Category Archives: Strategy

Agility is the 2023 Success Factor

GUEST POST from Soren Kaplan

Agility, the ability to think fast and move quickly, is an imperative for every team this year.

That’s because there’s never been more uncertainty – around technology, the economy, global-political turmoil, and just about everything else.

I’ve led teams in both big companies and startups. I’ve built new teams. And I’ve helped fix dysfunctional ones.

There’s no shortage of research on the success factors for creating high-performing teams. In a landmark study, for example, Google identified “psychological safety” as the top characteristic of its most successful teams. Teams with people who feel safe to take risks and be vulnerable with one another showed better results.

Psychological safety is indeed important. Yet we can’t lose sight of another critical success factor for navigating today’s highly uncertain world, especially in 2023: agility.

Three Steps to Strategic Agility

The concept of “agility” in business originated from the field of agile software development. Agile software development involves “sprints” in which teams define short-term goals (typically two weeks), work diligently to achieve them, and then apply what they learned from the sprint to their next sprint’s goals.

Any team can apply the principles of agile software development to create greater overall agility. Whatever your team’s cadence of work, consider using the following approach to structure your work:

Define short-term goals: What do you need to accomplish by the end of your sprint?
Do the work: What work must be done and how will you do it?
Evaluate progress: Based on what you achieved, what did you learn, and what’s the next logical set of short-term goals?

Approach these steps as a repetitive cycle. For example, you might have a project you expect to take three months to complete. Most traditional teams might go through a single cycle — they define their end goal, create a three-month plan, do their work, and then after the three months are up, they reflect on their progress.

If you were to work in two-week sprints during the three-month project, however, you would have five cycles of defining goals, achieving them, and then applying your learning to make your project even more effective along the way. The agile approach accelerates and leverages continuous learning, which reduces the overall risk of your project.

Instill Agile Mindsets, Abilities, and Know-How Into Your Team

The definition of agility isn’t just about being adaptable. Agility is the ability to think and understand quickly, so you can move faster and easier. It’s a mindset. That’s why it’s important to instill specific attitudes and beliefs in your team around the importance of being flexible and accepting that goals and work can, and should, change on a regular basis.

In my latest book, Experiential Intelligence, I highlight the importance of understanding and developing your team’s mindsets, abilities, and know-how.

From the book Experiential Intelligence

For example, consider reinforcing the following mindsets, delivering training to build certain agile abilities, and providing certain tools to help your team apply specific skills as you implement your projects:

Mindsets (attitudes and beliefs)

Flexibility is a key success factor
Assumptions always exist but can be tested
Iteration drives learning and success

Abilities (high-level competencies)

Strategic thinking
Pattern recognition
Learning by doing

Know-how (knowledge and skills)

Project and task prioritization
Assumption testing
“Five whys” analysis

Agile teams possess mindsets focused on moving quickly and modifying plans on a regular basis. It’s the exact opposite of how many big companies set annual plans and stick to them no matter what. Agile teams go from sprint to sprint, challenging their mindsets and identifying the abilities and know-how necessary to achieve the goals of the following sprint. That is, before they complete a sprint, they’ve already started planning for the next one. Agility becomes a core competency of the team, supported by know-how in agile methodologies and tools.

As we’ve seen over and over, every product, service, and business model eventually gets disrupted. Agility may ultimately be your only source of sustainable competitive advantage.

BONUS: Get a free sample chapter from my latest book Experiential Intelligence – here.

Image credit: Pixabay

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Back to Basics: The Innovation Alphabet

4 Replies

Back to Basics: The Innovation Alphabet

GUEST POST from Robyn Bolton

You know ALL the innovation tools and frameworks:

Design Thinking
Lean Startup
Disruptive Innovation

But knowing and doing are two different things. When I first learned Jobs to be Done, it felt painfully obvious, exactly like the customer research I did for five years at P&G. Then I had to do it (conduct a Jobs to be Done interview), and it was difficult (ok, it was a disaster).

And teaching others to do it is a third entirely different thing. Because by the time you have the skills and expertise to teach others, you’ve forgotten what it was like to start from the beginning.

It’s easy to forget that before you can read a sentence, you must know how to read a word. Before you can read a word, you must recognize a letter.

So let’s go back to basics. Back before the methodologies. Before the frameworks. Before the theories. Let’s go back to the letters and words that are Innovation’s essence.

Let’s go back to the Innovation Alphabet.

Assumptions, every innovation has them, and every innovator tests them to reduce risk

Brainstorming, a great way to get lots of ideas and maybe even some new ones

Customers, the people we innovate for

Disruptive Innovation, cheaper, lower quality products that appeal to non-consumers

Experiments, how you test assumptions and reduce risk

Fun, what innovation should be

Hope, it springs eternal in the heart of every innovator

Ideas, where most innovations start

Jobs to be Done, the problems people have/the progress they want to make (and the hill I will die on)

Leadership, the most crucial element in innovation (and often the biggest barrier)

Mistakes, how we learn, grow, and make progress

No, the start of a conversation, not the end

Opportunities, a nice term for “problem”

Problems, where all innovations should start

Quiet, what we sometimes need to think big and create something new

Team, how innovation gets done

Uncomfortable, what innovation should make you (especially if you’re a senior executive)

whY, the one question you can never ask enough

Zzzz, what you finally get to do when you’ve changed the world

As you can see, some letters still need words. What should they be?

Are there better words for some letters?

Let me know in the comments!

Image credit: Unsplash

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Top 40 Innovation Bloggers of 2022

29 Replies

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 2022:

Robyn Bolton
Robyn M. Bolton works with leaders of mid and large sized companies to use innovation to repeatably and sustainably grow their businesses.

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.

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.

Braden Kelley
Braden Kelley is a Human-Centered Experience, Innovation and Transformation consultant at HCL Technologies, a popular innovation speaker, workshop leader, and creator of the Human-Centered Change™ methodology. He is the author of Stoking Your Innovation Bonfire from John Wiley & Sons and Charting Change from Palgrave Macmillan. Follow him on Linkedin, Twitter, Facebook, or Instagram.

Teresa Spangler
Teresa Spangler is the CEO of PlazaBridge Group has been a driving force behind innovation and growth for more than 30 years. Today, she wears multiple hats as a social entrepreneur, innovation expert, growth strategist, author and speaker (not to mention mother, wife, band-leader and so much more). She is especially passionate about helping CEOs understand and value the role human capital plays in innovation, and the impact that innovation has on humanity; in our ever-increasing artificial/cyber world.

Douglas Ferguson
Douglas Ferguson is an entrepreneur and human-centered technologist. He is the founder and president of Voltage Control, an Austin-based change agency that helps enterprises spark, accelerate, and sustain innovation. He specializes in helping teams work better together through participatory decision making and design inspired facilitation techniques.

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

Shep Hyken
Shep Hyken is a customer service expert, keynote speaker, and New York Times, bestselling business author. For information on The Customer Focus™ customer service training programs, go to www.thecustomerfocus.com. Follow on Twitter: @Hyken

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

Geoffrey A. Moore
Geoffrey A. Moore is an author, speaker and business advisor to many of the leading companies in the high-tech sector, including Cisco, Cognizant, Compuware, HP, Microsoft, SAP, and Yahoo! Best known for Crossing the Chasm and Zone to Win with the latest book being The Infinite Staircase. Partner at Wildcat Venture Partners. Chairman Emeritus Chasm Group & Chasm Institute

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.

Steve Blank
Steve Blank is an Adjunct Professor at Stanford and Senior Fellow for Innovation at Columbia University. He has been described as the Father of Modern Entrepreneurship, credited with launching the Lean Startup movement that changed how startups are built; how entrepreneurship is taught; how science is commercialized, and how companies and the government innovate.

Arlen Meyers
Arlen Meyers, MD, MBA is an emeritus professor at the University of Colorado School of Medicine, an instructor at the University of Colorado-Denver Business School and cofounding President and CEO of the Society of Physician Entrepreneurs at www.sopenet.org. Linkedin: https://www.linkedin.com/in/ameyers/

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.

Alain Thys
As an experience architect, Alain helps leaders craft customer, employee and shareholder experiences for profit, reinvention and transformation. He does this through his personal consultancy Alain Thys & Co as well as the transformative venture studio Agents of A.W.E. Together with his teams, Alain has influenced the experience of over 500 million customers and 350,000 employees. Follow his blog or connect on Linkedin.

David Burkus
Dr. David Burkus is an organizational psychologist and best-selling author. Recognized as one of the world’s leading business thinkers, his forward-thinking ideas and books are helping leaders and teams do their best work ever. David is the author of five books about business and leadership and he’s been featured in the Wall Street Journal, Harvard Business Review, CNN, the BBC, NPR, and more. A former business school professor turned sought-after international speaker, he’s worked with organizations of all sizes and across all industries.

Diana Porumboiu
Diana heads marketing at Viima, the most widely used and highest rated innovation management software in the world, and has a passion for innovation, and for genuine, valuable content that creates long-lasting impact. Her combination of creativity, strategic thinking and curiosity has helped organisations grow their online presence through strategic campaigns, community management and engaging content.

Art Inteligencia
Art Inteligencia is the lead futurist at Inteligencia Ltd. He is passionate about content creation and thinks about it as more science than art. Art travels the world at the speed of light, over mountains and under oceans. His favorite numbers are one and zero.

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.

Bruce Fairley
Bruce Fairley is the CEO and Founder of The Narrative Group, a firm dedicated to helping C-Suite executives build enterprise value. Through smart, human-powered digital transformation, Bruce optimizes the business-technology relationship. His innovative profit over pitfalls approach and customized programs are part of Bruce’s mission to build sustainable ‘best-future’ outcomes for visionary leaders. Having spearheaded large scale change initiatives across four continents, he and his skilled, diverse team elevate process, culture, and the bottom line for medium to large firms worldwide.

Patricia Salamone
Patricia Salamone is a career strategist having worked across the financial services, CPG, media and telecom sectors – seeking resonance with every problem she is hired to solve. Patricia sees innovation through the lens of human need, framing what is to be solved not through the problem at hand, but rather the mystery to be unraveled. Patricia is currently an Account Strategist at Gongos, Inc.

Dainora Jociute
Dainora (a.k.a. Dee) creates customer-centric content at Viima. Viima is the most widely used and highest rated innovation management software in the world. Passionate about environmental issues, Dee writes about sustainable innovation hoping to save the world – one article at the time.

Dean and Linda Anderson
Dr. Dean Anderson and Dr. Linda Ackerman Anderson lead BeingFirst, a consultancy focused on educating the marketplace about what’s possible in personal, organizational and community transformation and how to achieve them. Each has been advising clients and training professionals for more than 40 years.

Brian Miller
Brian Miller is the senior VP, strategic development, at BMNT Inc., an internationally recognized innovation consultancy and early-stage enterprise accelerator that is changing the future of public service innovation.

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.

Tom Stafford
Tom Stafford studies learning and decision making. His main focus is the movement system – the idea being that if we can understand the intelligence of simple actions we will have an excellent handle on intelligence more generally. His research looks at simple decision making, and simple skill learning, using measures of behaviour informed by the computational, robotics and neuroscience work done in the wider group.

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.

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

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.

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.

Norbert Majerus and George Taninecz
Norbert Majerus is a popular keynote speaker and consultant. His latest book, Winning Innovation – How Innovation Excellence Propels an Industry Icon Toward Sustained Prosperity, is available now. Follow him on LinkedIn or visit leandriveninnovation.com. For more than 20 years, George, as president of George Taninecz Inc., has helped executives publish award-winning books that illustrate applications of lean thinking. He also supports companies and associations with white papers, articles, and case studies on the deployment of lean in manufacturing, healthcare, and other industries.

Farnham Street
Farnham Street focuses on helping you master the best of what other people have already figured out.

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.

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.

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

Jorge Barba
Jorge Barba is a strategist and entrepreneur, who helps companies build new puzzles using human skills. He is a global Innovation Insurgent and author of the innovation blog www.Game-Changer.net

Nicholas Longrich
Nicholas Longrich is a senior lecturer in evolutionary biology and paleontology at the University of Bath. He is interested in how and why the world is the way it is and studies dinosaurs, among other things—pterosaurs, fossil birds, lizards and snakes.

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.

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:

Top 40 Innovation Bloggers of 2015
Top 40 Innovation Bloggers of 2016
Top 40 Innovation Bloggers of 2017
Top 40 Innovation Bloggers of 2018
Top 40 Innovation Bloggers of 2019
Top 40 Innovation Bloggers of 2020
Top 40 Innovation Bloggers of 2021

Download PDF versions of the Top 40 Innovation Bloggers of 2020, 2021 and 2022 lists here:

. . .

Happy New Year everyone!

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Voting Closed for the Top 40 Innovation Bloggers of 2022

Leave a reply

CLICK HERE TO SEE WHO HAS BEEN NOMINATED

For more than a decade I’ve devoted myself to making innovation insights accessible for the greater good, because I truly believe that the better our organizations get at delivering value to their stakeholders the less waste of natural resources and human resources there will be.

As a result, we are eternally grateful to all of you out there who take the time to create and share great innovation articles, presentations, white papers, and videos with Braden Kelley and the Human-Centered Change and Innovation team. As a small thank you to those of you who follow along, we like to make a list of the Top 40 Innovation Bloggers available each year!

CLICK HERE TO SEE WHO HAS BEEN NOMINATED

Our lists from the ten previous years have been tremendously popular, including:

Do you just have someone that you like to read that writes about innovation, or some of the important adjacencies – trends, consumer psychology, change, leadership, strategy, behavioral economics, collaboration, or design thinking?

Human-Centered Change and Innovation is now looking to recognize the Top 40 Innovation Bloggers of 2022.

It is time to vote and help us narrow things down.

The deadline for submitting votes is December 31, 2022 at midnight GMT.

CLICK HERE TO SEE WHO HAS BEEN NOMINATED

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions to this web site by an author will be a BIG contributing factor (through the end of the voting period).

You can vote in any of these three ways (and each earns points for them, so please feel free to vote all three ways):

Sending us the name of the blogger by @reply on twitter to @innovate
Adding the name of the blogger as a comment to this article’s posting on Facebook
Adding the name of the blogger as a comment to this article’s posting on our Linkedin Page (Be sure and follow us)

The official Top 40 Innovation Bloggers of 2022 will then be announced here in early January 2023.

CLICK HERE TO SEE WHO HAS BEEN NOMINATED

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Voting Closed – Top 40 Innovation Bloggers of 2022

1 Reply

Our lists from the ten previous years have been tremendously popular, including:

Human-Centered Change and Innovation is now looking to recognize the Top 40 Innovation Bloggers of 2022.

It is time to vote and help us narrow things down.

The deadline for submitting votes is December 31, 2022 at midnight GMT.

You can vote in any of these three ways (and each earns points for them, so please feel free to vote all three ways):

Sending us the name of the blogger by @reply on twitter to @innovate
Adding the name of the blogger as a comment to this article’s posting on Facebook
Adding the name of the blogger as a comment to this article’s posting on our Linkedin Page (Be sure and follow us)

The official Top 40 Innovation Bloggers of 2022 will then be announced here in early January 2023.

Here are the people who received nominations this year along with some carryover recommendations (in alphabetical order):

Adi Gaskell – @adigaskell
Alain Thys
Alex Goryachev
Andy Heikkila – @AndyO_TheHammer
Annette Franz
Arlen Meyers – @sopeofficial
Art Inteligencia
Braden Kelley – @innovate
Brian Miller
Bruce Fairley
Chad McAllister – @ChadMcAllister
Chris Beswick
Chris Rollins
Dr. Detlef Reis
Dainora Jociute
Dan Blacharski – @Dan_Blacharski
Daniel Burrus – @DanielBurrus
Daniel Lock
David Burkus
Dean and Linda Anderson
Diana Porumboiu
Douglas Ferguson
Drew Boyd – @DrewBoyd
Farnham Street
Frank Mattes – @FrankMattes
Geoffrey A Moore
Gregg Fraley – @greggfraley
Greg Satell – @Digitaltonto
Helen Yu
Howard Tiersky
Janet Sernack – @JanetSernack
Jeffrey Baumgartner – @creativejeffrey
Jeff Freedman – @SmallArmyAgency
Jeffrey Phillips – @ovoinnovation
Jesse Nieminen – @nieminenjesse
John Bessant
Jorge Barba – @JorgeBarba
Julian Birkinshaw – @JBirkinshaw
Julie Anixter – @julieanixter
Kate Hammer – @Kate_Hammer
Kevin McFarthing – @InnovationFixer
Lou Killeffer – @LKilleffer
Manuel Berdoy

Mari Anixter- @MariAnixter
Maria Paula Oliveira – @mpaulaoliveira
Matthew E May – @MatthewEMay
Michael Graber – @SouthernGrowth
Mike Brown – @Brainzooming
Mike Shipulski – @MikeShipulski
Mukesh Gupta
Nick Partridge – @KnewNewNeu
Nicolas Bry – @NicoBry
Nicholas Longrich
Norbert Majerus and George Taninecz
Pamela Soin
Patricia Salamone
Paul Hobcraft – @Paul4innovating
Paul Sloane – @paulsloane
Pete Foley – @foley_pete
Ralph Christian Ohr – @ralph_ohr
Randy Pennington
Richard Haasnoot – @Innovate2Grow
Robert B Tucker – @RobertBTucker
Robyn Bolton – @rm_bolton
Saul Kaplan – @skap5
Shep Hyken – @hyken
Shilpi Kumar
Scott Anthony – @ScottDAnthony
Scott Bowden – @scottbowden51
Shelly Greenway – @ChiefDistiller
Soren Kaplan – @SorenKaplan
Stefan Lindegaard – @Lindegaard
Stephen Shapiro – @stephenshapiro
Steve Blank
Steven Forth – @StevenForth
Tamara Kleinberg – @LaunchStreet
Teresa Spangler – @composerspang
Tim Stroh
Tom Koulopoulos – @TKspeaks
Tom Stafford
Yoram Solomon – @yoram

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

We’re curious to see who you think is worth reading!

Nominations Closed for the Top 40 Innovation Bloggers of 2022

Leave a reply

Human-Centered Change and Innovation loves making innovation insights accessible for the greater good, because we truly believe that the better our organizations get at delivering value to their stakeholders the less waste of natural resources and human resources there will be.

Nominations are now closed.

Our lists from the ten previous years have been tremendously popular, including:

Human-Centered Change and Innovation is now looking for the Top 40 Innovation Bloggers of 2022.

The deadline for submitting nominations is December 24, 2022 at midnight GMT.

Nominations are now closed, but people were able to submit a nomination in either of these two ways:

Sending us the name of the blogger and the url of their blog by @reply on twitter to @innovate
Sending the name of the blogger and the url of their blog and your e-mail address using our contact form

(Note: HUGE bonus points for being a contributing author)

So, think about who you like to read and let us know by midnight GMT on December 24, 2022.

We will then compile a voting list of all the nominations, and publish it on December 25, 2022.

Voting will then be open from December 25, 2022 – January 1, 2023 via comments and twitter @replies to @innovate.

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions by an author to this web site will be a contributing factor.

Contact me with writing samples if you’d like to publish your articles on our platform!

The official Top 40 Innovation Bloggers of 2022 will then be announced on here in early January 2023.

We’re curious to see who you think is worth reading!

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Forbidden Truth About Innovation

2 Replies

Forbidden Truth About Innovation

GUEST POST from Robyn Bolton

If you heard it once, you heard it a thousand times:

Big companies can’t innovate
We need to innovate before we get too big and slow
Startups are innovative. Big companies are dinosaurs. They can’t innovate.

And yet you persevere because you know the truth:

Big companies CAN innovate.

They CHOOSE not to.

Using Innovation to drive growth is a choice.

Just like choosing to grow through acquisition or expansion into new markets is a choice.

All those choices are complex, uncertain, and risky. In fact:

70 – 95% of innovations fail
70 – 90% of acquisitions fail
~80% of market entry efforts fail

Hold on. The odds of failure are the same!

All three growth drivers have similar failure rates, but no one says, “Big companies can’t acquire things” or “Big companies can’t expand into new markets.”

We expect big companies to engage in acquisitions and market expansion.

Failed acquisitions and market expansions prove us (or at least our expectations) wrong. Because we don’t like being wrong, we study our failures so that we can change, improve, and increase our odds of success next time.

We expect big companies to fail at innovation.

In this case, failure proves us right. We love being right, so we shrug and say, “Big companies can’t innovate.”

We let big companies off the hook.

Why are our expectations so different?

Since the dawn of commerce, businesses engaged in innovation, acquisitions, and market expansion. But innovation is different from M&A and market expansion in three fundamental ways:

Innovation is “new” – Even though businesses have engaged in innovation, acquisitions, and market expansion since the very earliest days of commerce, innovation only recently became a topic worthy of discussion, study, and investment. In fact, it wasn’t until the 1960s that Innovation was recognized as worthy of research and deliberate investment.

Innovation starts small – Unlike acquisitions and new markets that can be easily sized and forecasted, in the early days of an innovation, it’s hard to know how big it could be.

Innovation takes time – Innovation doesn’t come with a predictable launch date. Even its possible launch date is usually 3 to 5 years away, unlike acquisition closing dates that are often within a year.

What can we do about this?

We can’t change what innovation is (new, small, and slow at the start), but we can change our expectations.

Finish the sentence – “Big companies can’t innovate” absolves companies of the responsibility to make a good-faith effort to try to innovate by making their struggles an unavoidable consequence of their size. But it’s not inevitable, and continuing the sentence proves it. Saying “Big companies can’t innovate because…” forces people to acknowledge the root causes of companies’ innovation struggles. In many ways, this was the great A-HA! of The Innovator’s Dilemma: Big companies can’t innovate because their focus on providing better (and more expensive) solutions to their best customers results in them ceding the low-end of the market and non-consumers to other companies.

Be honest – Once you’ve identified the root cause, you can choose to do something different (and get different results) or do everything the same (and get the same results). If you choose to keep doing the same things in the same ways, that’s fine. Own the decision.

Change your choice. Change your expectations – If you do choose to do things differently, address the root causes, and resolve the barriers, then walk the talk. Stop expecting innovation to fail and start expecting it to be as successful as your acquisition and market expansion efforts. Stop investing two people and $10 in innovation and start investing the same quantity and quality of resources as you invest and other growth efforts.

The first step in change is admitting that change is needed. When we accept that “big companies can’t innovate” simply because they’re big, we absolve them of their responsibility to follow through on proclamations and strategies about the importance of innovation as a strategic driver of growth.

It’s time to acknowledge that innovation (or lack thereof) is a choice and expect companies to own that choice and act and invest accordingly.

After all, would it be great to stop persevering and start innovating?

Image credit: Pixabay

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Storytelling as a Strategic Asset

Leave a reply

Building a Culture of Shared Vision

Storytelling as a Strategic Asset

GUEST POST from Chateau G Pato

In the complex, data-saturated landscape of modern business, leaders often mistake communication for connection. We blast out metrics, strategy decks, and endless transformation roadmaps, yet struggle to achieve true alignment. Why? Because facts inform, but stories inspire. As a proponent of Human-Centered Change, I believe that Storytelling is not a soft skill reserved for the marketing department; it is the single most powerful strategic asset a leader possesses for knitting together a culture of shared purpose and driving difficult, lasting innovation.

Innovation requires people to leave the certainty of the present for the ambiguity of the future. No spreadsheet can bridge that gap; only a compelling narrative can. Storytelling provides the emotional context that turns a complex 10-point plan into a simple, unforgettable journey. It is the necessary fuel for lighting your Innovation Bonfire.

The Anatomy of a Strategic Narrative

A strategic story is not just a recounting of events. It is a structured tool designed to achieve three non-negotiable goals:

1. Establishing Context and the “Why”

Every great story starts with a clear call to action or, in business, a clear articulation of the challenge (the villain) and the opportunity (the treasure). The narrative must define why the change is necessary — not just for the bottom line, but for the customer, the employee, and the broader world. This anchors the change in a higher purpose, making sacrifice feel meaningful.

2. Defining the Hero (It’s Not You)

Effective leaders understand they are the narrator, not the hero. The heroes of the transformation story must be the employees, the customers, or the front-line innovators. When you center the narrative on the team’s potential to overcome the challenge, you foster psychological ownership. People are far more likely to commit to a vision in which they play the starring role.

3. Creating Emotional Residency

Data is processed in the prefrontal cortex; stories are processed across the brain, activating areas linked to emotion and memory. A compelling narrative creates emotional residency — the feeling that the future state is already real and deeply desirable. This emotional connection is what sustains momentum when the inevitable project setbacks occur.

Case Study 1: The NASA “Janitor” Story

One of the most enduring stories of strategic vision involves President John F. Kennedy visiting NASA headquarters in 1962. During his tour, he encountered a janitor carrying a broom and simply asked him what he did at NASA. The janitor’s response was legendary: “Mr. President, I’m helping put a man on the moon.”

This is a masterclass in strategic storytelling. The janitor’s answer wasn’t a product of an operations manual or an HR training deck. It was evidence that the highest organizational mission — the “Why” — had successfully permeated every single level of the organization. The story of landing on the moon was the shared vision, and every employee understood their specific, vital role in that narrative. By anchoring the organization’s purpose in a powerful, common goal, NASA fostered an internal culture of innovation and dedication that transcended job titles and silo boundaries. The story became the operating system.

Case Study 2: Leading Change Through Artifacts

I once worked with a large, traditional manufacturing firm attempting a massive digital transformation, but the mid-level managers were entrenched in the old way of working. The strategy was too abstract — a deck of slides called “Digital 2.0.” To make the change real, we shifted to Human-Centered Storytelling through Artifacts.

Instead of presenting the “Digital 2.0” slides, the leadership team created a simple, physical Customer Pain Map — a large, visual representation highlighting the three most frustrating, friction-filled touchpoints for the customer that the current systems created. Crucially, they accompanied this map with three laminated printouts of customer complaints — actual, raw feedback taken from the call center — that were so painful they were almost impossible to read without wincing.

These artifacts became the new narrative. The purpose of the transformation instantly became clear: it wasn’t about saving money; it was about ending the customer’s pain. The team wasn’t “building Digital 2.0”; they were “fixing the red dots on the pain map.” By making the strategy tangible, emotional, and centered on the customer-as-hero, the leadership bypassed logical resistance and activated empathy, accelerating the shift in operational priorities far faster than any quarterly report could have.

“Data tells, but narrative sells. If you want people to commit to an ambiguous future, you must give them a vivid, emotional story they can step into and own.”

Building Your Storytelling Muscle

How does a leader evolve from a communicator of facts to a champion of vision through narrative? It requires deliberate practice:

Embrace Vulnerability: Start with your own story. Leaders who share their personal “Why” — their own journey and the failure they overcame — build trust and give permission for their team members to be vulnerable, too. This is the foundation of psychological safety.
Gather Front-line Narratives: The most powerful stories live on your company’s front-line. Dedicate time in town halls or team meetings to have employees share a “Hero Moment” — a recent example where they solved a problem that perfectly embodied the company’s stated values.
Simplify the Vision: Can you summarize your entire transformation strategy in a single, three-sentence narrative that your janitor could repeat? If not, the story is too complex. Strip away the jargon until the core conflict and resolution are crystal clear.

Your ability to narrate the future is the core competency of Human-Centered Leadership. By turning your strategic plan into a compelling, human-centric story, you move past mere communication. You create a shared reality, galvanize collective action, and unlock the massive reservoir of human potential needed to win the future.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Pixabay

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Nominations Closed – Top 40 Innovation Bloggers of 2022

Leave a reply

Our lists from the ten previous years have been tremendously popular, including:

Human-Centered Change and Innovation is now looking for the Top 40 Innovation Bloggers of 2022.

The deadline for submitting nominations is December 24, 2022 at midnight GMT.

You can submit a nomination either of these two ways:

Sending us the name of the blogger and the url of their blog by @reply on twitter to @innovate
Sending the name of the blogger and the url of their blog and your e-mail address using our contact form

(Note: HUGE bonus points for being a contributing author)

So, think about who you like to read and let us know by midnight GMT on December 24, 2022.

We will then compile a voting list of all the nominations, and publish it on December 25, 2022.

Voting will then be open from December 25, 2022 – January 1, 2023 via comments and twitter @replies to @innovate.

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions by an author to this web site will be a contributing factor.

Contact me with writing samples if you’d like to publish your articles on our platform!

The official Top 40 Innovation Bloggers of 2022 will then be announced on here in early January 2023.

We’re curious to see who you think is worth reading!

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Building a Foresight Muscle

Leave a reply

Integrating Futures Thinking into Your Strategy

Building a Foresight Muscle - Integrating Futures Thinking into Your Strategy

GUEST POST from Chateau G Pato

In the world of human-centered change and innovation, we often talk about agility—the ability to react quickly. But agility alone is no longer enough. The pace of disruption, from Generative AI to climate instability, has made the classic five-year strategic plan feel like an exercise in nostalgia. What companies need now is foresight: the systematic discipline of scanning the horizon for potential threats and opportunities to prepare for a range of plausible futures, not just the one we wish for.

Foresight is not about predicting the future; it’s about creating a more resilient present. It’s the innovation discipline that bridges the gap between today’s operational demands and tomorrow’s existential risks. If your strategy is only built on what happened last quarter, you are driving your organization by looking solely in the rearview mirror. To survive and thrive in the Age of Perpetual Disruption, organizations must move from being reactive to being pre-emptive by integrating futures thinking directly into their core strategic planning process. This requires building a dedicated “Foresight Muscle.”

The Foresight Cycle: From Weak Signals to Strategy

Futures thinking is a cyclical, human-driven process designed to challenge organizational rigidity. The goal is to develop a portfolio of possibilities, often called Scenarios, which force decision-makers to ask, “What if our core assumptions are completely wrong?”

The Three Pillars of Futures Integration:

1. Horizon Scanning (The Data Intake): Systematically monitor technological, economic, political, environmental, and social (T.E.P.E.S.) trends. This moves beyond standard market research to actively seek out weak signals—small, seemingly insignificant anomalies (a niche patent, a fringe academic paper, a micro-community trend) that could compound into massive shifts a decade from now.
2. Scenario Planning (The Cognitive Workout): Develop 3–5 alternative, equally plausible future narratives. These scenarios should not include the “default” future. By immersing executive teams in these plausible worlds, you create experiential learning that reduces the likelihood of future shock.
3. Backcasting (The Strategic Link): Once a desired future state (the most advantageous scenario) is identified, work backward to determine the required actions, milestones, and investments needed today to make that future a reality. This translates abstract foresight into concrete innovation roadmaps.

“Prediction is cheap. Preparation is invaluable. Foresight is the difference between surviving a crisis and capitalizing on a discontinuity.” — Roger Spitz

Case Study 1: Shell and the Power of Scenario Planning

The Challenge:

As early as the 1970s, Royal Dutch Shell, a colossal, capital-intensive energy company, faced immense geopolitical and economic volatility that threatened its long-term stability. Relying on single-point forecasts (predicting one oil price, one political outcome) was a recipe for disaster.

The Foresight Solution:

Shell pioneered the use of Scenario Planning. They developed narratives, such as “The World of Scarcity” and “The World of Abundance,” that explored radical changes in oil supply, regulatory environments, and environmental constraints. Critically, their team was ready when the 1973 oil crisis hit. While other companies were paralyzed by the unexpected shock, Shell was able to quickly recognize the unfolding events as fitting one of their pre-prepared scenarios (The Scarcity World). Because they had already debated the implications of this future, they were able to act decisively while their competitors stalled.

The Strategic Impact:

Shell used foresight not to predict when the crisis would occur, but to train its management to think the unthinkable. This cognitive agility allowed them to reposition assets, secure long-term contracts, and emerge from the crisis significantly stronger than their peers. Their sustained use of scenarios for over four decades demonstrates the power of embedding foresight as a permanent strategic function, not a one-off project.

Case Study 2: Nokia and the Warning Signs Missed

The Challenge:

In the early 2000s, Nokia was the unchallenged king of the mobile phone market. They had internal foresight teams and research labs that were highly aware of the future potential of both touch-screen technology and high-speed data networks (3G/4G). They saw the weak signals of the coming smartphone revolution.

The Failure to Integrate:

Nokia did not lack information; they lacked the organizational fortitude to integrate that information into their core strategy. Their foresight was too isolated. The operational business units, focused on maintaining existing profit margins from hardware, actively resisted internal investment in high-risk, unproven smartphone operating systems (like the future Symbian alternatives). The existing organizational structure and mental models acted as a powerful innovation antibody, rejecting the uncomfortable future presented by their own foresight team.

The Strategic Impact:

When the iPhone launched, it was not a surprise to Nokia’s foresight specialists, but it was a disruptive crisis to the rest of the company because the necessary internal strategic shifts had never been made. This case is a profound lesson: Foresight must be fused with budget allocation and decision-making authority. Having a beautiful set of scenarios is worthless if the organization is incapable of acting on the challenging insights they reveal. Nokia’s demise underscores that strategy without integrated foresight is a slow form of corporate suicide.

Building Your Foresight Muscle: A Human-Centered Approach

Integrating futures thinking is fundamentally a human-centered change effort. It requires challenging biases, fostering intellectual humility, and creating a safe space for counter-narratives. The ultimate human benefit is reduced crisis-induced stress and a shift toward more creative, strategic work. Braden Kelley’s FutureHacking methodology is a great set of tools to leverage if you don’t already have your own toolkit – or to supplement it. Here are three exercises to strengthen your foresight:

Challenge Confirmation Bias: Design scenario workshops that actively seek out the data that contradicts your most cherished beliefs. Use diverse teams to reduce the echo chamber effect.
Democratize Scanning: Don’t limit horizon scanning to an elite team. Train employees across all levels and geographies — especially customer-facing roles—to recognize and report weak signals. This makes foresight a collective intelligence exercise.
Measure Impact, Not Accuracy: Don’t grade your foresight team on whether their prediction came true. Measure their success on whether the scenarios they created led to better, more robust strategic decisions today (e.g., diversifying a supply chain, launching an experimental business unit).

The greatest risk in strategic planning is not being wrong; it’s being rigid. By building a robust foresight muscle — by systematically scanning, scripting scenarios, and backcasting your innovation agenda — you transform your organization from a passive observer of change into an active shaper of its own destiny. Start small, but start now. The future is already signaling its presence; are you listening?

Image credit: Pixabay

Sign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.