Moving into a new year is always a time for retreating and reflecting to accelerate growth and harvest new ideas from our feelings, thoughts, and learnings gleaned from the last two years of disruption, extreme uncertainty, and instability. Whether you are actively seeking to disrupt yourself, your team, and your organization to effect sustainable success this year, or not, we all have the opportunity to adapt, innovate and grow from the range of challenging events that impacted us in the past 24 months. This is why it might be useful to see these disruptive events as positive, powerful, and impactful forces for creating new cracks in your own, or your team or organizational soil – to sow some imaginative, creative, and inventive seeds for effecting positive change in an unstable world.
To see them germinate the desired changes you want for yourself, your team, and organization and deliver them, to survive and thrive in 2022.
We are all being challenged by disruption
Our status quo and concepts of business-as-usual have all been significantly disrupted, resulting in a range and series of deep neurological shocks, that have shaken many of us, our teams, and our organizations, to our very cores. Some of us adapted to a sense of urgency and exploited the opportunity to reinvent, iterate, or pivot our teams and organizations, towards co-creating individual and intentional “new normals” and just “got on” with it. Some of us have continually denied, defended, and avoided making changes, where many of us have sunk deeply into our fears and anxieties, falsely believing that our lives, and our work, would eventually go back to “normal”.
This is because a significant number of our habitual, largely unconscious mental models and emotional states, were disrupted, largely by events beyond our individual and collective control. Causing many of us to experience “cognitive dissonance” (a situation involving conflicting attitudes, beliefs, or behaviors that produce feelings of mental discomfort leading to an alteration in one of the attitudes, beliefs, or behaviors to reduce the discomfort and restore balance) from the chaos, discomfort, confusion, and conflict.
Which saw many of us, disconnect cognitively and emotionally, from the current disruptive reality, where some of us secretly hoped that “it will all go away” manifesting and festering fundamentally and unconsciously, as inherent neurological immobility, (freeze, fight, flight) resulting in many areas as resistance to change.
Why disrupt yourself, your team, and organization?
Yet disruptive change is inevitable, the speed and pace of exponential change cannot be stopped, the range of complex and wicked global and local problems that need to be solved collectively, aren’t going away.
Job security and full-time employment, as hybrid and virtual work, and technology accelerate, are becoming “things of the past” as the workplace continues to destabilize through digitization, AI, and automation.
Whilst the war for talent also accelerates as the great resignation sets in and people make powerful, empowered life balance decisions and are on the move globally.
Taking the first steps to disrupt yourself, your team, and organization
In this time of extreme uncertainty, we have a unique moment in time, to disrupt ourselves, teams, and organizations by:
Hitting our individual, collective mental, and emotional pause buttons, to retreat from our business-as-usual activities, and take time out to reflect upon paying attention and qualifying:
How specifically have I/we been disrupted?
How have our people, teams, and customers been disrupted?
What are some of the major collective impacts on our organization’s current status and how might these impact our future growth potential and overall sustainability?
How connected are we to an exponential world, how can we ensure that our feelings, thoughts, and actions, connect with what is really happening to us, our teams, and our customers?
What causes disconnection and how might we manage it to be more mentally tough and emotionally agile in an extremely uncertain future?
What really matters to us, our teams, organizations, and customers – what do our people, teams, and customers really want from us?
What are some of the key elements of our organizational strategy to enact our purpose and deliver our mission?
Generating safe, evocative, provocative, and creative conversations, that evoke deep listening and deep questioning, about how to individually and collectively reconnect, revitalize, rejuvenate and reenergize people, teams and organizations to survive and thrive through asking:
How can we engage and harness our people and teams’ energies in ways that mobilize their collective intelligence to evoke new mindset shifts and new ways of thinking and acting?
What are some of the key mindsets and traits we need to disrupt, shift, and cultivate to be successful to adapt and grow through disruption?
What skills do our leaders and teams need to learn to think and act differently to shift the organizations culture to deliver our strategy?
What does it mean to us, our teams, and organizations to be creative, inventive, and innovative – How might we shift our teams and organizations to be more creative, inventive, and innovative?
What are the new behavioral norms that will support and enable us to execute agile and innovative changes?
How might becoming agile and innovative help our people, teams co-create a healthy, high-performing, and sustainable organizational culture?
How might becoming agile and innovative add value to the quality of people’s lives and help our customers flourish?
Creating safe environments where people and teams are allowed to experiment, have permission, and are trusted to practice, make mistakes as they move through difficult emotions, and take little bets in low stake situations.
Intentionally breaking organizational routines and habits, to create space in people’s brains for new neural pathways to be developed.
Enabling people and teams to become mindful of their triggers, to interrupt their automatic reactions.
Equipping people and teams to thoughtfully and intentionally respond to situations, that make them uncomfortable and risk-averse, by knowing how to think differently.
Bringing more play into the way people work, encourages people to be imaginative, inquisitive, curious, and improvisational, to seek different ways of thinking and acting, that really make a difference in how work gets done.
Support people and teams to learn by doing, and failing fast, without the fear of blame, shame, and retribution, despite it being risky to do that.
Why not disrupt yourself, your team, and organization?
The future is going to be full of disruptive events and circumstances that will impact is our families, communities, team, and organizations, and the conditions of extreme uncertainty and disruption are not going to go away. In fact, they are fundamental to what might be described as our collective “new normal” and it’s up to you to disrupt yourself, your team, and organization, to lead, adapt and grow, to survive and thrive through it.
Find out about The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 8-weeks, starting May 2022. It is a blended learning program that will give you a deep understanding of the language, principles, and applications of a human-centered approach to innovation, within your unique context. Find out more.
Contact us now at mailto:janet@imaginenation.com.au to find out how we can partner with you to learn, adapt, and grow your business, team and organization through disruption.
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Agile practices are often celebrated in the software development realm, promising flexibility, responsiveness, and enhanced collaboration. But, the principles of Agile can be extended beyond software. At its core, Agile strives to deliver value and facilitate continuous improvement, making it a valuable methodology for a variety of disciplines. In this article, we will explore how Agile practices can be integrated into non-software projects, supported by two compelling case studies.
Case Study 1: Agile in Marketing Campaign Management
Background: A global retail company, RetailCorp, faced challenges with their traditional marketing campaign management process, which was rigid, slow to adapt to market trends, and resulted in delayed campaign launches.
Agile Implementation: RetailCorp adopted Scrum, one of the most popular Agile frameworks, for their marketing team. They formed a cross-functional team including designers, content creators, data analysts, and campaign managers to collaborate and focus on delivering incremental value. Daily stand-ups, sprint planning, and retrospectives were introduced to the non-software team.
Outcomes:
Increased Flexibility: The marketing team could swiftly pivot strategies in response to competitors’ actions or new market data.
Enhanced Collaboration: The cross-functional team dynamic fostered innovation and creative problem-solving.
Reduced Time to Market: Campaigns were launched 30% faster compared to the previous process.
Case Study 2: Agile in Product Design and Development
Background: DesignStudio, a company specializing in developing consumer electronics, sought a way to accelerate their product design and development timeline without compromising quality.
Agile Implementation: DesignStudio embraced Kanban, aiming for a leaner workflow. They visualized the design and development process using Kanban boards, which provided transparency and facilitated the spotting and resolution of bottlenecks.
Outcomes:
Improved Workflow Efficiency: By limiting work in progress, DesignStudio minimized context-switching and improved focus.
Enhanced Quality: Continuous feedback loops ensured that design flaws were identified and corrected earlier in the process.
Faster Development Lifecycle: Products were designed and ready for market 25% quicker.
Keys to Successful Agile Integration in Non-Software Projects
Here are several strategies for successfully integrating Agile practices into non-software projects:
Adapt and Tailor: Customize Agile practices to fit the unique requirements and constraints of your non-software projects.
Focus on Training: Provide comprehensive Agile training to ensure teams understand the principles and can swiftly adapt.
Emphasize Collaborative Culture: Foster an environment where open communication and collaboration are prioritized, breaking down traditional silos.
Measure and Iterate: Regularly assess the effectiveness of Agile practices in achieving project goals and iterate for continuous improvement.
By harnessing Agile practices, non-software projects can achieve higher levels of efficiency, flexibility, and quality. The principles underpinning Agile aren’t limited to software; they are about fostering a culture of adaptability, continuous learning, and value-driven outcomes. As organizations continue to evolve in competitive landscapes, Agile methodologies offer a powerful tool for achieving sustainable success.
This article provides an insightful exploration of integrating Agile practices into non-software projects, featuring two illustrative case studies. It demonstrates practical examples and key strategies for successful Agile adoption beyond the realm of software development.
Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.
Image credit: Unsplash
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After a week of torrid voting and much passionate support, along with a lot of gut-wrenching consideration and jostling during the judging round, I am proud to announce your Top 40 Innovation Bloggers of 2021:
Janet Sernack Janet Sernack is the Founder and CEO of ImagineNation™ which provides innovation consulting services to help organizations adapt, innovate and grow through disruption by challenging businesses to be, think and act differently to co-create a world where people matter & innovation is the norm.
Greg Satell Greg Satell is a popular speaker and consultant. His first book, Mapping Innovation:A Playbook for Navigating a Disruptive Age, was selected as one of the best business books in 2017. Follow his blog at Digital Tonto or on Twitter @Digital Tonto.
Jesse Nieminen Jesse Nieminen is the Co-founder and Chairman at Viima, the best way to collect and develop ideas. Viima’s innovation management software is already loved by thousands of organizations all the way to the Global Fortune 500. He’s passionate about helping leaders drive innovation in their organizations and frequently writes on the topic, usually in Viima’s blog.
Robert B Tucker Robert B. Tucker is the President of The Innovation Resource Consulting Group. He is a speaker, seminar leader and an expert in the management of innovation and assisting companies in accelerating ideas to market.
Rachel Audige Rachel Audige is an Innovation Architect who helps organisations embed inventive thinking as well as a certified Systematic Inventive Thinking Facilitator, based in Melbourne.
Howard Tiersky Howard Tiersky is an inspiring and passionate speaker, the Founder and CEO of FROM, The Digital Transformation Agency, innovation consultant, serial entrepreneur, and the Wall Street Journal bestselling author of Winning Digital Customers: The Antidote to Irrelevance. IDG named him one of the “10 Digital Transformation Influencers to Follow Today”, and Enterprise Management 360 named Howard “One of the Top 10 Digital Transformation Influencers That Will Change Your World.”
Paul Sloane Paul Sloane writes, speaks and leads workshops on creativity, innovation and leadership. He is the author of The Innovative Leader and editor of A Guide to Open Innovation and Crowdsourcing, both published by Kogan-Page.
Pete Foley A twenty-five year Procter & Gamble veteran, Pete has spent the last 8+ years applying insights from psychology and behavioral science to innovation, product design, and brand communication. He spent 17 years as a serial innovator, creating novel products, perfume delivery systems, cleaning technologies, devices and many other consumer-centric innovations, resulting in well over 100 granted or published patents. Find him at pete.mindmatters@gmail.com
Nicolas Bry Nicolas is an International Innovation Executive, expert in corporate innovation programs, and innovation labs, designing place where good innovation thrives! He currently helps the 20 innovation managers of Orange Africa to develop their projects locally. In 2019 he wrote The Intrapreneurs’ Factory, a practical guide to leverage intrapreneurship for your company, and is the writer of the innovation blog RapidInnovation.fr.
Linda Naiman Linda Naiman helps executives and their teams develop creativity, innovation, and leadership capabilities, through coaching, training and consulting. She brings a multi-disciplinary approach to learning and development by leveraging arts-based practices to foster creativity at work, and design thinking as a strategy for innovation.
Anthony Mills Anthony Mills is the Founder & CEO of Legacy Innovation Group (www.legacyinnova.com), a world-leading strategic innovation consulting firm working with organizations all over the world. Anthony is also the Executive Director of GInI – Global Innovation Institute (www.gini.org), the world’s foremost certification, accreditation, and membership organization in the field of innovation. Anthony has advised leaders from around the world on how to successfully drive long-term growth and resilience through new innovation. Learn more at www.anthonymills.com. Anthony can be reached directly at anthony@anthonymills.com.
John Bessant John Bessant has been active in research, teaching, and consulting in technology and innovation management for over 25 years. Today, he is Chair in Innovation and Entrepreneurship, and Research Director, at Exeter University. In 2003, he was awarded a Fellowship with the Advanced Institute for Management Research and was also elected a Fellow of the British Academy of Management. He has acted as advisor to various national governments and international bodies including the United Nations, The World Bank, and the OECD. John has authored many books including Managing innovation and High Involvement Innovation (Wiley). Follow@johnbessant
Mike Shipulski Mike Shipulski brings together people, culture, and tools to change engineering behavior. He writes daily on Twitter as @MikeShipulski and weekly on his blog Shipulski On Design.
Scott Anthony Scott Anthony is a strategic advisor, writer and speaker on topics of growth and innovation. He has been based in Singapore since 2010, and currently serves at the Managing Director of Innosight’s Asia-Pacific operations.
Jeffrey Phillips Jeffrey Phillips has over 15 years of experience leading innovation in Fortune 500 companies, federal government agencies and non-profits. He is experienced in innovation strategy, defining and implementing front end processes, tools and teams and leading innovation projects. He is the author of Relentless Innovation and OutManeuver. Jeffrey writes the popular Innovate on Purpose blog. Follow him @ovoinnovation
Phil McKinney Phil McKinney is the Author of “Beyond The Obvious”, Host of the Killer Innovations Podcast and Syndicated Radio Show, a Keynote Speaker, President & CEO CableLabs and an Innovation Mentor and Coach.
Gijs van Wulfen Gijs van Wulfen helps organizations to structure the chaotic start of innovation as author, speaker and facilitator. He is the founder of the FORTH innovation method and author of the innovation bestseller The Innovation Expedition. He was chosen by LinkedIn as one of their first 150 Influencers. Follow Gijs @gijsvanwulfen
Kate Hammer Kate Hammer is a joint founder of KILN, working with large-scale companies in the USA and Australia to transform their internal innovation processes. Kate works as a business storyteller. In 2012, she created StoryFORMs to help others articulate their commercial & organisational stories. Kate offers workshops & 1:1 coaching.
Phil Buckley Phil Buckley is an award-winning author and change management strategist with over 32 large-scale change initiatives, including co-leading global change management for the $19.6 billion Kraft Foods acquisition of Cadbury. He is the author of two books: Change on the Run and Change with Confidence. You can find Phil’s podcast and monthly newsletter at www.changewithconfidence.com.
Tamara Ghandour Tamara Ghandour of GoToLaunchStreet is a TED speaker and entrepreneur. From building and running multimillion dollar businesses, advising Fortune 500 like Disney, Procter and Gamble and RICOH on fostering innovative ideas and people. Tamara’s life is about breaking through the status quo for game-changing results, and that’s what her keynotes, online programs and assessments can do for you.
Tom Koulopoulos Tom Koulopoulos is the author of 10 books and founder of the Delphi Group, a 25-year-old Boston-based think tank and a past Inc. 500 company that focuses on innovation and the future of business. He tweets from @tkspeaks.
Michael Graber Michael Graber is the cofounder and managing partner at Southern Growth Studio, a Memphis-based firm that specializes in growth strategy and innovation. A published poet and musician, Graber is the creative force that complements the analytical side of the house. He speaks and publishes frequently on best practices in design thinking, business strategy, and innovation and earned an MFA from the University of Memphis.
Yoram Solomon Dr. Yoram Solomon is the author of The Book of Trust and 12 more books, a TEDx and keynote speaker, the founder of the Innovation Culture Institute, and an adjunct professor of entrepreneurship. You can follow him everywhere on @yoramsolomon.
Shilpi Kumar Shilpi Kumar an inquisitive researcher, designer, strategist and an educator with over 15 years of experience, who truly believes that we can design a better world by understanding human behavior. I work with organizations to identify strategic opportunities and offer user-centric solutions.
Shawn Nason Shawn Nason, founder and CEO of MOFI, lives his life with a commitment to make everyone he meets a part of his family. Armed with the gift of discernment, he has the uncanny ability to walk alongside people as they struggle to connect with their deepest passions and engage their most debilitating demons. He challenges the world around him to be fully present, get real, and knock down the barrier that separates the various compartments in their lives.
Jeff Rubingh Jeff Rubingh is a technology innovation expert, consultant and analyst. Focused on the intersection between technology and business, Jeff helps clients identify ground-breaking solutions that maximize ROI across existing and emerging technology disciplines.
Ludwig Melik Ludwig Melik is CEO of Planbox, whose mission is to help organizations thrive by transforming the culture of agile work, continuous innovation, and creativity across the entire organization… Connect with him on LinkedIn or join the conversation by following Planbox on Facebook, Twitter, and LinkedIn.
Soren Kaplan Soren Kaplan is the bestselling and award-winning author of Leapfrogging and The Invisible Advantage, an affiliated professor at USC’s Center for Effective Organizations, a former corporate executive, and a co-founder of UpBOARD. He has been recognized by the Thinkers50 as one of the world’s top keynote speakers and thought leaders in business strategy and innovation.
Shelly Greenway Shelly Greenway is a front-end innovation strategist and partner at The Strategy Distillery– a brand innovation consultancy that specialises in opportunity hunting and proposition development. Their success rates are driven by their proprietary consumer co-creation IP. Follow @ChiefDistiller
Eric Eskey Eric Eskey is a Managing Director at Strategyn, an innovation consultancy. Eric is in the business of creating the future. I aim to use the resources he has – his work, investments, voice, and imagination – to encourage innovation and defeat the hidden forces that resist it.
Mick Simonelli Mick Simonelli is an innovator with 20+ years of implementing change and positive disruption at USAA. As a military veteran, he held transformation roles in numerous military organizations; and as a business executive, he purposely hired vets to help launch numerous innovations as the Chief Innovation Officer for a Fortune 500 company. Mick currently serves as an innovation consultant and can be found at www.micksimonelli.com Follow @MickSimonelli
Mitch Ditkoff Mitch Ditkoff is the Co-Founder and President of Idea Champions and the author of “Awake at the Wheel”, as well as the very popular Heart of Innovation blog.
Peter Cook Peter Cook leads Human Dynamics and The Academy of Rock, providing Keynotes, Organisational Development and Coaching. He is the author of seven books on business leadership. His three passions are science, business and music, having led innovation teams for 18 years to develop life-saving drugs including the first treatments for AIDS and the development of Human Insulin. Peter is Music and Business editor at Innovation Excellence. You can follow him on twitter @Academyofrock.
Mukesh Gupta Mukesh Gupta is Director of Customer Advocacy, SAP India Private Limited. He also served as Executive Liaison for the SAP User group in India, and as a Global Lead in Sales & Business Development. He blogs, and shares podcasts and videos, on his site rmukeshgupta.com
Paul Hobcraft Paul Hobcraft runs Agility Innovation, an advisory business that stimulates sound innovation practice, researches topics that relate to innovation for the future, as well as aligning innovation to organizations core capabilities. Follow @paul4innovating
Ralph Christian Ohr Dr. Ralph-Christian Ohr has extensive experience in product/innovation management for international technology-based companies. His particular interest is targeted at the intersection of organizational and human innovation capabilities. You can follow him on Twitter @Ralph_Ohr.
Randy Pennington Randy Pennington is an award-winning author, speaker, and leading authority for helping leaders deliver positive results in a world of uncertainty and change. To learn more or to engage Randy for your organization, visit www.penningtongroup.com, email info@penningtongroup.com, or call 972-980-9857 (U.S.).
If your favorite didn’t make the list, then next year try to rally more votes for them or convince them to increase the quality and quantity of their contributions.
Our lists from the ten previous years have been tremendously popular, including:
The Balanced Scorecard has historically been viewed as a tool for strategic management, yet its principles are equally applicable for fostering innovation within organizations. Here, I will guide you through developing a Balanced Scorecard specifically designed for innovation. This approach ensures innovation activities align with broader organizational goals, measuring both tangible and intangible success metrics.
Components of an Innovation Balanced Scorecard
The Innovation Balanced Scorecard should be customized to reflect each organization’s unique goals and industry-specific challenges. However, the following four perspectives provide a foundational structure:
Financial Perspective: Although innovation is inherently risky, financial metrics are critical. Track investments, cost savings due to innovation, and revenue generated from new products or services.
Customer Perspective: Innovation should always aim to enhance customer satisfaction or engagement. Analyze customer feedback, adoption rates of new offerings, and Net Promoter Scores (NPS) for innovative products.
Internal Process Perspective: Examine the efficiency of innovation processes. Look at the cycle time from idea generation to execution, and the number of successfully implemented ideas.
Learning and Growth Perspective: Foster a culture of continuous improvement and learning. Measure employee engagement in innovation activities, skills development, and knowledge sharing.
Case Study 1: 3M
3M, renowned for its innovative culture, implemented a Balanced Scorecard for innovation, focusing on maintaining a steady stream of profitable products. Their strategy incorporated:
Financial: A target that 30% of annual sales must come from products introduced in the past 5 years.
Customer: Surveys and direct feedback loops with users to guide iterative product development.
Internal Process: A robust stage-gate process to efficiently filter and promote viable innovations.
Learning and Growth: Time allocation policies empowering employees with 15% of work time for personal innovation projects.
3M’s Balanced Scorecard alignment has maintained its reputation as a leader in innovation, generating substantial growth and market differentiation.
Case Study 2: Google
Google, a tech giant, leverages the Balanced Scorecard to foster innovation while maintaining focus on core competencies:
Financial: Investment in moonshot projects through X, their “moonshot factory,” aiming for long-term fortune through innovation.
Customer: Data-driven customer insights guide the direction of Google’s digital products to ensure user-centered design.
Internal Process: Adoption of agile methodologies and DevOps to speed up product iterations and innovation cycles.
Learning and Growth: Comprehensive learning programs and cross-functional innovation workshops focus on employee growth and fostering a creative workspace.
Google’s innovative Balanced Scorecard approach ensures it remains at the forefront of the technology industry, continuously pioneering new breakthroughs.
Conclusion
The Balanced Scorecard for Innovation not only aligns innovation with corporate goals but also ensures a clear framework for evaluating success. Organizations that successfully integrate it, as seen in the cases of 3M and Google, often find themselves on a sustainable path of growth and competitive advantage. For leaders, this tool offers a comprehensive approach to balance opportunity with execution in the pursuit of innovation.
This article on creating a Balanced Scorecard for innovation, with examples from 3M and Google aims to provide a comprehensive understanding of how organizations can structure their efforts to align with strategic goals, fostering growth and sustaining competitive advantages. I hope it helps!
SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.
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Most large organizations are led and managed very systematically, and they pride themselves on that. Managers and leaders within those organizations are usually smart, educated, and want to make data-driven, evidence-based decisions.
However, when it comes to innovation, that can be a part of the problem as Clayton Christensen famously pointed out.
Many leaders these days are well aware of the problem, but even if they are, they may still have a hard time leading innovation because the approach is so different from what most of them are used to in their day-to-day. The mindset, mental models and frameworks needed are just fundamentally different.
So, to get it right, you need to pick out the right frameworks and mental models and use those to lead both your own thinking, as well as your teams. Because innovation has become such a hot topic, there’s been an explosion in the number of these. So, how do you know which ones to adopt?
Well, in these situations, it’s often beneficial to take a step back and go to the roots of the phenomenon to figure out what the timeless fundamentals are, and what’s just part of the latest fad.
So, in this article, we’ll look at arguably the oldest innovation framework in the world, the scientific method. We’ll first explore the concept and briefly compare it to more modern frameworks, and then draw some practical takeaways from the exercise.
What is the scientific method and how does it relate to innovation?
Most of us probably remember hearing about the scientific method, and it’s generally seen as the standard for proving a point and for exploring new phenomena. Having said that, given that even to this day, there still isn’t a clear consensus on what the scientific method actually is, it’s probably a good idea to explore the term.
The scientific method is a systematic, iterative, and primarily empirical method of acquiring knowledge.
Some of the key ideas behind the scientific method actually date back to ancient times and several different cultures, perhaps most famously to Ancient Greece. The initial principles evolved gradually throughout the years, but it took until the Enlightenment before the term “scientific method” began to be used, and these principles became popularized.
With that background we can safely call the scientific method the oldest innovation framework in the world. In the end, applying this method is where most of the big technological innovations and breakthroughs we all now know and benefit from every day, have come from throughout history.
But enough about history, what does the process actually look like? Well, as mentioned, that depends on whom you ask, but the key principles everyone agrees on are that it is a systematic, iterative, and primarily empirical method of acquiring knowledge.
Again, there’s no consensus on the exact steps used in the process, and there are also minor variances in terminology, but the four steps practically every version seems to have can be seen from the chart below.
While traditionally the scientific method has been used primarily for basic research, it’s been the inspiration for many recent, popular processes and frameworks around business innovation.
At a high level, most of these are very similar to the scientific method, just applied to a more specific domain, and that come with some practical guidelines for applying said methods in practice.
With so many similarities, there’s clearly something there that’s worth paying attention to. Let’s next dive deeper to understand why that is the case.
Why are the frameworks so similar?
By definition, innovation is about creating and introducing something new. Sometimes that can mean small, incremental changes, but often we’re talking something much bigger.
And, in today’s globalized, hyperconnected and rapidly moving world, a lot of volatility, uncertainty, complexity and ambiguity (VUCA) will always be involved, especially when you’re moving into these uncharted waters.
This leads to two fundamental problems:
You usually can’t have all the information before making a decision
Whatever plans and assumptions you initially make will likely be wrong
What that in turn means is that many of the practices and frameworks leaders have applied for years in managing people and projects as they’ve risen through the ranks of the business, will not be applicable here. In fact, they can even be counterproductive as we pointed out in the introduction. Some leaders have a hard time accepting this and adapting to the new reality, and that usually doesn’t end well.
On the other hand, some leaders that have realized this have decided to go to the other extreme. They’ve heard stories of these great visionaries and innovators that had a dream of the future and just refused to take no for an answer. While there is a lot to like in that approach, the mistake that often happens is that once these leaders embark on that journey, they refuse to adapt their vision to meet the reality.
Finding the right balance is always tricky, but what helps with that is adapting the iterative, exploratory, and empirical approach of the scientific methodand the other frameworks and processes we mentioned before.
This doesn’t mean that it would be a free-for-all, on the contrary. These processes are in fact systematic and usually quite structured.
The purpose of the scientific method is to create structure and understanding from what seems like an incomprehensible mess.
To put it in another way, the purpose of the scientific method is actually to create structure and understanding from what initially seems like an incomprehensible mess – and that is the foundation that most great innovations are built on.
What can we learn from that?
Let’s now reflect on what that means for the day-to-day job of innovators and leaders managing innovation.
For me, it essentially boils down to three main takeaways. We’ll next cover each of them briefly.
Innovation is a learning process, just like the scientific method
As we just covered, most innovation processes abide by the same key principles as the scientific method. They are iterative, empirical, and exploratory. But they are also systematic, evidence-based, and most importantly, focused on learning and solving problems.
With innovation, your first priority is always to be skeptical of your initial plan and question your assumptions. When you do that and look at the data objectively to try figure out how and why things work the way they do, you’ll unlock a deeper level of understanding, and that level of understanding is what can help you solve problems and create better innovations that make a real difference for your customers and your organization.
To sum up, when you’re trying to build the future, don’t assume you’re right. Instead, ask how you’re wrong, and why. Often the hardest part about learning is to unlearn what you’ve previously learned. This is what’s often referred to as first principles thinking.
“Trying things out” isn’t unscientific or non-evidence-based
We still see leaders in many organizations struggle to admit that they, either as a leader or as an organization, don’t know something.
There’s often resistance to admitting a lack of understanding and to “trying things out” because those are seen as amateurish and unscientific or non-evidence-based, approaches. Rational leaders naturally want to do their homework before choosing a direction or committing significant resources to an initiative.
However, with innovation, often doing your homework properly means that you understand that you don’t know all the answers and need to figure out a way to find out those answers instead of just trusting your gut or whatever market research you might have been able to scrape together.
“Trying things out” is how more or less every meaningful innovation has ever been created. By definition, there’s always an amount of trial and error involved in that process.
So, if you recognize yourself struggling to embrace the uncertainty, take a hard look in the mirror, be more pragmatic and have the courage to make yourself vulnerable. If you have the right talent in your team, being vulnerable is actually a great way to gel the team together and improve performance.
On the other hand, if you understand all of this, but your boss doesn’t, it might be a good idea to politely remind them of how the scientific method works. While it’s not a silver bullet that would be guaranteed to convert everyone into a believer at once, I’ve found this to be a good way to remind leaders how science and progress really gets made.
Essentially, you need to convince them that you know what you’re doing and have a rational, evidence-based plan purpose-built to combat the VUCA we already talked about.
It requires a different management style
As you’ve probably come to understand by now, all of that requires a very different style of management than what most managers and leaders are used to.
To make innovation happen in an organization, leaders do need to provide plenty of structure and guidance to help their teams and employees operate effectively. Without that structure and guidance, which good innovation processes naturally help provide, you’re essentially just hoping for the best which isn’t exactly an ideal strategy.
However, managing innovation is more about setting direction and goals, questioning assumptions, as well as removing obstacles and holding people accountable, than it is about the way most people have learned to manage as they’ve risen in the ranks, which is by breaking a project or goal into pre-defined tasks and then simply delegating those down in the organization.
The traditional approach works well when you have a straightforward problem to solve, or job to accomplish, even if it’s a big and complicated project like building a bridge. These days, the laws of physics related to that are well understood. But if you’re entering a new market or innovating something truly novel, the dynamics probably won’t be as clear.
Also, when it comes to capital allocation for innovation, you can certainly try to create a business plan with detailed investment requirements and a thorough project plan along with precise estimates for payback times, but because odds are that all of your assumptions won’t be right, that plan is likely to do more harm than good.
Instead, it’s usually better to allocate capital more dynamically in smaller tranches, even if your goals are big. This can help stay grounded and focus work on solving the next few problems and making real progress instead of executing on a grandiose plan built on a shaky or non-existent foundation.
Conclusion
The scientific method is arguably the oldest innovation framework in the world. While it has naturally evolved, it’s largely stood the test of time.
The scientific method has allowed mankind to significantly accelerate our pace of innovation, and as an innovator, you’d be wise to keep the key principles of the method in mind and introduce processes that institutionalize these within your organization.
Innovation is an iterative process of learning and solving problems, and succeeding at it takes a lot of humility, pragmatism, and even vulnerability. With innovation, you just can’t have all the answers beforehand, nor can you get everything right on the first try.
When you’ve been successful on your career, it’s sometimes easy to forget all of that. So, make sure to remind yourself, and the people you work with, of these principles every now and then.
Fortunately, there’s nothing quite like putting your most critical assumptions to test and learning from the experiment to bring you down to earth and remind yourself of the realities!
Innovation is, without a doubt, a creative endeavor. However, many people still think it’s all about creativity. There’s a magical a-ha moment, and the rest is history.
Well, as we’ve explained before, that’s just not true. Those that have really been trying to innovate know that there is much more hard work than there is fun and games in the process of creating and scaling an innovation.
Thus, discipline plays a huge role in innovation. In fact, I’d argue that discipline is one of the least spoken about, yet most important factors determining whether individuals and organizations succeed at creating innovations.
So, in this article, we’ll dive deeper into the topic and discuss the role discipline plays in innovation to hopefully help you and your organization do a better job at it.
What is discipline?
As a term, discipline is commonly used to just refer to being strong-willed enough to put in a lot of hard work. In other words, self-discipline.
However, if we look at a dictionary, there are a few distinct but connected uses for the word. One refers to it as a branch of science, skill or type of work, another as the practice of regulating the behavior of people in a system, and the third as a synonym for punishing people for undesirable behavior in that system.
Well, innovation is certainly a discipline in the first meaning of the word, but it’s also one that takes a lot of discipline to succeed at, in the second meaning of the word.
“Innovation is a discipline that takes a lot of discipline to succeed at.”
Let’s dive a bit deeper on that second meaning for the word. For our purposes, we can further divide that it into two categories:
Self-discipline
Organizational discipline
There’s obviously a lot these have in common, but for an organization to succeed at innovation, you need both.
In a nutshell, you need self-disciplined individual willing to put their head down and persist. But you also need organizational discipline to focus on what matters, and to create the incentive structures needed to reinforce all of that.
Why is discipline so important for innovation?
So, with that covered, we can dive deeper into why discipline is so important for innovation and how that happens in practice.
We’ll next cover each of the main points briefly.
It takes hard work, persistence, and focus to create an innovation
Because our software is centerer around ideas, we often have to explain that while every innovation starts from an idea, an idea is maybe 1% of the way there towards a real innovation. It still needs development, refinement, implementation, scaling, and so on.
Going through that whole process takes a lot of hard work for pretty much every idea, even if the idea might seem trivial at first. The fact is that by the time you get an idea, hundreds, thousands or maybe even millions of people have probably had the same idea before. Most have just never bothered to implement it, or at least haven’t succeeded at it.
“Every innovator will face plenty of challenges on the way, and there will be plenty of times when things look dire, and you could give up.”
Every innovator will face plenty of challenges on the way, and there will be plenty of times when things look dire, and you could give up. Most do. But to succeed, you need to persevere and persist through these hardships.
To do that, you’re going to need a lot of discipline to avoid potential distractions, keep your head down and focus on what matter.
Trust the process and keep going
If you’ve ever been following a challenging fitness program, you know the feeling when it looks like you’re working your butt off and not making any progress.
The weights feel even heavier than they did the last time. That’s because you’ve been accumulating stress on your body, and it hasn’t yet had the opportunity to respond. Once you get some rest and recover from that stress caused by the exercise, the body will react to the stress and make you stronger.
Well, the journey is the same with innovation: facing those stressors will feel challenging, but if you don’t give up, that’s what will make both you and the innovation better.
To keep using the same metaphor, if you’d like to run a 3-hour marathon, your fitness program will obviously look very different from if you instead wanted to squat 500 pounds. Similarly, if your strategy calls for incremental innovation, your innovation processes will look very different from those aiming for disruptive innovation, but more on that here.
Regardless, the key in each of these situations is to just trust the process and keep going. Even when things don’t look great. The challenges you face will shape your innovation for the better, and the results will follow – or you’ll run out of money. Regardless, you just need the discipline to persist and stay on track.
While following the process is what will eventually get you there, you of course need to make sure you’re on the right path in the first place, and that is where disciplined thinking comes into play.
It’s easy to fool yourself without disciplined thinking
Our brain has a natural tendency to take mental shortcuts. We have an ability to recognize patterns and use those to make quick decisions efficiently and thus save energy. In most everyday situations, that ability is obviously very beneficial.
However, with innovation, this is often problematic. It’s these mental shortcuts that lead to many of the root causes behind issues that prevent organizations from innovating. This is perhaps easiest captured in common sayings like “This is how we’ve always done it” and “There’s no way that could work”.
“Our brain has a natural tendency to take mental shortcuts, which is the root cause behind many obstacles for innovation. Disciplined thinking is how you combat that.”
What’s more, if you’re an optimistic person, as most people working on innovation usually are, it’s easy to fool yourself to think that you have created something valuable even when you really haven’t. We often prematurely fall in love with that solution, instead of the problem.
Remaining highly analytical and rational in your decision-making while still being creative and aspirational is a tough combination for any person, or even for a team, to have.
Achieving that balance takes a lot of disciplined thinking. You need to stay grounded in reality, be willing to question yourself, and go back to first principleswhile still relentlessly moving forward. It’s a mindset anyone can learn, but that requires constant discipline to maintain.
Most organizations lack discipline
However, even if you are a good innovator, and have a great team that ticks all the boxes we’ve talked about above, it doesn’t mean that you’re automatically going to succeed.
One of the big barriers for that is the lack of organizational discipline. This is common for both startups and large organizations alike.
The idea is simple to understand. Just like an individual must remain focused to become great at something, so does an organization.
You need to make tough choices to have a clear strategy. That means saying no to a lot of things, so that you can focus on the things that will truly make a difference.
Sometimes you might have to keep investing in these truly strategically important areas, even if there’s no quantifiable ROI in the near term. Again, at the same time, the organization needs the discipline to not think about sunk costs and ruthlessly kill innovation projects that have proven to not be able to live up to their potential to free up resources for the ones that have the best odds of success.
That might sound like a paradoxical combination, and to a certain extent, it is. But that’s what makes it interesting.
On the execution side, you need a lot of discipline to have clear roles and set clear goals so that people have the prerequisites for succeeding, but also leave innovators with enough freedom to explore the best way to reach those goals. Again, that is a difficult combination to achieve. It requires a lot of discipline at all levels of the organization.
In our experience, most organizations just aren’t there yet, even if many individuals within the organization would be, and that is a big barrier for innovation.
As a result, corporate innovators often end up burning out or losing their motivation just trying to navigate the maze of organizational hierarchy for one permission and approval after another before they even get to start working on an innovation. That is a clear sign of an organization that isn’t disciplined – or alternatively has chosen to not innovate.
Discipline in practice
We’ve covered a lot of ground, and most of that has been pretty abstract, so before we wrap up, I’ll share a more practical example with you.
It’s a cliché to use Steve Jobs and Apple as an example for innovation, so I don’t usually like to do that. However, for this specific topic, I think it’s the perfect illustration because people usually see Jobs as this creative visionary and the ultimate ideas guy who couldn’t care less about processes or discipline.
But in fact, the first thing he did when coming back to Apple in 1997 wasn’t to come up with cool new products. It was to introduce a ton of discipline in everything they did and ruthlessly cut back on anything that didn’t truly help them innovate and create better products going forward.
Jim Collins does a great job summarizing some of the other actions in his book Great by Choice:
“They cut perks, stopped funding the corporate sabbatical program, improved operating efficiency, lowered overall cost structure, and got people focused on the intense ‘work all day and all of the night’ ethos that’d characterized Apple in its early years. Overhead costs fell. The cash-to-current-liabilities doubled, and then tripled.”
That provided Apple with the financial stability needed to invest in innovation and allowed them to focus their leadership and top talent purely on creating new innovations that ended up shaping the future of the company.
Also, from the Walter Isaacson biography of Jobs (which I highly recommend), it becomes obvious how diligent and disciplined Jobs and the rest of the team at Apple were in perfecting every little detail of their products, processes, and even the look of their stores (sometimes to a fault).
Conclusion
To conclude, it takes a lot of discipline to succeed at innovation. That discipline is at least as important as the creativity we usually associate with the term innovation. And, because it’s so underrated, I’d argue it’s the part most of us need to focus on.
After all, it is that disciplined execution of an idea that usually makes the difference between those that succeed and fail.
Thomas Edison did a great job in summarizing discipline when asked about his failed attempts at a lightbulb:
“I have not failed. I have successfully found 10,000 ways that will not work.”
Discipline is, without a doubt, about putting in the work, but there’s a bit more to it than that. It’s also about staying focused and grounded in reality, both of which are well displayed in that quote.
“Being disciplined, both as an individual as well as an organization can be very challenging. The good thing is that it is a muscle that you can develop.”
Even if it might not be immediately obvious, lack of discipline either as an individual or as an organization, is the root cause behind a significant portion of challenges organizations face when trying to innovate.
To be frank, being disciplined, both as an individual as well as an organization, for extended periods of time can be very challenging. The good thing is that it is, figuratively speaking, a muscle that you can develop. Most would-be innovators and leaders just aren’t quite there yet.
If you recognize yourself or your organization from this article, there’s no need to hide that – and there’s nothing to be ashamed of. We’ve all been there. Each of us has areas in our life where we lack discipline, or at the very least, times when we’ve failed to keep that up.
In fact, as an individual or organization, you need to be honest and admit that this is a problem for you. Once you do, you can take steps to address that, and you’ll be much closer to becoming a successful innovator.
This article was originally published in Viima’s blog.
Image credits: Unsplash, Viima
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In the fast-paced world of software development and project management, two agile methodologies stand out: Scrum and Kanban. While both aim to improve efficiency and productivity, they each have unique attributes that make them suitable for different types of teams and projects. Understanding these differences is crucial in making an informed decision about which methodology to implement for your team.
Understanding Scrum
Scrum is a structured framework for managing complex projects. It divides work into set periods known as sprints, typically lasting 2-4 weeks. The hallmark of Scrum is its focus on regular, iterative progress and transparency. Key roles include the Scrum Master, who facilitates the process, and the Product Owner, who prioritizes the backlog of work items.
Key Features of Scrum
Time-boxed sprints
Daily stand-up meetings
Defined roles and responsibilities
Regular reviews and retrospectives
Understanding Kanban
Kanban, on the other hand, is a visual method for managing workflow. It doesn’t prescribe fixed iterations or roles but relies on a board (physical or digital) to visualize tasks as they move through different stages of completion. Kanban aims to optimize the flow and limit work in progress (WIP).
Key Features of Kanban
Visual workflow management
Continuous delivery
WIP limits
Flexibility and adaptability
Case Study 1: XYZ Software Development
The Challenge
XYZ Software Development was struggling with long development cycles, leading to delayed product launches and stakeholder dissatisfaction. The company needed a structured approach to manage their complex projects more efficiently.
The Solution: Scrum
Adopting Scrum allowed XYZ to break their projects into manageable sprints. The introduction of clear roles and regular stand-ups fostered better communication and accountability. After implementing Scrum, XYZ saw a 30% reduction in development time and an increase in stakeholder satisfaction.
Case Study 2: Alpha Marketing Agency
The Challenge
Alpha Marketing Agency faced difficulties in adapting to sudden project changes and managing a high volume of small tasks. Their team needed a flexible method to handle continuously incoming work without predefined time constraints.
The Solution: Kanban
Switching to Kanban enabled Alpha to visualize their workflow. The flexible approach allowed them to quickly adapt to changes and effectively manage small, incoming tasks. By implementing Kanban, Alpha improved their task completion rate by 25% and achieved greater flexibility in their operations.
Conclusion
Choosing between Scrum and Kanban largely depends on your team’s specific needs and the nature of your projects. If your team thrives on structure, clear roles, and regular iterations, Scrum may be the better choice. However, if your team needs flexibility and the ability to adapt on the fly, Kanban could be the way to go. By understanding the strengths and applications of each methodology, you can make an informed decision that will drive your team toward greater efficiency and success.
Remember, the goal of both methodologies is to improve productivity and facilitate better project management, so it may also be worth considering a hybrid approach that leverages the strengths of both Scrum and Kanban.
Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.
Image credit: Pexels
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Now that we have all been stuck inside for almost two years, many of us are suffering from an exacerbation of worthless meeting syndrome (WMS) , most recently remotely.
Of course, worthless meeting syndrome is a well-described chronic disease which has periodic exacerbations. It can be endemic or global with recovery and remissions. Here are the signs and symptoms.
One meeting expert notes that bad meetings are the bane of the corporate world — and yet despite what appears to be an overwhelming consensus that they’re often unnecessary and unproductive, many workplaces continue to struggle to avoid them. In this piece, the authors discuss the psychological pitfalls that lead us to schedule and attend too many meetings, and share strategies to help employees, managers, and organizations overcome those challenges. While there’s no way to completely eliminate the universal human biases that drive these tendencies, a greater awareness of the psychological factors at play can help us all work towards healthier communication norms, more-effective interactions, and cleaner calendars.
My recommended treatment is to refuse to attend any meetings:
Where there is no agenda
Where it is informational that could be communicated some other way
Where we discuss what we discussed last time without taking action
Where my input is required to inform a decision or take action on something
Where there is no psychological safety
Where a working group could have done the grunt work offline and reported their findings for approval or modification
On weekends or nights unless absolutely required due to mission critical time zone issues or deadlines
The meeting last longer than 45 min, if not 30
No one takes minutes and there are action items for next (if necessary) meeting
There are more than 7 people in the meeting
Lobby your congressional delegation to make them illegal As remote work becomes more widespread, the parliament of Portugal recently passed a law banning bosses from contacting employees after working hours by phone, message or email. Violations of the new law — designed to “respect the privacy of the worker,” including rest and family time — could result in fines. Employees there have also been given the right to opt out of remote work, and to be reimbursed for expenses incurred while working from home.
Note: Ivermectin has not been shown to be clinically effective.
If your boss insists that you attend and you are accused of not being a team player, then get a note from your doctor. They are available online at www.wms.com
For the meeting junkie who has everything, we are also offering a clock at our WMS store that not only measures the length of the meeting, but also the prorated amount of money you are paying for the people to attend the meeting, similar to the US National Debt clock.
Image credit: BringTIM.com
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Given that innovation is responsible for roughly 85% of economic growth, it’s without a doubt a pretty big deal for the success of both individual organizations, as well as for the society at large.
However, to achieve the level of impact that many are looking for from innovation, you can’t simply “create something new”, and then just hope the results will come. You will need to commit to systematically pursuing those results by scaling viable ideas into products or businesses that create value – at scale.
That is of course easier said than done. If you think it’s hard to come up with innovations, just try scaling one up. In this article, we’ll explore the topic in more detail and provide you with actionable tips on how to actually scale an innovation.
What does it mean to scale an innovation?
To explain what it means to scale an innovation, let’s first take a step back and look at the lifecycle of an innovation.
To begin, every innovation starts from a rough idea or concept. Often you may have a specific goal in mind, or a problem to be solved, but sometimes it can just be a cool idea that you think could really make an impact. From there, you first need to validate that the idea makes sense, and then build a product or a service that meets a real need in the market.
With these steps taken care of, the next part is to scale the innovation. At this point, we have all the pieces in place to create value, but we haven’t yet unlocked that value for the vast majority of the available market.
So, as you may see from the chart above, scaling is the part where most of the value creation and impact comes from. With that said, we can define scaling an innovation as the process of expanding the presence and the use of the innovation to be as widespread as possible to maximize that impact.
Scaling innovation is the process of expanding the presence and the use of the innovation to be as widespread as possible to maximize the impact the innovation can have.
While on paper that sounds straightforward enough, it’s extremely important to first clarify the vision of what successful scaling looks like for your innovation, and what metrics you will use to measure your success here. For some, it might just be revenue or profit, for others it could be the number of customers or users, the impact you’ve delivered, and so on.
Most of these metrics are of course related, but when you start with the end in mind and gradually work backwards from there, you are much more likely to succeed because everyone in the organization will know what it actually is that you’re aiming for.
With that goal in mind, you can start narrowing in on the methods required to get there, which is what we’ll be focusing on next.
Dimensions of scaling an innovation
Traditionally, scaling innovation is seen as a matter of advancing the adoption, or the diffusion, of innovation. This is best visualized with a chart depicting the adoption curve, which you’ll find below.
The idea is that to scale an innovation, you need to cross that chasm and go from a few early adopters to the mainstream market where the volumes are significantly higher.
While that is certainly true, we can dig a bit deeper to understand scaling in a more nuanced, and more practical, way.
In reality, there are three dimensions to scaling an innovation.
Let’s look at each of them a little closer.
Scaling Up
First, scaling up is about creating the preconditions for scaling effectively.
Before we start talking about scaling up, we’ll assume that the basic prerequisites for scaling are in place, namely that there’s a clear vision and a product-market fit for your innovation, and that the market potential is large enough for there to be something to scale to, even if the market isn’t there today.
Assuming those prerequisites are there, you need to ensure that:
you can produce enough of the innovation to scale
you can do that efficiently enough to be financially and operationally viable
For some products, such as software and other immaterial goods, that first part is pretty straightforward. For others, such as most complex manufactured goods, even the first one will be a real challenge.
Having said that, the second part of being efficient enough will prove to be a challenge for virtually every innovation. Even for a software product, acquiring, serving, and retaining customers profitably at scale is often more difficult than people realize. For other, fundamentally less scalable goods and services, this is often excruciating.
In addition to these two more practical aspects, there’s a third and more ambiguous component to scaling up, and that is the social and institutional adoption of the innovation.
How well you scale up affects how large of a scale you can ultimately reach.
For example, with an innovation as mundane as the modern umbrella, men who used it were initially ridiculed. So, before the umbrella could really take off as an innovation, societal norms needed to change. In other cases, there may be regulatory hurdles or other institutional considerations that might need to be addressed before an innovation can ultimately scale.
Regardless of the specifics, scaling up is necessary for every innovation that wants to reach significant scale.
However, what many people don’t pay enough attention to is that how well you scale up affects how large of a scale you can ultimately reach. If you can’t produce the goods at volume, and at low enough of a price while still being profitable at a unit economics level, there’s an obvious limit to your potential to scale.
Scaling Out
Scaling out is what most people think of when it comes to scaling an innovation. It’s the geographical or demographical expansion of the innovation to a larger audience.
In its simplest form, scaling out simply means getting a wider market share and audience for the innovation within an existing market. As we covered earlier, this typically means moving from those early adopter market segments towards the mainstream.
Scaling out is what most people think of when it comes to scaling innovation as it’s where you expand the innovation to a larger audience.
However, it doesn’t have to be limited to just that. Sometimes the same products or services can be sold and used in other geographical areas, or even in other industries or entirely different use cases, both of which unlock new markets and additional demand, and thus lead to a larger impact for the innovation. A well-known example of this is Tesla using their experience and innovations in electric car batteries to expand to stationary energy storage.
Regardless of which path you choose, often these efforts to scale out to new segments or industries do require additional work to adapt the innovation or its positioning to the differing characteristics of these new segments, markets, and audiences.
Scaling out to new market segments can increase complexity a lot, so be mindful of the operational implications of your strategic decisions here.
This naturally adds complexity, which makes the scaling up part we covered earlier more challenging. So, be mindful of how you scale out and what the operational implications of your strategic decisions here will be.
Scaling Deep
The third, and the least well-known method for scaling innovation is scaling deep. This essentially means that you unlock more impact for your innovation by expanding and maximizing the use of it, typically for the people who already have access to it.
This usually requires you to either change people’s behavior to increase usage, or alternatively come up with innovative means for improving the utilization rate by enabling more people to make use of the same assets. Scaling deep is partly a matter of culture and mindset, and partly a more practical matter of having the right components in place for enabling and encouraging active use of the innovation.
A classic, albeit somewhat controversial example of the first type would be social media algorithms. They are designed to provide users with engaging content to keep them entertained and thus stay in the service for longer, which leads to more revenue from the same number of users.
An example of the second type would be cloud computing. By adding network, virtualization, and software layers on top of the computing hardware, cloud providers can get more use out of the same hardware, which unlocks value for both the service provider and the customers.
This is how Amazon not just significantly reduced costs in one of their major cost centers, IT infrastructure, but actually turned that into Amazon Web Services (AWS), an additional growth business that now accounts for the majority of the profits for the entire organization.
Scaling deep is about unlocking more impact for your innovation by expanding and maximizing the use of it. This can help reduce the need to scale up or out, or alternatively maximize the impact from doing so.
Scaling Deep can reduce the need to scale up or out, or alternatively, maximize the impact from doing so. As such, it’s an excellent compliment for most innovations. However, it’s just that: a compliment. Your primary method of scaling should always be either to Scale Up or Scale Out depending on whether your bottleneck is more on the supply or demand side.
Even in the case of AWS, which has created entirely new vectors for scaling out and has dramatically subsidized their costs for scaling up, it obviously wouldn’t have been possible without Amazon already being at significant scale.
What’s the takeaway? These dimensions are distinct but very much intertwined.
If you can scale on all three of these dimensions in a coordinated way, you will not only be much more likely to achieve significant scale with your innovation in the first place, but also maximize the potential for scale and impact from those efforts. If you build momentum on one of the dimensions, some of that momentum will carry over to the other dimensions, which again helps you accelerate change going forward.
As such, pay attention to each of these dimensions and try to consider all of them in your plans to scale innovation. That doesn’t mean you should focus on all three from the get-go, on the contrary, but planning with the big picture in mind can allow you to make much more educated decisions.
Scaling innovation in practice
As we’ve established above, there unfortunately isn’t a one-size fits all solution to scaling innovation.
Achieving breakthrough success with an innovation, which is the goal of scaling innovation, always requires many related and adjacent (usually more incremental) innovations.
This is an extremely common pattern that you will see happening over and over again if you just start paying attention to it. Square co-founder Jim McKelvey has done a great job in describing that in more detail in his recent book called the Innovation Stack.
A well-known example is the lightbulb. Edison patented his famous design back in 1879, but most households didn’t yet have access to electricity, so it wasn’t something they could benefit from. It took countless other innovations and another 45 years before even half of US homes had one, even though the benefits were obvious.
In practice, scaling an innovation is simply an iterative and exploratory process where you focus on eliminating whatever bottleneck is preventing you from scaling, one by one. And, as we saw in the example of the lightbulb, sometimes these can be much bigger and more fundamental than you may think at first.
Often you can just copy solutions other people have already used for the same or a similar problem (which you should always go for if you can), but many times you will also need to innovate something completely new and occasionally even go beyond your core product.
With that said, there are some common patterns that can be helpful for structuring your thinking when faced with some of these bottlenecks. However, as each innovation is ultimately new, and thus unique, these won’t necessarily fit every case.
Having said that, we’ll share one framework for each dimension of scaling below. We’ve also created a toolkit that includes the frameworks as editable templates, along with some examples and other supporting material, which you can download here.
Demand side
For most organizations and innovations, the demand side is likely the source of most bottlenecks.
The way we see it, this is not just about drumming up interest and demand for your product, but also about making sure that it fits the needs and budgets of the buyers in your market. And of course, you need to make sure you’re in a market, or at least one that has the potential to become, large enough to accommodate your scaling efforts.
Unlike what people often think, product-market fit isn’t enough for a business to be scalable. You also need to have the right business and operating models, as well as use the right channels.
In other words, scaling out isn’t just about product-market fit, as people often mistakenly think. You also need to have the right business and operating models and use the right channels. Brian Balfour has written an excellent five-part series about this, which I highly recommend you read.
The basic idea is pretty simple: your business needs to align all of these aspects in a cohesive manner to be able to scale. If even one of them is wrong, growth will feel like, as Balfour puts it, “pushing a boulder uphill”. It will take way too much capital, effort, and time. However, get the four elements right together, and the growth will come naturally.
What’s important to understand here is that the model isn’t a static picture you just do once. If the market changes, or you run into challenges that force you to change one of these elements, you’ll need to review each element and make sure the big picture still works.
Supply side
For some products and businesses, especially those with physical products, the supply side often becomes a key consideration.
Here, the bottlenecks can be extremely varied, and dependences on external suppliers can lead to challenges that are hard to overcome.
In general, what top innovators do differently from the rest of the companies is that they almost always vertically integrate their value chain as they are working towards scaling up.
There are many benefits to this approach, such as reduced overhead, but the key differences are in increased quality, and most importantly, the company’s ability to control their own destiny and innovate more freely because they’re not being constrained by their supply chain.
Top innovators vertically integrate their value chain to address bottlenecks and turn cost centers into additional sources of growth and profit.
The classic example is Apple, and the way that they control both the hardware and software of their products. In recent years, they’ve been increasing that integration in both directions. They’re moving upstream to offer more services on top of their operating systems, as well as downstream by designing their own processors, which has provided them with a big performance advantage.
However, there are many others. Amazon, Microsoft, Tesla, Google, Netflix, Nvidia, and pretty much every innovative company is trying to do the same in the scope of their own business.
The basic idea is again simple: if a part of your supply chain becomes a major bottleneck, or is a major cost center, you should try to take control of those parts to address the bottlenecks and turn cost centers into additional sources of growth and profit, just like Amazon has done with AWS, but also warehousing and shipping.
That isn’t to say that vertical integration wouldn’t be challenging or have downsides. It certainly is and does. Because of these limitations, it’s generally advisable to only vertically integrate to the parts of your supply chain that either are a clear bottleneck or could become a key competitive advantage for you. However, top innovators often have little choice but to take these steps if they want to move fast enough and have enough control to be able to scale their innovation to its full potential.
Another key consideration on the supply side is simply the architecture of your products and services, and the process you have for delivering them. It’s obviously much easier to have a scalable architecture and automated processes for purely software or content focused businesses, but how you craft these does play a huge role for complex physical products too.
This is again a very extensive topic on its own, but the goal should be to try to make the manufacturing, delivery, and service of your products as seamless and scalable as possible. As with everything else we’ve discussed so far, this too is an iterative process.
However, to provide you with a slightly more practical framework to get started, here’s Elon Musk explaining how he’s learned to approach this topic after his early struggles of trying to do that with the extremely complex products at SpaceX and Tesla.
While Musk specifically talks about the process in the scope of engineering for scale, these same principles also apply to your organization and internal processes too.
And, as Musk explained in the video, it’s easy to get tempted by the promises of optimizing for efficiency and automation, but if you haven’t addressed the big picture first, these will often end up just being a big waste of time and money.
So, make sure to start by first eliminating those unnecessary requirements and parts or tasks, and try to simplify the design before you focus too much on optimizing for efficiency and automating.
Utilization
In addition to supply and demand, we still have the third dimension of utilization to cover. The idea with this “scaling deep” part is to find creative ways to make the most out of existing supply to either unlock new demand, maximize the utilization of those assets, or simply to increase your customer retention by finding ways to get more value for them from your products.
As you may have guessed by now, the specifics vary quite a lot on a case-by-case basis, but the flowchart below can hopefully serve as a starting point for your efforts in this area.
To summarize, there are three common paths you may take here.
The first is to find ways to increase the usage of assets that are only being used a fraction of the time through practices such as asset sharing and virtualization.
The second is to move from one-off purchases to a subscription to eliminate friction and increase the usage of the services.
The third is to find additional ways to expand the use of the product. This is usually done either by finding new value-adding uses for the same product, or simply by activating usage through means such as improved quality, usability, better communication etc.
However, sometimes it might even be necessary to work around tougher and more pervasive issues, such as regulatory considerations or even the changing of societal norms.
While increased utilization isn’t often that glamorous or exciting, it can really make a difference in making your business and operating models efficient enough to allow you to scale volume faster and more sustainably.
Conclusion
Scaling an innovation won’t be easy. It will always take years, and an endless amount of hard work with an extreme focus on solving each and every bottleneck standing in your way.
Hopefully you’ll find some of the frameworks and playbooks we’ve introduced in this article useful for shaping your thinking, and for building your organization and processes, but you’ll inevitably come across plenty of challenges where you’ll just need to figure out the solutions yourself. Still, if you want to truly succeed with innovation, that’s what you’re in for.
So, be prepared for those challenges, and be realistic with your expectations and timelines. For example, the “growth gap” can easily sneak up on your organization if top management has unrealistic expectations for the financial returns of innovation.
In general, large organizations have some disadvantages, but they also have huge advantages when it comes to scaling an innovation, so look for ways to leverage those advantages to your benefit.
And finally, make sure to surround yourself with top talent that’s prepared for the ride. Scaling innovation is teamwork, and it takes a special kind of a team to pull it off. You need people that are used to constant change, have a growth mindset, and the skills needed to solve whatever problems your domain may have.
As mentioned, scaling innovation is a journey that happens in small increments, and at times, it will feel frustrating. But if your team persists, keeps on learning and solving problems, you can eventually close in on whatever the full potential of your innovation is.
Image credits: Pexels, Viima
This article was originally published in Viima’s blog.
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In today’s ever-evolving business landscape, the ability of a team to embrace challenges, learn from setbacks, and continuously strive for improvement is paramount. This adaptability is rooted in what psychologists Carol Dweck and her colleagues have termed the “growth mindset.” It’s characterized by the belief that abilities and intelligence can be developed through dedication, hard work, and the right strategies. This article delves into the principles of fostering a growth mindset within your team and presents two real-world case studies that illustrate its transformative power.
Principles of a Growth Mindset
Embrace Challenges: Encourage your team to step out of their comfort zones and tackle difficult projects.
Learn from Criticism: Constructive feedback should be seen as a tool for improvement rather than a personal attack.
Persistence: Promote perseverance, even when tasks become tough, and celebrate small victories along the way.
Effort is Essential: Recognize hard work and effort as pathways to mastering new skills and achieving goals.
Celebrate Growth: Acknowledge progress and development, not just end results.
The Roadmap to Cultivating Growth Mindset
Implementing a growth mindset culture requires consistent effort and intention. Start by exemplifying the mindset yourself and follow through with coaching, training, and an environment that allows for experimentation and constructive failure.
Case Study 1: XYZ Tech Innovators
Background: XYZ Tech Innovators was a startup struggling with high employee turnover and stalling project deadlines. The leadership team identified a fixed mindset culture as the core issue.
Approach: The company implemented a series of workshops focused on the principles of a growth mindset. Managers were trained to deliver constructive feedback focused on effort and strategies rather than innate talent. The company also encouraged employees to set personal growth goals and paired them with mentors.
Outcome: The initiative transformed the workplace environment. Employees started taking on more ambitious projects, and team collaboration improved. Within a year, employee turnover decreased by 30%, and project completion rates soared by 50%.
Case Study 2: ABC Retail Group
Background: ABC Retail Group was facing stagnation in innovation and product development. Team members were hesitant to pitch new ideas, fearing failure and criticism.
Approach: To shift the cultural mindset, ABC Retail Group introduced an “Innovation Lab” where employees could experiment with new ideas without the pressure of immediate success. The lab was a failure-tolerant environment where learning from mistakes was encouraged and expected.
Outcome: Within six months, the lab produced several viable new products. Team members reported feeling more creative and less anxious about proposing ideas. The company’s innovation index, a measure of new product success, increased by 40% in the following year.
Conclusion
Instilling a growth mindset within your team is a dynamic and rewarding process. As evidenced by these case studies, the benefits extend beyond individual performance improvements to foster a culture of continuous learning, innovation, and resilience. By embracing the core principles of a growth mindset, your team can navigate challenges more effectively and unlock unprecedented levels of success.
Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.
Image credit: Pexels
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