Category Archives: Open Innovation

Innovation Framework Examples: 7 Real-World Cases That Show How They Work

Innovation Framework Examples: 7 Real-World Cases That Show How They Work

by Braden Kelley and Art Inteligencia

The most common question I get after presenting on innovation frameworks is not “which framework is best?” — it’s “can you show me what this actually looks like inside a real organization?” That question is exactly right. Frameworks are only valuable when you can see how they translate from theory to practice, and the translation is rarely as clean or obvious as the textbook version suggests.

What follows are real examples of organizations applying specific innovation frameworks — what the framework gave them, what it required of them, and what the outcomes looked like. For a complete guide to the major frameworks themselves, see our comprehensive innovation frameworks reference guide.

Design Thinking: IDEO and Bank of America’s “Keep the Change”

Bank of America’s “Keep the Change” savings program is one of the most cited design thinking success stories for good reason — it demonstrates what happens when you apply genuine customer empathy rather than product-feature thinking to a business problem.

The challenge: Bank of America wanted to help customers save more money, but conventional savings products were failing to attract adoption among their target segment of working-age adults. IDEO was brought in to apply design thinking to the problem.

The empathy research revealed something that no amount of market data had surfaced: people found saving difficult not because they lacked discipline, but because saving felt like a deliberate sacrifice that required conscious decision-making every time. The insight was behavioral, not financial.

The solution that emerged from this insight was counterintuitive: make saving automatic and invisible. Every time a customer made a debit card purchase, the amount was rounded up to the nearest dollar, and the difference was automatically transferred to savings. No decision required. No sacrifice felt.

The result: 2.5 million new customers enrolled in the first year, and Bank of America customers saved more than $1 billion through the program in its first year of operation. The program succeeded because the design thinking process surfaced a genuine behavioral insight — that the friction to saving was psychological, not financial — that product-focused thinking had systematically missed.

The framework lesson: Design thinking’s empathy stage is not market research. It surfaces the behavioral and emotional dimensions of a problem that quantitative data can’t see. The “Keep the Change” insight — that automatic saving removes the psychological friction that makes conscious saving feel like sacrifice — was only discoverable through direct human observation.

Jobs to Be Done: McDonald’s Milkshake Story

Clayton Christensen’s milkshake story is the most famous example of Jobs to Be Done thinking in practice — and it’s worth revisiting in detail because it illustrates exactly how differently JTBD reframes a business problem.

McDonald’s wanted to increase milkshake sales. Conventional market research asked customers what they wanted in a milkshake — thicker? sweeter? more flavors? The answers were inconclusive and the improvements they prompted didn’t move the sales needle.

A JTBD researcher took a different approach: instead of asking customers what they wanted in the product, he asked what job they were hiring the milkshake to do. The finding was completely unexpected. The majority of morning milkshake purchasers were buying for the commute — they needed something that would keep them full through a long, boring drive, that they could consume one-handed without making a mess, and that would last long enough to feel like an event rather than a transaction. The milkshake — thick, slow to consume, and easy to hold — was uniquely suited for this job. The alternatives (a banana, a bagel, a coffee) all failed on at least one dimension of the commute job.

The implication was immediately actionable: make the morning commute milkshake even better at its actual job — thicker, available faster at the drive-through, with a thinner straw to make it last longer. Don’t change the flavor. The job, not the product attribute, was the unit of analysis.

The framework lesson: JTBD reframes the competitive set entirely. McDonald’s wasn’t competing with Burger King for milkshake customers — it was competing with bananas and bagels for the morning commute job. That reframe opens completely different improvement directions than conventional competitive analysis would ever produce.

Lean Startup: Dropbox’s Minimum Viable Product

Dropbox’s founding story is the canonical example of Lean Startup’s MVP principle applied to its fullest effect — and what makes it particularly instructive is that the MVP wasn’t even a product. It was a video.

In 2007, Drew Houston had built a working prototype of Dropbox but faced a fundamental challenge: file synchronization is a problem that requires a significant user base to be meaningful, and building that base requires persuading investors and early users that the problem is real and the solution works. The conventional path — build, launch, market, iterate — would require substantial capital for a product whose value proposition was genuinely hard to communicate without experiencing it.

The Lean Startup approach: before investing further in the product, validate that people actually wanted it. Houston created a simple three-minute demo video explaining what Dropbox would do. No working product. No technical demonstration. Just a clear explanation of the problem and how Dropbox would solve it. He posted it on Hacker News.

The waitlist went from 5,000 to 75,000 overnight. The demand signal was unambiguous. The MVP — in this case, a video rather than a product — had validated the core assumption (that people wanted effortless file synchronization across devices) at a cost of hours rather than months of development.

The framework lesson: The point of an MVP is to test the most important assumption at the lowest possible cost, not to build the simplest functional version of the product. In Dropbox’s case, the most important assumption was demand, not technical feasibility — so the MVP was a demand test, not a product prototype.

Three Horizons Framework: Amazon Web Services

Amazon’s development of AWS is the most instructive example of McKinsey’s Three Horizons Framework in practice — partly because Amazon’s leaders almost certainly weren’t thinking about Three Horizons when they built it, but the strategic logic maps perfectly onto the framework.

Amazon’s Horizon 1 business in the early 2000s was e-commerce — the core retail operation that was generating revenue and requiring continuous improvement. The challenge every e-commerce business faces is infrastructure: you need enormous computing capacity to handle peak periods (holiday shopping), but that capacity sits idle for most of the year. Amazon had solved this problem for itself through massive internal infrastructure investment.

The Horizon 2 insight — building an adjacent business from existing capabilities — came from recognizing that the infrastructure Amazon had built to run its own e-commerce operation was itself a valuable product that other companies needed. The capability was already built. The extension was to offer it externally.

The Horizon 3 bet was that computing infrastructure as a service would become a foundational utility — that the long-term market was enormous and that Amazon’s early investment would produce compounding advantages as the market developed. In 2024, AWS generated over $100 billion in annual revenue and represented the majority of Amazon’s operating profit.

The framework lesson: The Three Horizons Framework is most valuable not as a planning tool but as a diagnostic: it forces explicit conversations about whether the organization is investing appropriately across all three time horizons, and whether Horizon 1 pressures are crowding out the Horizon 2 and 3 investments that produce long-term competitive advantage. Amazon’s willingness to invest in and protect Horizon 3 bets — including AWS, Prime, and Alexa — while competitors focused primarily on Horizon 1 optimization is a significant part of why it has compounded value so effectively.

Open Innovation: Procter & Gamble’s Connect + Develop

Procter & Gamble’s Connect + Develop program, launched in 2000 under CEO A.G. Lafley, is the most cited example of open innovation at enterprise scale. Lafley set an ambitious and specific goal: source 50% of P&G’s innovations from outside the company. This was not aspirational language — it was a specific, measurable target that required fundamentally restructuring how P&G approached innovation.

The program built explicit infrastructure for external idea sourcing: a dedicated team for identifying and evaluating external innovations, partnerships with universities and research institutions, a public submission portal for independent inventors, and acquisition strategies that brought external technologies inside P&G’s commercialization machinery.

The results were significant. Spin-off toothbrush innovations, the Swiffer product line, and the Pringles printing technology all came through open innovation channels. By 2006, P&G reported that more than 35% of its new products had elements that originated from outside the company, up from about 15% in 2000. Productivity in R&D improved substantially.

What made Connect + Develop work where most open innovation programs fail was the investment in internal absorption capability — the processes, relationships, and organizational structures that allowed P&G to actually use external ideas rather than just collect them. The “not invented here” syndrome that kills most open innovation programs was addressed through deliberate cultural and process design, not just aspiration.

The framework lesson: Open innovation requires two-sided capability development — not just the ability to attract external ideas, but the organizational capacity to evaluate, integrate, and commercialize them. P&G’s investment in internal absorption capability was as important as its investment in external sourcing.

The Value Innovation Framework: Apple iPad Launch

The Apple iPad launch in 2010 illustrates the Value Innovation Framework’s three components — Value Creation, Value Access, and Value Translation — and specifically demonstrates what happens when Value Translation fails even when the other two are strong.

The iPad’s Value Creation was genuinely significant: a device that made web browsing, email, media consumption, and light content creation dramatically more convenient than a laptop for a large set of use cases. Value Access was strong: the price point was lower than expected, distribution through Apple Stores and carriers was immediate, and the device worked out of the box without configuration.

The initial launch, however, struggled with Value Translation — helping people understand what job the device was actually for. The early marketing positioned it as a larger iPhone or a smaller laptop, both framings that made it seem like a compromise rather than a genuine innovation. Reviews were mixed. The initial sales trajectory was uncertain.

The Value Translation breakthrough came not from a product change but from a single advertising image: a person relaxing on a couch with an iPad in their lap. That image communicated in seconds what no amount of specification comparison could: this is the device for the relaxed, casual computing moment — not the desk, not the commute, but the couch. Sales accelerated dramatically after that visual translation clicked.

The framework lesson: Innovation = Value Creation × Value Access × Value Translation is multiplicative, not additive. The iPad had strong Value Creation and Value Access from day one. The Value Translation gap almost cost Apple the launch. Fixing the translation — not the product — unlocked the market.

Disruptive Innovation: Netflix vs Blockbuster

The Netflix/Blockbuster story has become the defining example of disruptive innovation theory in practice — perhaps because it is unusually clean as a case study, with a visible incumbent, a clear disruption pattern, and a decisive outcome.

Netflix’s initial DVD-by-mail service in 1998 entered the video rental market from exactly the position Christensen’s theory predicts: serving an overlooked segment (frequent renters who resented late fees and found the trip to the store inconvenient) with a simpler, different model that the incumbent (Blockbuster) had no interest in responding to. Blockbuster’s most profitable customers were the casual renters who came into stores and paid late fees — the customers Netflix was serving were not Blockbuster’s priority.

As Netflix improved, it moved upmarket — expanding its library, improving delivery speed, and eventually transitioning to streaming. By the time the threat was obvious to Blockbuster, the incumbent’s response was structurally constrained: its entire business model (physical stores, late fees, walk-in customers) was incompatible with the direction the market was moving. Blockbuster filed for bankruptcy in 2010. Netflix is now a global media company with over 300 million subscribers.

The framework lesson: Disruptive innovation theory’s most valuable practical application is identifying threats that conventional competitive analysis will dismiss. Blockbuster’s leadership could see Netflix’s numbers for years and rationally conclude that the threat was manageable. The framework reveals why that rational conclusion was wrong: the disruption was coming from a direction Blockbuster’s financial incentives prevented it from defending.

Frequently Asked Questions

What are some real-world examples of innovation frameworks in action?

Real-world innovation framework examples include: Bank of America’s “Keep the Change” savings program (design thinking applied to behavioral finance); McDonald’s milkshake insight (Jobs to Be Done reframing the competitive set); Dropbox’s video MVP (Lean Startup demand validation before product development); Amazon Web Services (Three Horizons Framework applied to infrastructure-as-a-service); Procter & Gamble’s Connect + Develop (open innovation at enterprise scale); the Apple iPad launch (Value Innovation Framework showing the importance of Value Translation); and Netflix’s disruption of Blockbuster (Disruptive Innovation theory playing out over a decade). Each example illustrates how frameworks translate from theory to specific, actionable decisions in real organizations.

Which innovation framework is most widely used by large companies?

McKinsey’s Three Horizons Framework and Design Thinking are the most widely adopted innovation frameworks among large organizations. Three Horizons is particularly prevalent in corporate strategy and portfolio management contexts because it provides a common language for conversations about innovation investment allocation. Design Thinking has been widely adopted across industries — from product development to healthcare to public policy — because its human-centered, iterative approach applies to virtually any type of complex problem. In practice, most sophisticated innovation programs use multiple frameworks in combination rather than selecting one exclusively.

How do you choose the right innovation framework for your organization?

Choosing the right innovation framework depends on your primary challenge: if you need to allocate innovation investment across time horizons, use Three Horizons; if you need to identify unmet customer needs, use Jobs to Be Done; if you need to validate a new concept quickly, use Lean Startup; if you need to understand competitive disruption threats, use Disruptive Innovation theory; if you need to access external capabilities, use Open Innovation; if you need to solve a complex human-centered problem, use Design Thinking. Most organizations benefit from using multiple frameworks in combination — each addresses a different dimension of the innovation challenge. For a complete framework selection guide, see our comprehensive innovation frameworks guide.

Want to go deeper on any of these frameworks? Our complete guide to innovation frameworks covers each one in detail — what it does well, where it falls short, and how to choose the right approach for your specific situation.




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Braden Kelley is a LinkedIn Top Voice, bestselling author, and innovation keynote speaker who helps organizations get to the future first and build sustainable innovation cultures.

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Content Authenticity Statement: The topic area, key elements to focus on, etc. were decisions made by Braden Kelley, with a little help from Claude to clean up the article, add images and create infographics.

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Creating an Innovation Edge

Creating an Innovation Edge

GUEST POST from John Bessant

Have you ever wondered why we say ‘two heads are better than one?’

Mainly because in innovation we’ve learned that the lone genius is a pretty rare animal – we’re actually much better at coming up with new stuff if we collaborate. But here’s the interesting thing – it’s not just doubling our brain power when those two heads work together; the real value comes when they are different heads, bringing different stuff to the ideas party.

Which is what today’s post is all about.

(if you’d prefer to watch/listen please click here)

Valyrian steel from Game of Thrones. Andúril from Lord of the Rings. Excalibur rising from the misty lake to find its way into King Arthur’s hand. We love the myth of the lone, magical elven smith hiding in a mountain forge, infusing magic into metal.

But what if I told you the greatest steel in human history—metal that could bend in a semi-circle without breaking—was completely real? And it wasn’t made by elven magic, but by three completely different cultures sharing a city? A place you could call the Silicon Valley of the 16th century. The city of Toledo, in Spain.

I actually met Don Quixote last week.

Or at least, I think it was him.

Mind you, it was a little hard to tell, me being whisked at 200 km/hour across the plains of La Mancha courtesy of the impressive high-speed train from Barcelona. All I really caught out of the window was the endless Spanish countryside, shifting in character like a slow wide shot in a movie. Red earth, olive trees — and a glimpse of a shadow on a horse with someone else by their side. Maybe a windmill — or was that just my imagination?

So it wasn’t hard to conjure another scene from the possible past, this time catching the glint of polished breastplates as the sun caught the progress of a troop of 16th century Spanish cavalry cresting the ridge up ahead. Their weapons, swinging loosely as they trotted purposefully across the rocks, sheathed in ornate leather scabbards, pecked with jewels which sparkled through the dust.

Not just any weapons. These were the swords which built a global empire. Blades so sharp, and so resilient, that they belong alongside their mythical cousins like Excalibur or Anduril.

Legendary blades – but these are not the product of fiction. Instead they were born not far from where my train was scything its way across southern Spain. In the smoky, sun-baked forges of a single city lying by the side of a river. Toledo — the fortress town which gave birth to a steel like no other.


Its reputation spread around the world; Japanese Samurai masters sought after the secret behind its blades, the conquistadores used them to devastating effect throughout Latin America, and the feared tercios of the Spanish infantry fighting their way through Europe had come to depend on it. And, like Swiss watches or luxury cars today, Toledo steel blades were the item no wealthy aristocrat could be seen without at his belt when posing for the official portrait.

Like good businessmen, the smiths of Toledo played up the mythology which had grown up around their workmanship. The magical waters of the river Tagus, somehow bestowing special power, marking out the difference between good blades and the legendary Toledo variety.

The reality was, of course, a little different — and a fascinating story of how innovation happens.

Once upon a time…

How did those Toledo craftsmen help the Spanish Empire rise to be the great Imperial power of its time? By solving a blacksmith’s ultimate dilemma: making a blade hard enough to hold a razor edge, but flexible enough not to snap in battle. To understand that we need to go back a bit…..

In the very earliest days of making weapons, our stone age ancestors would use sharp-edged rocks crudely fashioned into blades. Adequate, but with an annoying habit of breaking if used too enthusiastically, or if they hit a hard object like an opponent’s stronger blade.

The oldest true swords ever discovered by archaeologists date back to roughly 3300 BCE and were found in modern-day Turkey. These marked the first use of metal: a variant of copper. On its own, copper is soft and malleable — not much use for a blade — but ancient metalworkers found that adding arsenic could harden and stiffen it.

(Unfortunately, sword smithing in that region was not a promising profession to enter, on account of its members dying from blood poisoning caused by the arsenic.)

By 1700 BCE things had improved, as we entered the Bronze Age and the Minoans of Crete and the Chinese independently developed the metallurgy which allowed them to shape blades, pouring liquid metal into carefully designed moulds. A significant improvement on their soft copper cousins, but still brittle if subjected to the kind of shock a battle often involved. (Still, you could decorate the blades with wonderfully delicate patterns.)

Things went a bit wrong around 1200 BCE, when — for reasons still not well understood — civilization around the Mediterranean collapsed, and with it the trade networks that delivered a consistent supply of tin, a key ingredient in bronze. Necessity did its usual maternal thing, and a new source of metal began to appear, derived from the plentiful red rocks containing iron ore.

Iron has a number of advantages for blacksmiths working up blades, but a big problem is that it needs high temperatures to melt. Furnaces at the time couldn’t reach the temperatures needed to pour liquid iron into moulds. So instead, smiths mastered the craft of heating it just enough to make it malleable — and then hammering it into submission. They didn’t have electron microscopes to help them, but by trial and error they learned how to compress iron atoms into wrought iron.

Their experiments also involved quenching a red-hot blade in water and then reheating (tempering) it just enough to give the blade some flexibility without losing its strength. Having a plentiful supply of water in the nearby Tagus was a useful local advantage for the Toledo smiths — not least because it helped foster the mythology around their “super blades.”

But the real source of their edge (excuse the pun) lay in the underlying science of metallurgy that their patient craft experiments were gradually uncovering. Early iron blades were still soft and lost their edge faster than their bronze forefathers. But smiths noticed something else: the longer the iron sat in the hot charcoal embers in which it had first been worked, the harder it became. It wasn’t an accident — tiny amounts of carbon were being absorbed and bonding with the iron. They’d discovered the first steel.

The key to converting trial, error, and accidental discovery into a manageable process lies in developing and passing on the craft. Making a sword blade is about trade-offs: a hard steel blade (with a high percentage of carbon) gives you a razor-sharp edge, but the shocks incurred in battle often cause it to snap, because it’s so brittle. You can soften the steel with less carbon, which makes the blade flexible and shock-absorbing, but then it bends and loses its edge.

What the smiths in Toledo managed was to strike a balance between the two, and bring the process under control. A skilled smith would make a flexible core using low-carbon steel, then wrap it in layers of hard, high-carbon steel to give it an edge like no other. It wasn’t easy — the process involved a lot of hammering and furnaces able to heat the metal to white heat. But it worked: Toledo blades could slice through silk, cut through chain mail, and bend in a semi-circle without breaking.

The real secret behind Toledo’s success? Embracing diversity, building on the presence of multiple different heads, each knowing different things. Welding together different knowledge traditions to create something really special.

Welding the science together

The region had originally been settled by the Moors crossing from North Africa in the early 8th century, and they brought with them knowledge of advanced steel-making from Damascus, drawing on ancient Persian and Indian techniques.

But when the Christian forces retook Toledo and the surrounding towns, they didn’t drive out the incumbents and impose their own ideas. Instead — highly unusual for medieval times — they pursued a policy of co-existence. Christian, Muslim, and Jewish craftsmen were encouraged to live and work alongside each other, with the corresponding interplay of three different knowledge strands.

Diversity drives innovation, and it certainly worked to the advantage of Toledo. It wasn’t a simple convergence — it was an intricate interplay, braiding together complementary strands of knowledge. Jewish and Arabic scholars worked to translate key ancient Roman, Greek, and Persian texts on chemistry, alchemy, and metallurgy. Islamic blacksmiths contributed craft knowledge around temperature control, fuel mixes, and different modes of tempering. And Christian armourers brought their knowledge from European battlefields about the design of armour and weaponry. The city became a giant research laboratory for steel-making.

An ecosystem, centuries before Silicon Valley

Innovation has always been a multiplayer game, and even the most dramatic and radical breakthrough comes from a context of networking and connectivity. These days we talk about “ecosystems,” but southern Spain five hundred years ago was an excellent case example.

One key element was a powerful demand pull, articulated by the Spanish military, which required advanced weaponry and could fund its purchase and improvement. At its peak under Kings Charles V and Philip II, the total standing forces of the Spanish Empire ranged between 150,000 and 200,000 professional soldiers, deployed across a wide expanse of the world — including many European theatres and the vast new American continent. Spanish tercios — elite units of around 150 men — dominated European warfare and provided steady demand for continuous rearmament and upgrading of weaponry. Even with their legendary strength and flexibility, swords needed replacing on an industrial scale.

Funding for all of this came directly from the Spanish Crown, acting as a key defence procurement agency, but it was also backed by the Catholic Church, whose global ambitions drove many of the conflicts of the time. Toledo was not simply a huge armaments factory but also a hub of entrepreneurial activity; every blacksmith with an idea for improving product or process technology would be pitching it enthusiastically. It wasn’t just the promise of direct payment for products — successful entrepreneurs could benefit from licences, tax incentives, even the chance of being ennobled for their services to the Crown. It all helped fuel the creative buzz. Knowledge flowed around the city and found its way into new combinations and start-ups with the same excited bustle you’d find in today’s Silicon Valley.

Unlike so much of Europe, with its either/or approach to religion and its “not-invented-here” resistance to outside ideas, Toledo operated a different model. What was called La Convivencia (the co-existence) meant the city became a huge playground for ideas to flow and experimentation to happen. It was a turbocharged version of what we’d call “open innovation” today — and it worked.

One key element of this knowledge economy was the role played by the Toledo School of Translators (Escuela de Traductores de Toledo). This venerable institution traced its origins to the 12th and 13th centuries, when scholars from all over Europe flocked to Toledo to help translate vast libraries of Arabic, Hebrew, and ancient Greek texts. In doing so, they brought to life — and enabled the sharing of — rich veins of knowledge in disciplines as wide-ranging as geometry, chemistry, medicine, and mechanics. Being close to this knowledge base gave the artisans and craftsmen of Toledo an incredibly powerful resource, one that few other European centres could approach.

Not that the knowledge swirling around the city was entirely open-access; just as today’s innovation businesses manage their intellectual property carefully, so the key coordinators in Toledo took care of who got to learn what. The powerful Swordsmiths’ Guild made sure that core knowledge — chemical formulas, folding and hammering techniques, and other craft secrets — was carefully guarded, passed on from master to apprentice by word of mouth alone. They imposed strict quality control, testing every blade rigorously before allowing it to leave the city, and each smith had a unique hallmark stamped into the steel to protect against counterfeit, inferior blades reaching the market.

Their IP regime was further strengthened by the Spanish Crown, which acted both as a key demanding customer and as the gateway through which exports could be controlled. Given that Toledo steel blades were the equivalent of today’s stealth technology, it was important to make sure they didn’t find their way into the wrong hands.

Swords to ploughshares

Toledo steel blades and armour stayed at the height of weapons technology for two hundred years. But, as with any arms race, they were eventually overtaken — in this case not by a single dramatic breakthrough, but by the slower, grinding disruption of gunpowder. By the 18th century, guns rather than swords were the weapons of choice, and the industry lost its grip; King Charles III had to step in with rescue funding from the state. He set up the Real Fábrica de Espadas de Toledo (Royal Sword Factory of Toledo) to bring together what was left of the old guild workshops and keep the city’s ancient technical knowledge from vanishing into history.

It’s a familiar innovation story in its own right: a core market disappears, and the question becomes whether deep, hard-won expertise can find a second life somewhere else entirely. For Toledo, the answer was yes. The smiths’ knowledge — like their sword blades — proved malleable, and they turned their skills to a more peaceable purpose. The ancient art of damasquinado — creating intricate patterns by hammering gold and silver threads as inlay into steel — had arrived with the early Moors. A technique originating in Damascus, as the name suggests, it was always highly prized, and it gave the Toledo craftsmen a valuable new outlet just as their old market was vanishing. The same hands that had spent two centuries perfecting the tension between hardness and flexibility in a blade now turned that same precision to ornament rather than edge.

A tour of the city today brings this history to life. Of course you’ll find countless souvenir shops selling replicas of Toledo blades, but you can also browse other sites selling exquisite damascene artwork. And in the quieter older parts of town, you might still catch a whiff of smoke or hear the tap-tap of a jeweller’s hammer, carefully creating such pieces — a throwback to earlier times, when it would have been a blacksmith’s hammer beating highly crafted steel into its legendary shape.

It’s a powerful metaphor for successful innovation. The swords themselves were forged from a steel that represented a perfect composite of strength, hardness, and flexibility, conferred through deep understanding of many metallurgical traditions. They resolved the blacksmith’s dilemma — trading off strength and sharpness against flexibility — by finding an integrated solution instead of picking a side.

Their unique metalworking skills could only emerge from a similar integration: a bringing together of rich and diverse cultural and technological traditions. The city’s architecture still reminds us what can happen when different cultures converge and interact — the Muslim, Jewish, and Christian worlds colliding not to explode and shatter, but to combine.

Toledo steel is, in essence, an admixture: a coming together of differences to create something that brings out the best of all of them. Real swords, it turns out, didn’t need elven magic—just eight centuries of competing knowledge traditions forced to share a city.

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Product-Lifecycle Management 2.0

A Kaizen Approach to Market-Driven Innovation

Product-Lifecycle Management 2.0

GUEST POST from Dr. Matthew Heim

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

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

What is Product Lifecycle Management (PLM)?

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

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

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

What is Kaizen?

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

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

The Kaizen Loop in Product Lifecycle Management

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

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

PLM Kaizen Infographic Ezassi

Key Benefits of Managing PLM as a Kaizen Loop

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

Overcoming Challenges in Implementing Kaizen in PLM

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

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

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

Conclusion

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

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

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

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

Image credits: Ezassi

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Top Trends in Innovation Management for 2025 and Beyond

Top Trends in Innovation Management for 2025 and Beyond

GUEST POST from Jesse Nieminen

Looking back at the beginning of this decade now that we’re closing in on the halfway point, it’s clearly been a wild ride!

We’ve had a global pandemic, groundbreaking technological breakthroughs, geopolitical shocks, supply chain disruptions, and so much more. 

These challenges have revealed a critical truth: organizations need to adapt and innovate faster than ever before. 

Add to this the tough economic climate, shrinking capital availability, the disillusionment many business leaders feel toward their innovation teams (sometimes justified, sometimes less so), and we’re looking at a highly turbulent environment for corporate innovation.

The mandate has never been so clear: deliver more results, faster, and with fewer resources. For seasoned innovators, that’s just business as usual. However, structural shifts are poised to reshape the innovation management landscape. 

With that background, here’s our take on the top trends to watch in the coming years.

1. Innovation as a Distributed Core Capability

With tighter budgets, the rise of AI and other transformative technologies, the pressing need for organizations to reinvent themselves, and you can see why innovation is increasingly owned by individual business units. 
 
This shift can arise from necessity—businesses needing to transform—or simply from a desire for better strategic alignment and more measurable outcomes. 

Don’t get me wrong, there’s still a need for innovation expertise, but the role of corporate innovators is undoubtedly evolving. Instead of driving innovation directly, they are now enablers and educators, equipping the broader organization to innovate effectively. Embodying this phenomenon is TD Bank, for example:  

“The program is truly driven by each line of business—we’re here as a tool to empower their innovation, not to direct it.” 

– Josh Death, VP of Intellectual Property and Ideation at TD Bank. 

To pull that off, every organization needs to have 3 key elements in place: 

Innovation is now at a similar transition point as IT was during the digital transformation era a couple of decades ago: the exact method and approach can be debated, but one thing is clear: every organization must embed innovation as a core capability. Just as some organizations are “digital natives,” the situation is the same for “innovation natives.” 

  • Frameworks, toolkits, and best practices: Innovation isn’t (always) rocket science, but you still need to know what you’re doing. To pull this off, the organization needs to provide its employees with practical tools, frameworks and practices, preferably in the format of a well-designed Innovation System or Program. The recently published ISO 56000 series of standards is now a great starting point, but they need to be complemented with tools that innovators across the organization can use. 
  • Education, coaching, and enablement: A good framework serves as an efficient and effective launching pad, but without proper education, most employees won’t benefit from it. This is where corporate innovation leaders play a key role. They need to organize education and enablement for innovators across the organization, and coach people on how to get past common obstacles. However, doing that at the scale of a large organization is complex—that’s where programs such as The Innovation System, which is included for all HYPE software customers, can be highly effective.
  • Scalable and adaptive system support: To get measurable outcomes from innovation, you need to operationalize your program. Even the best designed programs with highly effective leaders and coaches can struggle to scale their work and get the outcomes they want without proper system support. 
    That’s where a holistic innovation platform, such as the HYPE Suite, can play a key supporting role. 

AI as an Accelerator

Artificial Intelligence (AI) is becoming an essential tool for corporate innovators, and it’s safe to say that it plays a huge role in the future of innovation management

Generative AI has been the focus of most of the hype around AI lately, and for good reason, but there’s more to AI than that. When you combine the latest generative AI models with proven innovation best practices, more traditional machine learning algorithms, and data from your innovation ecosystem, you have a powerful toolkit that enables a variety of different use cases. 

AI can: 

  • Analyze and structure large datasets. 
  • Provide actionable recommendations. 
  • Help users locate relevant information more efficiently. 
  • Detect market signals earlier. 
  • Generate novel ideas. 
  • Coach innovators to enhance their work. 

The common denominator for all of them is that AI can help streamline, automate, and accelerate work, and provide easier access to information and skills that used to be the domain of only a few experts within the organization. 

However, scaling AI’s benefits isn’t without challenges. Most employees aren’t going to be expert prompters or data analysts that know all the right innovation best practices. So, to unlock the real benefits of using AI, you’re going to need a capable system that is specifically designed for corporate innovation and deeply integrated with AI across the board. When deployed right, AI can help democratize, scale and accelerate innovation like never before. 

3. Democratization of Innovation

The third trend builds on the first two. As innovation becomes a core capability better supported by tools, processes, and technology, it will also become more democratized.

Here are the three key shifts are driving this transformation: 

  • Innovation tools, frameworks, and best practices are becoming more widely available, understood, and easier to use: This makes it easier for anyone that wants to be an innovator to get started on the right path and avoid many of the common beginner mistakes. 
  • Technology reduces barriers to entry: Thanks to technologies such as 3D printing, low or no-code software, and Gen AI, it’s never been easier, faster, and cheaper to prototype innovations, whether focused on digital solutions, physical products, or process improvements. 
  • Organizations are looking for more bottom up, employee and team-led innovation and intrapreneurship: Corporate innovation is no longer solely driven by top management. While management needs to set the strategy and targets, more and more organizations are looking towards empowering their employees to help them get where they want to go. It all starts from ideas, but self-organized teams, business units, and intrapreneurship programs are all on the rise. Companies increasingly want to encourage employees to think and act more like entrepreneurs. 

When you put all three together, they create a powerful combination that can propel organizations to new heights of innovation and growth. 

4. Partner Innovation and the Venture Client Model

No organization, no matter how large or powerful, can house all the best talent on every topic. That’s why the “Not Invented Here” syndrome can be particularly dangerous.

When you need to move fast, and do so with a lower budget, your best bet is to leverage talent from outside your organization. 

The trick? Partnering with leaders and early movers in your area of interest to accelerate time to market and gain valuable insights. These partners can include research institutes, universities, or, increasingly, startups. 
 
Historically, large organizations have relied on accelerators or Corporate Venture Capital (CVC) investments to engage with startups. However, both approaches have limitations: 

  • Learning is indirect and secondhand. 
  • They often fail to directly contribute to strategic business goals. 
  • CVC investments require significant capital that could be allocated elsewhere. 

The better approach? The Venture Client Model. This approach allows organizations to act as customers and development partners to startups that align with their strategic goals, resulting in: 

  • Lower costs and faster time to market. 
  • Accelerated learning through direct engagement. 
  • Quick ROI by leveraging the organization’s existing scale. 

To succeed with this model, you need a systematic approach, the right tools—like HYPE Partnering—and a clear focus on addressing real business problems, not just nice to haves. 

The Venture Client Model, featured in Gartner’s latest Hype Cycle for Innovation Practices, brings all these elements together, making it a proven and effective strategy for driving innovation. 

5. Cross-industry Collaboration

Building on the trend of partnering, companies are increasingly looking beyond their industries to find innovation opportunities. 

Experienced innovators know that there’s no such thing as a new idea. Every idea is simply a combination of previous concepts and ideas applied to solve a specific problem. By partnering with organizations in different industries, companies can leverage highly advanced, specialized capabilities to uncover surprising opportunities and tackle the often-difficult execution phase of innovation. 

As such, we’re seeing more and more strategic partnerships between companies from different industries, such as automotive or life science firms partnering with tech companies, to not just learn from one another, but to cocreate hybrid solutionsand products that unlock new value for customers and enable breakthroughs that neither industry could achieve alone. 

6. Sustainability and ESG-driven Innovation

Last decade, ESG (Environmental, Social, and Governance) was all the rage. In the last couple of years, many of these initiatives took a backseat due to economic pressures and growing disillusionment with some of the failures associated with many of these programs.

The problem was that many organizations implemented ESG at a superficial level—promises and policies with little real-world impact—leading to skepticism about the value behind the topic at large. 

However, the fundamental need for transformation remains critical. From addressing government deficits to combating climate change, the urgency for sustainable innovation is greater than ever. 

What’s different now? The drivers and enablers are firmly in place: 

  • Regulatory Pressure: Many governments across the globe are introducing stricter mandates for sustainable practices. 
  • Technological Advancements: Breakthroughs in renewable energy, electrification, AI, and circular solutions provide tools for real change. 
  • Consumer Preferences: Shifts toward sustainability are influencing demand and shaping circular economic models. 

For innovators, this is a perfect storm—a unique opportunity to create breakthroughs that move the needle for both their organizations and the planet. Sustainability has been through the Hype Cycle, and is now nearing the plateau of productivity. For many, it’s no longer a “nice-to-have” but a strategic imperative, making ESG-driven innovation one of the most significant trends shaping the future of corporate innovation and strategy.

Conclusion 

 These trends highlight a clear shift toward more agile, sustainable, and externally focused innovation practices. For many organizations, they’re not just a nice addition, but a must to stay competitive in increasingly complex and fast-moving global markets. What hasn’t changed, is that those organizations that master innovation, unlock new opportunities to create value, drive impact. They will be able to future-proof themselves and leave the competition in the dust. 

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Challenging the Assumption of the Status Quo

(A Lesson Learned from Yogurt)

Challenging the Assumption of the Status Quo

GUEST POST from Robyn Bolton

In September 2006, I moved to Copenhagen, Denmark, on a temporary assignment with BCG.  As one does when arriving somewhere for an extended period, I went to the grocery store to stock my kitchen. 

Since the grocery store was on the ground floor of my building, I bought enough food for a few breakfasts and dinners, made note of the other offerings for future trips, and learned through painful public embarrassment that one must purchase grocery bags (and those bags are nowhere near the checkout lane).

The following day, yogurt was on the menu, and I grabbed the first of the three options I had bought the previous day – a small container of strawberry yogurt.

My heart sank when I peeled off the top.

Instead of super healthy, organic, natural (I’m in Scandinavia, for crying out loud!) yogurt, the stuff in my cup was a rather suspicious beige with dark brown flecks.

Stifling my instinct to dry heave, I chucked the cup into the garbage, along with the five other cups in the clearly spoiled pack, and pulled Brand #2 out of the refrigerator.  Surely, this strawberry yogurt would be safe to eat.

But it, too, was beige.  A lighter beiger and without the disturbing brown flecks.  But still beige.

“You’ve got to be kidding me,” I muttered.  Admittedly, the grocery store was more of a glorified convenience store, but c’mon, how hard is it to keep track of Sell By dates?

Into the garbage, it went.  Out of the refrigerator came Brand #3 (Yes, I take a portfolio approach to innovation AND food purchases)

Closing my eyes and saying a quick prayer to both the grocery and yogurt gods, I peeled open the yogurt. Not beige but a slight hint of pink, just enough to reassure me that it contained strawberries and hadn’t curdled but not so much that I suspected an American-amount of food coloring.

Later that day…

At lunch, my new colleagues asked how I was settling in.  I regaled them with my “bumbling American experiencing culture shock in a country where she looks (and is initially treated like) a local” stories. 

As we gathered up our dishes and returned to the kitchen, I commented that I was surprised that my local grocery would keep expired products on the shelf.  When they echoed my surprise, I told them about the spoiled yogurt and that 2 of the three brands I purchased were bad.

Based on the glances they exchanged, I knew I had another story to add to an already uncomfortably full book.

It turns out that. The “good” yogurt I ate that morning was from the lowest quality brand, one that no self-respecting Dane would consider eating but that is sold to unsuspecting foreigners (Hi, that’s me).  The “bad” yogurt was from respected all-natural brands.  All yogurt, they explained, falls somewhere in the spectrum from white to beige or even tan. That’s why they print the flavor name and a picture of the fruit on the label.

How often do we make the same mistake?

How often do we reject something because it’s not what we expect to see?  Because it’s not what we’re used to?

Maybe not often when it comes to yogurt, but what about other more important things, like:

  • Trends
  • Technologies
  • Ideas
  • Business Models
  • Startups
  • People

And what happens when we don’t have people willing to point out that we’re no longer in a place where our status quo applies?

Image credit: Pixabay

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An Innovation Lesson From The Rolling Stones

An Innovation Lesson From The Rolling Stones

GUEST POST from Robyn Bolton

If you’re like most people, you’ve faced disappointment. Maybe the love of your life didn’t return your affection, you didn’t get into your dream college, or you were passed over for promotion.  It hurts.  And sometimes, that hurt lingers for a long time.

Until one day, something happens, and you realize your disappointment was a gift.  You meet the true love of your life while attending college at your fallback school, and years later, when you get passed over for promotion, the two of you quit your jobs, pursue your dreams, and live happily ever after. Or something like that.

We all experience disappointment.  We also all get to choose whether we stay there, lamenting the loss of what coulda shoulda woulda been, or we can persevere, putting one foot in front of the other and playing The Rolling Stones on repeat:

“You can’t always get what you want

But if you try sometimes, well, you might just find

You get what you need”

That’s life.

That’s also innovation.

As innovators, especially leaders of innovators, we rarely get what we want.  But we always get what we need (whether we like it or not)

We want to know. 
We need to be comfortable not knowing.

Most of us want to know the answer because if we know the answer, there is no risk. There is no chance of being wrong, embarrassed, judged, or punished.  But if there is no risk, there is no growth, expansion, or discovery.

Innovation is something new that creates value. If you know everything, you can’t innovate.

As innovators, we need to be comfortable not knowing.  When we admit to ourselves that we don’t know something, we open our minds to new information, new perspectives, and new opportunities. When we say we don’t know, we give others permission to be curious, learn, and create. 

We want the creative genius and billion-dollar idea. 
We need the team and the steady stream of big ideas.

We want to believe that one person blessed with sufficient time, money, and genius can change the world.  Some people like to believe they are that person, and most of us think we can hire that person, and when we do find that person and give them the resources they need, they will give us the billion-dollar idea that transforms our company, disrupts the industry, and change the world.

Innovation isn’t magic.  Innovation is team work.

We need other people to help us see what we can’t and do what we struggle to do.  The idea-person needs the optimizer to bring her idea to life, and the optimizer needs the idea-person so he has a starting point.  We need lots of ideas because most won’t work, but we don’t know which ones those are, so we prototype, experiment, assess, and refine our way to the ones that will succeed.   

We want to be special.
We need to be equal.

We want to work on the latest and most cutting-edge technology and discuss it using terms that no one outside of Innovation understands. We want our work to be on stage, oohed and aahed over on analyst calls, and talked about with envy and reverence in every meeting. We want to be the cool kids, strutting around our super hip offices in our hoodies and flip-flops or calling into the meeting from Burning Man. 

Innovation isn’t about you.  It’s about serving others.

As innovators, we create value by solving problems.  But we can’t do it alone.  We need experienced operators who can quickly spot design flaws and propose modifications.  We need accountants and attorneys who instantly see risks and help you navigate around them.  We need people to help us bring our ideas to life, but that won’t happen if we act like we’re different or better.  Just as we work in service to our customers, we must also work in service to our colleagues by working with them, listening, compromising, and offering help.

What about you?
What do you want?
What are you learning you need?

Image Credit: Unsplash

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3 Ways to View Your Innovation Basket

(including one that makes Radical Innovation easy)

3 Ways to View Your Innovation Basket

GUEST POST from Robyn Bolton

You are a rolling stone, and that means you gather no moss!  You read the September issue of HBR (and maybe last week’s article), tossed out your innovation portfolio, and wove yourself an innovation basket to “differentiate the concept from finance and avoid the mistake of treating projects like financial securities, where the goal is usually to maximize returns through diversification [and instead] remember that innovation projects are creative acts.”   

Then you explained this to your CFO and received side-eye so devastating it would make Sophie Loren proud.

The reality is that the innovation projects you’re working on are investments, and because they’re risky, diversification is the best way to maximize the returns your company needs.

But it’s not the only way we should communicate, evaluate, and treat them.

Different innovation basket views for different customers

When compiling an innovation basket, the highest priority is having a single source of truth.  If people in the organization disagree on what is in and out of the basket, how you measure and manage the portfolio doesn’t matter.

But a single source of truth doesn’t mean you can’t look at that truth from multiple angles.

Having multiple views showing the whole basket while being customized to address each of your internal customer’s Jobs to be Done will turbocharge your ability to get support and resources.

The CFO: What returns will we get and when?

The classic core/adjacent/transformational portfolio is your answer.  By examining each project based on where to play (markets and customers) and how to win (offerings, profit models, key resources and activities), you can quickly assess each project’s relative riskiness, potential return, time to ROI, and resource requirements.

The CEO: How does this support and accelerate our strategic priorities?

This is where the new innovation basket is most helpful.  By starting with the company’s strategic goals and asking, “What needs to change to achieve our strategy?” leadership teams immediately align innovation goals with corporate strategic priorities.  When projects and investments are placed at the intersection of the goal they support, and the mechanism of value creation (e.g., product, process, brand), the CEO can quickly see how investments align with strategic priorities and actively engage in reallocation decisions.

You: Will any of these ever see the light of day?

As much as you hope the answer is “Yes!”, you know the answer is “Some.  Maybe.  Hopefully.”  You also know that the “some” that survive might not be the biggest or the best of the basket.  They’ll be the most palatable.

Ignoring that fact won’t make it untrue. Instead, acknowledge it and use it to expand stakeholders’ palates.

Start by articulating your organization’s identity, the answers to “who we are” and “what we do.” 

Then place each innovation in one of three buckets based on its fit with the organization’s identity:

  • Identity-enhancing innovations that enhance or strengthen the identity
  • Identity-stretching innovations that “do not fit with the core of an organization’s identity, but are related enough that if the scope of organizational identity were expanded, the innovation would fit.”
  • Identity-challenging innovations that are “in direct conflict with the existing organizational identity.”

It probably won’t surprise you that identity-enhancing innovations are far more likely to receive internal support than identity-challenging innovations.  But what may surprise you is that core, adjacent, and transformational innovations can all be identity-enhancing.

For example, Luxxotica and Bausch & Lomb are both in the vision correction industry (eyeglasses and contact lenses, respectively) but have very different identities.  Luxxotica views itself as “an eyewear company,” while Bausch & Lomb sees itself as an “eye health company” (apologies for the puns). 

When laser-vision correction surgery became widely available, Bausch & Lomb was an early investor because, while the technology would be considered a breakthrough innovation, it was also identity-enhancing.  A decade later, Bausch & Lomb’s surgical solutions and ophthalmic pharmaceuticals businesses account for 38% of the company’s revenue and one-third of the growth.

One basket.  Multiple Views.  All the Answers.

Words are powerful, and using a new one, especially in writing,  can change your behavior and brain. But calling a portfolio a basket won’t change the results of your innovation efforts.  To do that, you need to understand why you have a basket and look at it in all the ways required to maximize creativity, measure results, and avoid stakeholder side-eye.

Image Credit: Pixabay

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Why You Should Care About Service Design

Why You Should Care About Service Design

GUEST POST from Robyn Bolton

What if a tool had the power to delight your customers, cut your costs, increase your bottom line, and maybe double your stock price? You’d use it, right?

That’s precisely the power and impact of Service Design and service blueprints. Yet very few people, especially in the US, know, understand, or use them. Including me.

Thankfully, Leala Abbott, a strategist and researcher at the intersection of experience, innovation, and digital transformation and a lecturer at Parsons School of Design, clued me in.

What is Service Design?

RB: Hi, Leala, thanks for taking the time to talk with me today.

LA: My pleasure! I’m excited about this topic. I’ve managed teams with service designers, and I’ve always been impressed by the magical way they brought together experience strategy, UX, and operations.

RB: I felt the same way after you explained it to me. Before we get too geeked up about the topic, let’s go back to the beginning and define “service.”

LA: Service is something that helps someone accomplish a goal. As a result, every business needs service design because every business is in the service industry.

RB: I’ll be honest, I got a little agitated when I read that because that’s how I define “solution.” But then I saw your illustration explaining that service design moves us from seeing and problem-solving isolated moments to seeing an integrated process. And that’s when it clicked.

LA:  That illustration is from Lou Downe’s talk Design in Government Impact for All . Service Design helps us identify what customers want and how to deliver those services effectively by bringing together all the pieces within the organization. It moves us away from fragmented experiences created by different departments and teams within the same company to an integrated process that enables customers to achieve their goals.

Why You Need It

RB: It seems so obvious when you say it. Yet so often, the innovation team spends all their time focused on the customer only to develop the perfect solution that, when they toss it over the wall for colleagues to make, they’re told it’s not possible, and everything stops. Why aren’t we always considering both sides?

LA: One reason, I think, is people don’t want to add one more person to the team. Over the past two decades, the number of individuals required to build something has grown exponentially. It used to be that one person could build your whole website, but now you need user experience designers, researchers, product managers, and more. I think it’s just overwhelming for people to add another individual to the mix. We believe we have all the tools to fix the problem, so we don’t want to add another voice, even if that voice explains the huge disconnect between everything built and their operational failures.

RB: Speaking of operational failures, one of the most surprising things about Service Design is that it almost always results in cost savings. That’s not something most people think about when they hear “design.”

LA: The significant impact on the bottom line is one of the most persuasive aspects of service design. It shifts the focus from pretty pictures to the actual cost implications. Bringing in the operational side of the business is crucial. Building a great customer journey and experience is important, but it’s also important to tie it back to lost revenue and increased cost to serve

Proof It Works 

LA: One of the most compelling cases I recently read was about Autodesk’s transition to SaaS, they brought in a service design company called Future Proof. Autodesk wanted to transition from a software licensing model to a software-as-a-service model. It’s a significant transition not just in terms of the business model and pricing but also in how it affects customers.

If you’re a customer of Autodesk, you used to pay a one-time fee for your software, but now you are paying based on users and services. Budgeting becomes messy. The costs are no longer simple and predictable. Plus, it raises lots of questions about the transition, cost predictability, control over access, managing subscriptions, and flexibility. Notice that these issues are about people managing their money and increasing costs. These are the areas where service design can truly help. 

Future Proof conducted customer interviews, analyzed each stage of the customer journey, looked at pricing models and renewal protocols, and performed usability studies. When they audited support ticket data for the top five common customer issues, they realized that if Autodesk didn’t change their model, the cost of running software for every customer would increase by 40%, and profit margins would decrease by 15% to 20%.

Autodesk made the change, revenue increased significantly, and their stock price doubled. Service design allows for this kind of analysis and consideration of operational costs.

How to Learn More

RB: Wow, not many things can deliver better service, happier customers, and doubling a stock price. Solid proof that companies, and innovation teams in particular, need to get smart on service design. We’ve talked a lot about the What and Why of Service Design. How can people learn more about the How?

LA: Lou Downe’s book is a great place to start Good Services: How to Design Services That Work. So is Woo, Wow, and Win: Service Design, Strategy, and the Art of Customer Delight by Thomas A Stewart and Patricia O’Connell.  I also recommend people check out The Service Design Network for tools and case studies and TheyDo, which helps companies visualize and manage their service design.

Image Credit: Pixabay

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Leaders Avoid Doing This One Thing

Leaders Avoid Doing This One Thing

GUEST POST from Robyn Bolton


Being a leader isn’t easy. You must BE accountable, compassionate, confident, curious, empathetic, focused, service-driven, and many other things. You must DO many things, including build relationships, communicate clearly, constantly learn, create accountability, develop people, inspire hope and trust, provide stability, and think critically. But if you’re not doing this one thing, none of the other things matter.

Show up.

It seems obvious, but you’ll be surprised how many “leaders” struggle with this. 

Especially when they’re tasked with managing both operations and innovation.

It’s easy to show up to lead operations.

When you have experience and confidence, know likely cause and effect, and can predict with relative certainty what will happen next, it’s easy to show up. You’re less likely to be wrong, which means you face less risk to your reputation, current role, and career prospects.

When it’s time to be a leader in the core business, you don’t think twice about showing up. It’s your job. If you don’t, the business, your career, and your reputation suffer. So, you show up, make decisions, and lead the team out of the unexpected.

It’s hard to show up to lead innovation.

When you are doing something new, facing more unknowns than knowns, and can’t guarantee an outcome, let alone success, showing up is scary. No one will blame you if you’re not there because you’re focused on the core business and its known risks and rewards. If you “lead from the back” (i.e., abdicate your responsibility to lead), you can claim that the team, your peers, or the company are not ready to do what it takes.

When it’s time to be a leader in innovation, there is always something in the core business that is more urgent, more important, and more demanding of your time and attention. Innovation may be your job, but the company rewards you for delivering the core business, so of course, you think twice.

Show up anyway

There’s a reason people use the term “incubation” to describe the early days of the innovation process. To incubate means to “cause or aid the development of” but that’s the 2nd definition. The 1st definition is “to sit on so as to hatch by the warmth of the body.”

You can’t incubate if you don’t show up.

Show up to the meeting or call, even if something else feels more urgent. Nine times out of ten, it can wait half an hour. If it can’t, reschedule the meeting to the next day (or the first day after the crisis) and tell your team why. Don’t say, “I don’t have time,” own your choice and explain, “This isn’t a priority at the moment because….”

Show up when the team is actively learning and learn along with them. Attend a customer interview, join the read-out at the end of an ideation session, and observe people using your (or competitive) solutions. Ask questions, engage in experiments, and welcome the experiences that will inform your decisions.

Show up when people question what the innovation team is doing and why. Especially when they complain that those resources could be put to better use in the core business. Explain that the innovation resources are investments in the company’s future, paving the way for success in an industry and market that is changing faster than ever.

You can’t lead if you don’t show up.

Early in my career, a boss said, “A leader without followers is just a person wandering lost.” Your followers can’t follow you if they can’t find you.

After all, “80% of success is showing up.”

Image credit: Pixabay

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A Top-Down Open Innovation Approach

A Top-Down Open Innovation Approach

GUEST POST from Geoffrey A. Moore

For high-tech in much of the 20 century, when start-up capital was scarce and the need for it was great, innovation began at the core and migrated to the edge. Today we have the reverse. Start-up capital is plentiful, the need for it is modest, and innovation is thriving at the edge and moving reluctantly to the core, fearful of the inertia it will encounter once it gets there.

Yet if innovations are going to scale, they must leverage the core-edge dynamic in both directions. That means, in addition to enabling innovation from the bottom up—something today’s start-up enterprises are having great success in doing—we must also be able to manage it from the top down, from the core out, from the acquiring-sponsoring enterprise to acquired-innovating start-up. Here success is not so widespread, but there is a fix for that.

Geoffrey Moore Return on Innovation

In the core-edge dynamic, the job of the core acquiring institution is not to innovate—it is to get a return on innovation from wherever it is sourced. This could be an internal skunk works project, a major R&D project, a tuck-in acquisition, or a merger with another mature enterprise. The challenge is not, in other words, to bring innovation into existence but rather to capitalize on it in a meaningful way. That is what the pie chart above is all about.

The key claims of this model are 1) that there are three ways to get a positive return from an innovation investment and 2) that they are mutually exclusive. (There are also at least five ways to get a negative return which we will get to in a moment.)

The winning returns can come from:

  1. Differentiation. To win here you must create an offer that dramatically outperforms its competitive set on at least one vector of innovation. You are playing for competitive separation, looking for a 10X result on at least one chosen vector, either in product performance, customer delight, or operational savings. This sort of thing creates the highest return on innovation possible. Think Apple iPad over any prior tablet (or arguably any tablet since).
  2. Neutralization. To win here you must catch up to a competitor’s innovation sufficiently to get your offer back in the hunt. This means getting to “good enough” as quickly as possible. Here you are playing for speed—how fast can you get back in the game. Think Google Android catching up to (and then overtaking) the Apple iPhone.
  3. Optimization. To win here you produce essentially the same offer on a better, faster, cheaper basis. Basically, you are extracting resources from an established effort in order to hit a new price-point, repurpose them for innovation elsewhere or simply taking to the bottom line. Here you are playing neither for separation nor for speed but rather for money. Think Nokia’s long history of success with feature phones.

The critical thing to note about these three sources of return is that they are at odds with one another. If you are going to get maximum separation, you cannot tell exactly when that will occur, so you cannot play for speed. Conversely, if you are playing for speed, you must suppress any impulse to go beyond a “good enough” standard. But in both cases you are willing to spend extra money to achieve your primary goal, be that separation or speed. That puts both approaches at odds with optimization, where the goal is to extract cost from the system.

The net of this is that top-down management of innovation requires leaders to charter their innovation teams with one—and only one—of these objectives. Where you have multiple needs, you need multiple teams. To understand why, let’s turn to look at how innovation investments fail to pay off.

There are at least five ways this can happen, as follows:

  1. The innovation doesn’t work. Ouch. But that is the price of playing innovation poker. In fact, if you have no failed experiments, you probably are not taking enough risk.
  2. The differentiation doesn’t go far enough. Yes, you create something different, but it is a far cry from a 10X separation, and so the market accepts it as good but does not grant you any competitive advantage for it. Basically, you just spent your R&D budget and have nothing to pay you back for it. HP and Dell have both suffered here greatly in recent years.
  3. The neutralization doesn’t go fast enough. The team got caught up in out-doing the competition rather than simply getting to good enough. The problem is, the market will not pay you any return on improvements beyond good enough, so all you have done here is waste time, which is the one thing you cannot afford to waste when your product is out of the game. Nokia was a prime offender here with respect to its tardy response to the iPhone challenge.
  4. The optimization doesn’t go deep enough. Basically, you optimize around the edges and do not attack any of the sacred cows (typically meaning you do not touch either engineering or sales). The gains are minimal, and the bottlenecks that are holding you back are still deeply in place. Ginny Rometti made a version of this point in one of IBM’s earnings calls, but so could every other Tech 50 CEO in any given quarter. This is a really big problem because tech has never been good at optimization.
  5. The innovation project blended two or more goals. The problem here is that either the differentiation goal slowed you down or the neutralization goal dumbed you down or the optimization goal tied you down. One way or another, you went down.

So the net here is simple. Managing innovation is a different discipline from innovating per se. It is all about controlling the charter, targeting one and only one kind of return, and then focusing the team solely on that set of outcomes. It isn’t all that cool. It is just very, very important.

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

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