider, the platform per se is always context, never core. So, all the talk about what is your platform strategy is frankly a bit overblown. Nonetheless, in both the business models under discussion, platforms can impinge upon the core, and that is where your attention does need to be focused.

In the case of the high-volume transaction model, where commoditization is an everyday fact of life, many vendors have sought to differentiate the customer experience, both during the buying process and over the useful life of the offer. This calls for deep engagement with the digital resources available, including accessing and managing multiple sources of data, applying sophisticated analytics, and programming real-time interactions. That said, such data-driven personalization is a tactic that has been pursued for well over a decade now, and the opportunities to differentiate have diminished considerably. The best of those remaining are in industries dominated by an oligopoly of Old Guard enterprises that are so encumbered with legacy systems that they cannot field a credible digital game. If you are playing elsewhere, you will likely fare better if you get back to innovating on the offering itself.

In the case of managing context in a high-complexity relationship model, it is friction that is the everyday fact of life worth worrying about. Most of it lies in the domain of transaction processing, the “paperwork” that tags along with every complex sale. Anything vendors can do to simplify transactional processes will pay off not only in higher customer satisfaction but also in faster order processing, better retention, and improved cross-sell and up-sell. It is not core, it does not differentiate, but it does make everyone breathe easier, including your own workforce. Here, given the remarkable recent advances in data management, machine learning, and generative AI, there is enormous opportunity to change the game, and very little downside risk for so doing. The challenge is to prioritize this effort, especially in established enterprises where the inertia of budget entitlement keeps resources trapped in the coffers of the prior era’s winning teams.

The key takeaway from all this is that for most of us platforms are not strategic so much as they are operational. That is, the risk is less that you might choose an unsuitable platform and more that you may insufficiently invest in exploiting whatever one you do choose. So, the sooner you get this issue off the board’s agenda and into your OKRs, the better.

That’s what I think. What do you think?

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