Tag Archives: change leadership

Focus your Emotional Energy Purposefully

Focus your Emotional Energy Purposefully

GUEST POST from Janet Sernack

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

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

Generating creative thinking

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

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

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

Stress-induced exhaustion and burnout

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

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

Focusing emotional energy on pursuing mattering, meaning and purposeful work

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

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

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

What is emotional energy?

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

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

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

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

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

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

How does this apply to leadership in uncertain times?

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

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

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

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

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

Channeling emotional energy meaningfully and purposefully

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

  • Being purposeful

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

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

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

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

How can you add more meaning, mattering and purpose?

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

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

Please find out more about our work at ImagineNation™.

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

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem-focused, human-centric approach and emergent structure (Theory U) to innovation. It will also up-skill people and teams and develop their future fitness within your unique innovation context. Please find out more about our products and tools.

Image Credit: Unsplash

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Rise of the Change Marketing Agency

Rise of the Change Marketing Agency

GUEST POST from Art Inteligencia

In today’s fast-paced business landscape, where technological innovation and rapidly evolving consumer expectations are the norm, organizations need to manage change more adeptly than ever before. Introducing unique products or transforming internal processes is not just about logistics anymore; it’s also about aligning emotional, perceptual, and experiential shifts among stakeholders. This is where the nascent concept of a “Change Marketing Agency” comes into play — a specialized entity that bridges the gap between traditional change management and strategic marketing.

Understanding Change Marketing

Traditionally, change management has focused on the frameworks and toolsets that help an organization steer through the tumultuous waters of transformation. However, the human-centered aspect of change often takes a back seat. Enter change marketing — a philosophy and practice that utilizes marketing principles to enable effective change by addressing the emotional and behavioral aspects of the transformation journey.

Change marketing is not about selling a product, but about securing buy-in and engagement for transformative initiatives from stakeholders. It’s about narrating a compelling story that aligns vision, communicates benefits, and inspires action. As such, a Change Marketing Agency can play a decisive role in ensuring that change resonates with the inherent values and expectations of both internal and external stakeholders.

Difference Between Change Marketing and Change Communications

While change marketing and change communications are related, they serve different purposes and utilize different strategies. Here’s a breakdown of the key differences:

  • Objective:
    • Change Communications focuses on the dissemination of information necessary for awareness and understanding.
    • Change Marketing aims to build desire, alignment, and engagement, often by tapping into emotional and psychological triggers.
  • Approach:
    • Change Communications typically involves one-way communication to inform and instruct stakeholders.
    • Change Marketing uses a multi-channel, interactive strategy designed to engage stakeholders through storytelling and experiential campaigns.
  • Key Tools:
    • Change Communications may employ memos, emails, FAQs, and newsletters to share updates.
    • Change Marketing leverages branding, narrative development, workshops, multimedia content, and feedback loops.
  • End Goal:
    • Change Communications strives for clarity and understanding among stakeholders.
    • Change Marketing is focused on creating advocates and fostering a shared sense of purpose around the change initiative.

The Emerging Role of Change Marketing Agencies

The necessity for such agencies is increasingly clear as organizations recognize the limits of traditional change management methodologies. With new demands to personalize and humanize change, companies need partners adept in storytelling, audience segmentation, and behavioral psychology.

Change Marketing Agencies deliver services that range from crafting narrative-driven communication plans, creating engaging content that aligns with company culture, to analyzing stakeholder response and refining strategies dynamically. By integrating these services, they help organizations facilitate smoother transitions during times of change.

Case Study 1: The Digital Shift of a Legacy Publishing House

Imagine a traditional publishing house, steeped in decades of heritage, transitioning to a digital-first model. The challenge was not only technological but also cultural. Employees accustomed to paper-based processes were resistant, stakeholders questioned the shift’s efficacy, and long-time readers were apprehensive about abandoning the tactile experience of a physical book.

Enter the Change Marketing Agency. They embarked on a campaign that highlighted the richness of digital storytelling. Through a series of engaging multimedia experiences showcasing enhanced storytelling possible with digital tools, they shifted the narrative from a departure from tradition to an evolution of it. Internally, workshops and storytelling sessions were organized to visualize the new possibilities for employees, turning apprehension into curiosity and eventually enthusiasm.

Externally, the agency crafted a series of customer stories showcasing individuals enjoying enriched reading experiences in the digital ecosystem—aligning the change with customer lifestyles. This multi-layered narrative approach not only facilitated the transition but redefined the brand’s image, leading to a spike in digital subscriptions and an embrace of digital-first culture by resistant employees.

Case Study 2: Retail Giant’s Sustainability Transformation

Another compelling example is a major retail company, whose goal was to rebrand its image around sustainability and eco-friendliness. Despite comprehensive internal policies and sustainability initiatives, both employees and consumers were skeptical about the company’s genuine commitment to these values.

The Change Marketing Agency did not simply broadcast the changes; they nurtured a movement. They launched a transparent campaign sharing stories from every level of the company, emphasizing transparency and genuine impact. By spotlighting employee-led green initiatives and community collaborations, they personalized the brand’s sustainability narrative.

For the consumer base, they designed interactive experiences that allowed customers to see the environmental impact of their purchase decisions, fostering a sense of participation in the larger sustainability mission. As a result, the company observed not just an enhancement in public perception but tangible employee engagement, manifesting in innovative, ground-up sustainability projects internally.

Conclusion

The rise of Change Marketing Agencies highlights an evolving recognition of the power of integrated human-centered narratives in managing change. By marrying the art of marketing with the science of change management, they do not just manage transitions—they animate them. For organizations, this means deeper engagement, less friction, and transformative change that resonates on a personal level.

As we forge into an era marked by continuous change, the role of such agencies will likely expand. Their ability to humanize, narrate, and communicate complex transformations stands poised to redefine how organizations and individuals embrace the evolving future.

In closing, I encourage all change leaders and enthusiasts to continuously pursue learning and adaptation. Engage with new methodologies, share your stories, and remain open to experimentation. The future of change management rests in our ability to be both innovative and empathetic facilitators of transformation. One great place to start is to get a copy of Braden’s best-selling book Charting Change, which is now in its Second Edition with several new chapters!

And, if you need help marketing your change, please let me know.

Image credit: Pixabay

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Innovating for Social Good

Innovating for Social Good

GUEST POST from Janet Sernack

The Coach for Innovators Amplifiers, a small group of global business game changers, started engaging in monthly dialogue sessions in 2022. As alumni of the Coach for Innovators, Leaders, and Teams Certified Program™, we intended to apply our knowledge, skills, and experience to discover and explore how we might collaborate to support countries, organizations, and education institutions in achieving the World Economic Forum’s Seventeen Sustainable Development Goals by innovating for good.

We are a small, cohesive, committed group of corporate executives, consultants, educators, coaches, and trainers who connected and maximized the differences and diversity of our group by debating how to apply innovation as the glue to achieve sustainable change everywhere. Our mission is to amplify and catalyze innovators, organizations, and communities to stimulate and achieve sustainable development everywhere. It is based on the values of ethical practice, systems thinking, social entrepreneurship, civic change, alignment, deep learning, humanity, collective action, openness, curiosity, courage, experimentation, and well-being by innovating for good.

We set about adding value to the quality of people’s lives by engaging and influencing people to lead the transition towards co-creating societal shifts ethically, equitably and sustainably.

Our target market consists of passionate and energetic young people engaged in learning to teach the core elements of the Being side of social entrepreneurship to enable them to be ecologically resilient by innovating for good.

A different approach to innovation

Our approach was based on three core principles that emerged during our research and testing process:

  1. Innovation is like drinking water; it is essential for life and belongs to all life to sustain it in all contexts.
  2. Innovation is a duty; people have no right to pollute and destroy all life and the planet.
  3. Innovation allows us to consciously manifest different ways of being and doing to co-create a future we want to have and sustain. 

This requires people to unlearn old mental models and irrelevant perspectives in a 21st-century disrupted world and relearn and learn to adopt an innovative mindset. Which focuses on supporting sustainable and positive economic growth and de-growth and on developing circular economies to do better with less by:

  • Challenging people’s illusions and inertia regarding the future, confronting harsh realities, and addressing problems to enhance people’s quality of life.
  • Transitioning from competition to co-petition within ecosystems, fostering genuine collaboration across boundaries to co-create solutions on a global scale.
  • Moving away from competition towards co-petition in ecosystems, embracing collaboration across boundaries to co-create global solutions.

Meta-learning model – Innovating for good

This became the basis for developing a meta-learning model constructed on what we had encountered as the key systemic problems that largely inhibited innovation. We tested and validated it using a small, diverse target market sample of global students studying here in Australia.

We incorporated our findings into pivoting The Start-Up Game™ Boardroom Version and into the book Janet Sernack is currently writing – “Conscious Innovation – Activating the Heart, Mind and Spirit of Innovation.” Both are due for release in June 2025,

 Concept/Stage  Problem/Explanation  Question
Awakening process  Igniting the light of consciousness People can shift their values, beliefs, and mindsets by applying various approaches and methodologies to develop the new perspectives required to innovate.How might we alert people to the importance of innovation?
Letting it go Exposing the landmines Actions speak louder than words. What activities, exercises, and challenges will mobilize people to participate in the innovation challenge?What do you think people might need to let go of to make the space and time to innovate?
Initiating the shift 
Embracing new perspectives
Actions speak louder than words. What types of activities, exercises, and challenges will mobilize people to participate in the innovation challenge?How might we best introduce and engage people with embracing new perspectives on innovation?
Communicating  Shifting gears Communication is key. People need clarity and coherent messages to understand and appreciate the importance and benefits of innovation.What are the key messages that might resonate with you?
Sharing the story 
Setting the torch alight 
Stories inspire us and provide evidence of success; what stories do you consider important to share to ignite people’s motivation to innovate?What kinds of stories might inspire you to take up the innovation challenge?  
Stories inspire us and provide evidence of success; what stories do you consider essential to share to ignite people’s motivation to innovate?Actions speak louder than words. What activities, exercises, and challenges will mobilise people to participate in the innovation challenge?Many people don’t know how to make sense of innovation and are unaware that all change and growth require innovation of some type to be effective and sustainable. 

Inner development supports outer development – Innovating for good.

The Inner Development Goal Framework was initiated in 2023 by the 29k Foundation, Ekskaret Foundation, IMD Business School for Management, LUCSUS Center for Sustainability Studies | Lund University, Stockholm Resilience Center | Stockholm University, The New Division, Flourishing Network at Harvard University, World Business Council for Sustainable Development (WBCSD). It has been set up as a not-for-profit initiative to address the pressing need to increase our collective abilities to face and effectively work with complex challenges. Based on the pre-supposition, “without a foundational shift in human values and leadership capacities, external solutions to our global challenges may be limited, too slow, or short-lived”.

Inner Development Goal Framework

The framework consists of five dimensions across twenty-three skills:

  • Being; relationship to self,  
  • Thinking, cognitive skills,
  • Relating, caring for others and the world,
  • Collaborating, social kills,
  • Acting, enabling change.

This great initiative inspired our group, as it was closely aligned with ImagineNation’s™ approach that the group members had learned in The Coach for Innovators, Leaders, and Teams Certified Program when innovating for good.  

Our goal was to enhance the quality of people’s lives, specifically focusing on “being the change” you wished to see in the world. We aimed to develop people’s confidence, capacity, and competence in being change-ready and responsive, accepting responsibility, and becoming emotionally energetic, agile, and adaptive.

These six elements are foundational and learnable in developing an innovation mindset to help people make mandatory, impactful, ethical changes aligned with the seventeen sustainable and five inner development goals dimensions when innovating for good.  

We co-created a toolkit to enable us to mentor, teach and coach a tribe of doers/young people to create a movement that:

  • It encapsulates their dreams and inspires their hopes and optimism about the future.
  • It fosters a safe space for healing and for their voices to be heard.
  • It cultivates their potential through innovative uncertainty tolerance to co-create new forms.
  • It instills a sense of urgency to collectively advocate for the changes essential to shape and own the future they desire for their children and grandchildren.

Power of Agency, Development and Hope

In a recent article, “Five Global Trends in Business and Society in 2025,” Insead identified the top five global trends for 2025: climate change, geopolitical crises, income and wealth inequality and social instability, and inflation or recession. How we react to and manage these five trends by innovating for goodwill tests the resilience of our global society, economy, governments, academic institutions, corporations, and civil societies in an increasingly uncertain, unstable world.

To have any sense of agency in the face of these emerging challenges, our Coach for Innovators Amplifiers group and the Inner Development Goal group have boiled it down to a fundamental principle: “To be the change you wish to see in the world,” develop your skills and be hopeful, believing and even trusting that by innovating for good, things might eventually turn out well for everyone, everywhere.

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

Please find out more about our work at ImagineNation™.

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

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem-focused, human-centric approach and emergent structure (Theory U) to innovation. It will also up-skill people and teams and develop their future fitness within your unique innovation context. Please find out more about our products and tools.

Image Credit: Pixabay

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Top 10 Human-Centered Change & Innovation Articles of November 2024

Top 10 Human-Centered Change & Innovation Articles of November 2024Drum roll please…

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

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

  1. A Shared Language for Radical Change — by Greg Satell
  2. Leadership Best Quacktices from Oregon’s Dan Lanning — by Braden Kelley
  3. Navigating Uncertainty Requires a Map — by John Bessant
  4. The Most Successful Innovation Approach is … — by Howard Tiersky
  5. Don’t Listen to These Three Change Consultant Recommendations — by Greg Satell
  6. What We Can Learn from MrBeast’s Onboarding — by Robyn Bolton
  7. Does Diversity Increase Team Performance? — by David Burkus
  8. Customer Experience Audit 101 — by Braden Kelley and Art Inteligencia
  9. Daily Practices of Great Managers — by David Burkus
  10. An Innovation Leadership Fable – Wisdom from the Waters — by Robyn Bolton

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

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

SPECIAL BONUS: While supplies last, you can get the hardcover version of my first bestselling book Stoking Your Innovation Bonfire for 51% OFF until Amazon runs out of stock or changes the price. This deal won’t last long, so grab your copy while it lasts!

Build a Common Language of Innovation on your team

Have something to contribute?

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

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

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Innovation Mythbusters – Top 5

Innovation Mythbusters - Top 5

GUEST POST from Janet Sernack

Amazingly Fabulous Tools is an award-winning, entrepreneurial market leader in the global machine engineering industry. The ambitious and proactive CEO Charlie Chaps invested in dispatching a Terrific Team of Enthusiastic Engineers to Silicon Valley to research, investigate, and report on how to capture and emulate the critical ingredients of its “secret innovative sauce.” Upon their return, the Terrific Team of Enthusiastic Engineers created and shared a beautiful, illustrated PowerPoint presentation with the board despite secretly knowing and passively avoiding saying that Amazingly Fabulous Tools could not replicate what they had discovered, primarily due to how the top five innovation myths clandestinely operated in the organization.

The Corporate Antibodies

This is due to their overt experience with the organization’s “innovation antibodies,” which cause an organization to resist change and protect the status quo. These antibodies consist of rigid people and inconsistent processes that extinguish a new idea as soon as it begins to course through the organization. In the Amazingly Fabulous Tool company, most people, especially the founders and the board, unconsciously and powerfully neutralized any forces that threatened to destabilize the company’s current state and stunt its growth by shutting down the fresh ideas and unconventional thinking their company badly needed.

Charlie Chaps built a fantastic, largely incomprehensible strategic plan with a BHAG, strategic goals, and sets of individual KPIs. This plan provided concrete evidence that reassured the board that the company was taking action to sustain its leadership position in the market and would take the business to the next level by growing its ROI. It also aimed to leverage the collective genius of its owners, Bob the Brave Builder and Eric the Energetic Entrepreneur, to ensure a legacy was left no matter who was at the helm.

The Innovation Culture Diagnostic Findings

A quantitative and qualitative cultural diagnostic revealed that people lacked permission, safety, and trust to speak up, rock the boat and challenge the status quo. It also showed that the organization lacked rigor in its process disciplines and a focus on developing its people’s capabilities.

It also revealed that Amazingly Fabulous Tools was secretly driven by its founders’ and sales directors’ self-interest and greed due to the highly competitive profit-share sales model. Not by an obligation and commitment to creating, inventing, designing, and delivering disciplined, innovative process improvements, products, and services that their customers purchased and did not appreciate and cherish.

This was a stark contradiction and barrier to the company’s ability to sustain its enviable global reputation. Finally, people believed that Charlie Chaps’ fantastic strategic plan, BHAG, goals, and KPIs were confusing and disconnected from the organization’s current reality and would not produce a collaborative and innovative organization.

So, they did not accept or apply the plan and kept safe by conducting business as usual.

The Top Five Innovation Myths

Because the corporate antibodies revealed that people unanimously believed each of the key myths, including:

Myth # 1: Innovation is a solo activity; people believe that ” only the owners can innovate.”
The Brutal Truth: Innovation is impossible without inclusion and collaboration, which are achieved through practical and disciplined teaming and networking.


Myth #2: Innovation is top-down; people believed they were not responsible or accountable for planning and were forced to be reactive. “The planning is difficult, that is for sure, because we are firefighting all the time, and that goes back to the frustration of not having enough time to do what needs to get done…and resources and …tools.”
The Brutal Truth: When people have the permission and safety to challenge the status quo, make mistakes, and are trusted to learn through experimentation, innovation can emerge anywhere in an organization, or team.


Myth #3: Innovation is about the newest thing; people believed that radical innovation was needed when agility was the problem; “The scary thing is our key competitor is getting more flexible (agile); we’re just getting more reliable (stable). It’s the stupid things that are so annoying. It’s the embarrassing things.”
The Brutal Truth: Innovation is guided by its strategic intent. It can be incremental, continuous, radical, breakthrough, disruptive, or differentiated, as there is no one best way of innovating.


Myth # 4: Innovation can’t be taught; people believed that they did not have to learn to improve or innovate when they encountered quality issues continuously; “A lot of times, it’s not because the customer wants the machine tomorrow but because we want to ship it tomorrow because we want to get it off the floor, we want to meet numbers, we want the cash. We usually drive the time frame and rush it out the door, creating many internal problems. It also creates problems externally with the customer when they think they’re getting a machine fully intact, but half its parts are missing….”
The Brutal Truth: Innovators are not born and are made. Anyone can learn to innovate,


Myth #5: You can’t force innovation; people were dis-empowered and did not take responsibility for influencing their environment to provide order and discipline; “It’s a traffic jam. That’s what we’ve got. It’s a traffic jam. Cars sitting bumper to bumper look like they are gridlocked. It represents the log jam of our activities. Where people are trying to push so many activities through two lanes of traffic when we’ve got six lanes worth of traffic.”
The Brutal Truth: Innovation can emerge when people have a sense of urgency, understand, and are motivated to engage in necessary, high-impact cultural and organizational change.

People must be prepared for it, change-ready and receptive, and intentionally pulled towards a compelling and desired future within an equalized environment that balances chaos and creativity with rigidity and discipline through rigorous planning.

The real costs to the organization

People believed that “This business makes money despite itself. There is potential to be truly great”. This was the most significant innovation antibody because there was no sense of urgency or even a financial or growth necessity to innovate. The company was quite comfortable with the status quo and had no reason to shift its habitual and unconscious comfort zone in ways that people and organizations must do to innovate because it involves being ready and receptive to mega-changes.

The significant investment in sending the Terrific Team of Enthusiastic Engineers to Silicon Valley sadly remained in the mythical realm of Innovation Dreamland.

So, lacking focus, discipline and rigor, the group of seriously qualified and intelligent engineers knowingly consistently dispatched faulty million-dollar machines to highly valued, global customers.

The cost of rework and brand erosion were considerable.

These machines required considerable analysis, problem-solving, and rework upon their return. Their costs were not recorded as repairs, causing the engineering division to be consistently over budget. Charlie Chaps reacted by restricting its budget and inhibiting its investment in critical research and development, which is needed to create, invent, and innovate to repair and sustain its global reputation as an innovator.

Innovation Dreamland remained a mythical and magical fantasy in Amazingly Fabulous Tools.

Sadly, the organization failed to shift its focus from challenge to opportunity because it could not resolve the corporate antibodies (implicit killers), remove the roadblocks, break down the internal cultural barriers to innovation and develop the agility necessary to become both a people-centric and customer-centric organization.

It lost an opportunity to make innovation a daily habit for everyone by failing to embed it in its organization as a way of life. It needed to empower, enable, and equip its talented, experienced and motivated people with the emotional energy, change, cognitive, and innovation agility to expose, challenge and resolve the underlying corporate antibodies.

It did not prioritize customer satisfaction and keep its promises by creating, inventing, and innovating high-value, quality products and services that improve the quality of their lives that are appreciated and cherished.

Many transformations and change-led innovation initiatives designed as strategic interventions fail due to a lack of alignment between strategy, structure, processes, and human skills, resulting in unproductive actions and poor human behaviors.

This is a short section from Chapter One of our new book, “Conscious Innovation – Empowering People to Be, Think and Act Differently in a Constantly Changing World”, which will be published in 2025.

Find out more about our work at ImagineNation™.

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

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem-focused, human-centric approach and emergent structure (Theory U) to innovation. It will also up-skill people and teams and develop their future fitness within your unique innovation context. Please find out more about our products and tools.

Image Credit: Wikimedia Commons

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The Keys to Successfully Leading Change

The Keys to Successfully Leading Change

GUEST POST from Stefan Lindegaard

In the infographic below from Justin Mecham you’ll see a comprehensive overview that serves as a source of inspiration for leading change. Regarding this, I have a question for you:

Which three aspects of this overview do you find most compelling, and why?

My top three:

  1. Motivating and persuading others, as it is crucial for everyone to understand why change is personally beneficial.
  2. The emphasis on team dynamics, acknowledging that lasting and sustainable change is achieved more effectively through collective learning and scaling rather than on an individual basis.
  3. Communicating the vision, recognizing that without a clear and well-executed communication strategy, much can be lost in translation.

I am curious on your perspectives on this.

Please leave your thoughts as a comment below.

EDITOR’S NOTE: While executing the change plan is mentioned as number eight in the infographic, the building of a change plan is completely missing. While Change Leadership is one of the Five Keys to Successful Change in the Human-Centered Change methodology, it is in the use of the Change Planning Toolkit where the magic happens. Click the link to find out more.

Image Credits: Pixabay, Justin Mecham

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Humanizing Agility

Humanizing Agility

GUEST POST from Janet Sernack

Like many others, I invested time in isolation during the pandemic to engage in various online learning programs. As a highly credentialed coach to many global Agile and SCRUM leaders in major international and local organizations, I enrolled in an Agile coach certification program and enthusiastically attended all daily sessions. It was a disastrous learning experience, verifying my perception of the Agile community’s focus on a prescriptive rules-driven process to agility. The Agile Manifesto’s  highest priority is satisfying customers through the early and continuous delivery of valuable software; only two of the 12 principles mention people – “Business people and developers must work together daily throughout the project” and “the best architectures, requirements, and design emerge from self-organizing teams.” So, with this in mind, what might be some of the benefits of integrating a technological and process-driven disciplined approach towards humanizing agility?

I am a conceptual and analytical thinker, an entrepreneur, and an innovator who is acknowledged as a global thought leader on the people side of innovation. I also teach, mentor, and coach people to be imaginative, inquisitive, and curious, always asking many open questions. I empower, enable, and equip them to become change-agile, cognitively, and emotionally agile and develop their innovation agility. The presenters responded to my method of inquiry by assuming that I knew nothing about Agile despite knowing nothing about my background.

As a result, they failed to certify me without communicating or consulting with me directly, despite my meeting all of the course evaluation criteria and having more than 10,000 hours of facilitation and more than 1,000 hours of coaching experience on the people side of change. I also have a comprehensive background in humanizing total quality management, continuous improvement, and start-up methodologies in major organizations.

I contacted the training company and challenged their decision, only not to be “heard” and be paid lip service when confronted by a rigid, linear, conventional, disconnected approach to agility and its true role and capability in catalysing change, innovation and teaming.

This is especially true considering the senior SCRUM and Agile leaders I was coaching at the time experienced very few problems with Agile’s disciplined process and technological side. They specifically requested coaching support to develop strategies to resolve their monumental challenges and complex issues involving “getting people to work together daily” and operating as “self-organizing teams.” How do they go about humanizing agility?

Making sense of agility

Despite my disappointment, I bravely continued researching how to make sense of agility and link and integrate it with the people side of change, innovation, and teams. I intended to enable leaders to execute agile transformation initiatives successfully by combining a human-centered approach to agile software development through humanizing agility.  

Agility refers to a leader, team, or organization’s ability to make timely, effective, and sustained changes that maintain superior performance. According to Pamela Myer’s book “The Agility Shift”, – an agility shift is the intentional development of the competence, capacity and confidence to learn, adapt and innovate in changing contexts for sustainable success. We have incorporated this approach into our innovation learning and coaching curriculum at ImagineNation™ and iterated and pivoted it over the past 12 years in empowering, enabling and equipping people to become “agility shifters” by humanizing agility.

Humanizing agility differently

Agility can be humanized and expanded to include change, cognitive, innovation, and organizational agility, all powerfully fueled by people’s emotional energy. This is fundamental to achieving success through non-growth or growth strategies and delivering equitable and sustainable outcomes that will make the world a better place for all humanity.  

It involves identifying pivots, unlearning, learning, and relearning, embracing new approaches, frameworks, and tools, and developing new 21st-century mindsets, behaviors, and skills.

Humanizing agility involves empowering, enabling, and equipping people to be, think and act differently autonomously and competently, especially in the conflicted, chaotic, unstable post-COVID world of emerging unknowns.

Like innovation, agility is contextual.

Humanizing agility supports people to adapt, grow and thrive, become nimble by enabling:

  • Teams to deliver product releases as shorter sprints to collect customer feedback to iterate and pivot product development.
  • Leaders, teams, and organizations respond quickly and adapt to market changes, internally and externally.
  • People must think and feel and be able to quickly make intentional shifts to be effective, creative, inventive, and innovative in changing contexts.

That empowers, enables and equips people with the mindsets, behaviors, and skills to adapt, grow, and thrive by developing their confidence, capacity, and competence to catalyze and mobilize their power to move quickly and easily, think creatively and critically to make faster decisions and solve complex problems with less effort.  

Humanizing Agility – The Five Elements

1. Emotional energy

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

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

Emotional energy catalyses people’s intrinsic motivation, conviction, hope, positivity, and optimism to approach their world purposefully, meaningfully, and differently.

When people are true to their calling, they make extra efforts and are healthier, which positively impacts their well-being and improves their resilience.

2. Change agility

Change agility is the ability to anticipate, respond, be receptive, and adapt to constant and accelerating change in an uncertain, unstable, conflicted world.

It involves developing a new perspective of change as a continuous, iterative, and learning process that has to be embedded in every action and interaction, not a separate standalone process.

Requiring the development of new mental models, states, traits, mindsets, behaviors, and skills to drive business and workforce outcomes that are critical for an organization to survive and thrive through any change.

Change becomes an ongoing opportunity, not a threat or liability, and humanizing agility in the context of change agility is a core 21st-century competency for leaders, teams and coaches.

3.Cognitive agility

Cognitive agility is the extent to which people can adapt and shift their perspectives and thought processes when doing so leads to more positive outcomes. 

Cognitive agility refers to how flexible and adaptive people can be with their thoughts in the face of change, uncertain circumstances, and random and unexpected events and situations. Being cognitively agile helps people break down their neuro-rigidity and eliminate any core fixed mindsets; it supports their neuro-plasticity and develops a growth mindset and ability to perceive the world through multiple lenses and differing perspectives.

Humanizing agility in the context of cognitive agility enables people to make sense of and understand the range of challenges, problems, and paradoxes at the deeper systemic and surface levels, preparing them for smart risk-taking, effective decision-making, and intelligent problem-solving. 

4.Innovation agility

Innovation agility is the extent to which people develop the courage, compassion and creativity to safely deep-dive into and dance with cognitive dissonance—to passionately, purposefully, and apply creative tension and develop neuro-elasticity, to play in the space where possibility lives—between the present state and the desired creative, inventive, and innovative outcome.

To empower, engage, and enable people to use their human ingenuity and harness their collective intelligence to be innovative in the age of AI by adapting and growing in ways that add value to the quality of people’s lives, which is appreciated and cherished.

5.Organizational and leadership agility

Organizational agility involves developing an ability to renew itself, adapt, innovate, change quickly, and succeed in a rapidly changing, uncertain and unstable operating environment. It requires a paradoxical balance of two things: a dynamic capability, the ability to move fast—speed, nimbleness, responsiveness and stability, and a stable foundation—a platform of things that don’t change to provide a rigorous and disciplined pillar.

Organizations and leaders prioritizing humanizing agility also prioritize differing and creative ways of being, thinking and acting. They maintain their strength by focusing on their core competencies while regularly stretching themselves for maximum flexibility, adaptiveness and resilience.

Finally…. Imagine humanizing agility

Imagine what you could do and the difference we could make to people, customers, organizations, communities and the world by humanizing agility in ways that embrace and embody the five elements of agility to harness the human ingenuity and people’s collective intelligence guide vertical, horizontal and transformational changes the world and humanity need right now.

Please find out more about our work at ImagineNation™.

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

Image Credit: Pexels

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The Runaway Innovation Train

The Runaway Innovation Train

GUEST POST from Pete Foley

In this blog, I return and expand on a paradox that has concerned me for some time.    Are we getting too good at innovation, and is it in danger of getting out of control?   That may seem like a strange question for an innovator to ask.  But innovation has always been a two edged sword.  It brings huge benefits, but also commensurate risks. 

Ostensibly, change is good. Because of technology, today we mostly live more comfortable lives, and enjoy superior health, longevity, and mostly increased leisure and abundance compared to our ancestors.

Exponential Innovation Growth:  The pace of innovation is accelerating. It may not exactly mirror Moore’s Law, and of course, innovation is much harder to quantify than transistors. But the general trend in innovation and change approximates exponential growth. The human stone-age lasted about 300,000 years before ending in about 3,000 BC with the advent of metalworking.  The culture of the Egyptian Pharos lasted 30 centuries.  It was certainly not without innovations, but by modern standards, things changed very slowly. My mum recently turned 98 years young, and the pace of change she has seen in her lifetime is staggering by comparison to the past.  Literally from horse and carts delivering milk when she was a child in poor SE London, to todays world of self driving cars and exploring our solar system and beyond.  And with AI, quantum computing, fusion, gene manipulation, manned interplanetary spaceflight, and even advanced behavior manipulation all jockeying for position in the current innovation race, it seems highly likely that those living today will see even more dramatic change than my mum experienced.  

The Dark Side of Innovation: While accelerated innovation is probably beneficial overall, it is not without its costs. For starters, while humans are natural innovators, we are also paradoxically change averse.  Our brains are configured to manage more of our daily lives around habits and familiar behaviors than new experiences.  It simply takes more mental effort to manage new stuff than familiar stuff.  As a result we like some change, but not too much, or we become stressed.  At least some of the burgeoning mental health crisis we face today is probably attributable the difficulty we have adapting to so much rapid change and new technology on multiple fronts.

Nefarious Innovation:  And of course, new technology can be used for nefarious as well as noble purpose. We can now kill our fellow humans far more efficiently, and remotely than our ancestors dreamed of.  The internet gives us unprecedented access to both information and connectivity, but is also a source of misinformation and manipulation.  

The Abundance Dichotomy:  Innovation increases abundance, but it’s arguable if that actually makes us happier.  It gives us more, but paradoxically brings greater inequalities in distribution of the ‘wealth’ it creates. Behavior science has shown us consistently that humans make far more relative than absolute judgments.  Being better off than our ancestors actually doesn’t do much for us.  Instead we are far more interested in being better off than our peers, neighbors or the people we compare ourselves to on Instagram. And therein lies yet another challenge. Social media means we now compare ourselves to far more people than past generations, meaning that the standards we judge ourselves against are higher than ever before.     

Side effects and Unintended Consequences: Side effects and unintended consequences are perhaps the most difficult challenge we face with innovation. As the pace of innovation accelerates, so does the build up of side effects, and problematically, these often lag our initial innovations. All too often, we only become aware of them when they have already become a significant problem. Climate change is of course a poster child for this, as a huge unanticipated consequence of the industrial revolution. The same applies to pollution.  But as innovation accelerates, the unintended consequences it brings are also stacking up.  The first generations of ‘digital natives’ are facing unprecedented mental health challenges.  Diseases are becoming resistant to antibiotics, while population density is leading increased rate of new disease emergence. Agricultural efficiency has created monocultures that are inherently more fragile than the more diverse supply chain of the past.  Longevity is putting enormous pressure on healthcare.

The More we Innovate, the less we understand:  And last, but not least, as innovation accelerates, we understand less about what we are creating. Technology becomes unfathomably complex, and requires increasing specialization, which means few if any really understand the holistic picture.  Today we are largely going full speed ahead with AI, quantum computing, genetic engineering, and more subtle, but equally perilous experiments in behavioral and social manipulation.  But we are doing so with increasingly less pervasive understanding of direct, let alone unintended consequences of these complex changes!   

The Runaway Innovation Train:  So should we back off and slow down?  Is it time to pump the brakes? It’s an odd question for an innovator, but it’s likely a moot point anyway. The reality is that we probably cannot slow down, even if we want to.  Innovation is largely a self-propagating chain reaction. All innovators stand on the shoulders of giants. Every generation builds on past discoveries, and often this growing knowledge base inevitably leads to multiple further innovations.  The connectivity and information access of internet alone is driving today’s unprecedented innovation, and AI and quantum computing will only accelerate this further.  History is compelling on this point. Stone-age innovation was slow not because our ancestors lacked intelligence.  To the best of our knowledge, they were neurologically the same as us.  But they lacked the cumulative knowledge, and the network to access it that we now enjoy.   Even the smartest of us cannot go from inventing flint-knapping to quantum mechanics in a single generation. But, back to ‘standing on the shoulder of giants’, we can build on cumulative knowledge assembled by those who went before us to continuously improve.  And as that cumulative knowledge grows, more and more tools and resources become available, multiple insights emerge, and we create what amounts to a chain reaction of innovations.  But the trouble with chain reactions is that they can be very hard to control.    

Simultaneous Innovation: Perhaps the most compelling support for this inevitability of innovation lies in the pervasiveness of simultaneous innovation.   How does human culture exist for 50,000 years or more and then ‘suddenly’ two people, Darwin and Wallace come up with the theory of evolution independently and simultaneously?  The same question for calculus (Newton and Leibniz), or the precarious proliferation of nuclear weapons and other assorted weapons of mass destruction.  It’s not coincidence, but simply reflects that once all of the pieces of a puzzle are in place, somebody, and more likely, multiple people will inevitably make connections and see the next step in the innovation chain. 

But as innovation expands like a conquering army on multiple fronts, more and more puzzle pieces become available, and more puzzles are solved.  But unfortunately associated side effects and unanticipated consequences also build up, and my concern is that they can potentially overwhelm us. And this is compounded because often, as in the case of climate change, dealing with side effects can be more demanding than the original innovation. And because they can be slow to emerge, they are often deeply rooted before we become aware of them. As we look forward, just taking AI as an example, we can already somewhat anticipate some worrying possibilities. But what about the surprises analogous to climate change that we haven’t even thought of yet? I find that a sobering thought that we are attempting to create consciousness, but despite the efforts of numerous Nobel laureates over decades, we still have to idea what consciousness is. It’s called the ‘hard problem’ for good reason.  

Stop the World, I Want to Get Off: So why not slow down? There are precedents, in the form of nuclear arms treaties, and a variety of ethically based constraints on scientific exploration.  But regulations require everybody to agree and comply. Very big, expensive and expansive innovations are relatively easy to police. North Korea and Iran notwithstanding, there are fortunately not too many countries building nuclear capability, at least not yet. But a lot of emerging technology has the potential to require far less physical and financial infrastructure.  Cyber crime, gene manipulation, crypto and many others can be carried out with smaller, more distributed resources, which are far more difficult to police.  Even AI, which takes considerable resources to initially create, opens numerous doors for misuse that requires far less resource. 

The Atomic Weapons Conundrum.  The challenge with getting bad actors to agree on regulation and constraint is painfully illustrated by the atomic bomb.  The discovery of fission by Strassman and Hahn in the late 1930’s made the bomb inevitable. This set the stage for a race to turn theory into practice between the Allies and Nazi Germany. The Nazis were bad actor, so realistically our only option was to win the race.  We did, but at enormous cost. Once the ‘cat was out of the bag, we faced a terrible choice; create nuclear weapons, and the horror they represent, or chose to legislate against them, but in so doing, cede that terrible power to the Nazi’s?  Not an enviable choice.

Cumulative Knowledge.  Today we face similar conundrums on multiple fronts. Cumulative knowledge will make it extremely difficult not to advance multiple, potentially perilous technologies.  Countries who legislate against it risk either pushing it underground, or falling behind and deferring to others. The recent open letter from Meta to the EU chastising it for the potential economic impacts of its AI regulations may have dripped with self-interest.  But that didn’t make it wrong.   https://euneedsai.com/  Even if the EU slows down AI development, the pieces of the puzzle are already in place.  Big corporations, and less conservative countries will still pursue the upside, and risk the downside. The cat is very much out of the bag.

Muddling Through:  The good news is that when faced with potentially perilous change in the past, we’ve muddled through.  Hopefully we will do so again.   We’ve avoided a nuclear holocaust, at least for now.  Social media has destabilized our social order, but hasn’t destroyed it, yet.  We’ve been through a pandemic, and come out of it, not unscathed, but still functioning.  We are making progress in dealing with climate change, and have made enormous strides in managing pollution.

Chain Reactions:  But the innovation chain reaction, and the impact of cumulative knowledge mean that the rate of change will, in the absence of catastrophe, inevitably continue to accelerate. And as it does, so will side effects, nefarious use, mistakes and any unintended consequences that derive from it. Key factors that have helped us in the past are time and resource, but as waves of innovation increase in both frequency and intensity, both are likely to be increasingly squeezed.   

What can, or should we do? I certainly don’t have simple answers. We’re all pretty good, although by definition, far from perfect at scenario planning and trouble shooting for our individual innovations.  But the size and complexity of massive waves of innovation, such as AI, are obviously far more challenging.  No individual, or group can realistically either understand or own all of the implications. But perhaps we as an innovation community should put more collective resources against trying? We’ll never anticipate everything, and we’ll still get blindsided.  And putting resources against ‘what if’ scenarios is always a hard sell. But maybe we need to go into sales mode. 

Can the Problem Become the Solution? Encouragingly, the same emerging technology that creates potential issues could also help us.  AI and quantum computing will give us almost infinite capacity for computation and modeling.  Could we collectively assign more of that emerging resource against predicting and managing it’s own risks?

With many emerging technologies, we are now where we were in the 1900’s with climate change.  We are implementing massive, unpredictable change, and by definition have no idea what the unanticipated consequences of that will be. I personally think we’ll deal with climate change.  It’s difficult to slow a leviathan that’s been building for over a hundred years.  But we’ve taken the important first steps in acknowledging the problem, and are beginning to implement corrective action. 

But big issues require big solutions.  Long-term, I personally believe the most important thing for humanity to escape the gravity well.   Given the scale of our ability to curate global change, interplanetary colonization is not a luxury, but an essential.  Climate change is a shot across the bow with respect to how fragile our planet is, and how big our (unintended) influence can be.  We will hopefully manage that, and avoid nuclear war or synthetic pandemics for long enough to achieve it.  But ultimately, humanity needs the insurance dispersed planetary colonization will provide.  

Image credits: Microsoft Copilot

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Igniting Innovation with Deep Dialogue

Igniting Innovation with Deep Dialogue

GUEST POST from Janet Sernack

I have just returned from a short sabbatical in Bali, Indonesia, a place of unparalleled beauty, lushness, and deep spirituality. Bali invites and fosters opportunities for retreat, reflection, and replenishment and is a vital space for restoration and renewal. As you may know, a sabbatical is an extended period away from work for study, travel, or personal growth. In my case, it was in response to an invitation to attend a deep dialogue session that included high-level leaders from many countries and sectors of society across the Asia Pacific region.  This entailed days spent in deep listening and inquiring processes involving quietening the mind, accessing the heart and respecting the body within a unique environment. It supported people through their change fatigue, unleashed their emotional energy, and sparked collective intelligence to emerge hopefulness, unity, faith, and possibility in the future of humanity.

It allowed people to emerge, diverge, and converge their positive and creative change choices to transform their worlds.

What is deep dialogue?

Dialogue can be defined as “a sustained collective inquiry into the processes, assumptions, and certainties that structure everyday experience”. The word “dialogue” originates from two Greek roots, ‘dia’ and ‘logos’ suggesting “meaning flowing through.”

It’s important to understand that dialogue is not the same as the often unproductive and mechanistic debates we are familiar with. Deep dialogue is a sustained collective inquiry that sparks collective intelligence through a facilitated process that delves into the values, needs, beliefs, thoughts, feelings, assumptions and certainties that shape our everyday experiences, feelings and thoughts about the future.

Deep dialogue is not just a creative conversation; it involves strategic, collective and insightful inquiry, detached observation, attention and intention, and multi-faceted listening processes.

It requires a willingness to suspend and let go of reactive and defensive exchanges and delve into their systemic causes. It helps to spark people’s collective intelligence to create moments of clarity in resolving complex and critical problems creatively and differently.

In contrast with more familiar modes of inquiry, deep dialogue involves an emergence process. It begins without an agenda and a ‘leader’ but with an accomplished facilitator and without a specific task or decision to make.

One key element in fostering productive dialogue is the role of the facilitator. The facilitator’s task is to co-create a collective holding space that encourages participants to disrupt and safely challenge their habitual thinking processes. This approach is based on the understanding that our problems cannot be solved using the same thinking that created them.

Knowing that we can’t keep on producing the results we want.

Deep dialogue evokes collective intelligence, opening new possibilities for shared thinking and fostering a sense of authenticity, unity and shared purpose in any endeavour.

What are the barriers that often hinder deep and meaningful dialogue?

The constant, relentless impact of accelerating change, disruption, and uncertainty, as well as the ongoing impact of our post-COVID isolation and people’s lack of belonging, never allows or permits us the key moments that enable us to engage in and reap the benefits that deep dialogue offers.

This lack of belonging and isolation are significant barriers to meaningful dialogue that evoke the positive changes we seek in our personal and professional lives.

As a seasoned corporate trainer, facilitator, coach, and consultant, I have observed that many people unconsciously still suffer from emotional overwhelm, causing them to lose their ‘spark’ or emotional energy. They also unconsciously suffer from cognitive overload, with little mental or thinking space to explore the impact of their thoughts and feelings on who they are, which diminishes any positivity, hope, and optimism for themselves, their teams, and organisations today and in the future.

Alternately, it is much easier and more comfortable for some people to be unconsciously reactive, defensive, and singularly focused, never developing their pause power.

By avoiding taking any personal responsibility or being accountable for interrupting their busyness and shifting their inner being, and developing the deliberate calm required to be, think, and act differently in the face of any instability, insecurity, sorrow, or unwellness, they may be experiencing in their hearts and minds.

Upon arrival, I discovered I was also unconsciously doing this despite my regular wellness routine and habits.

During the three-day process, I was encouraged to pay attention and notice how energetically, emotionally, and physically exhausted I felt and how my mind had been kidnapped and overloaded by my unconscious fears and anxiety over the state of the world.

Like many others, I had also unconsciously been wilfully pushing myself as a human doing rather than as a human being.   

This left no space or safe moments for sparking moments of clarity, never mind socialising or connecting with others to spark collective intelligence and consciously effect positive change.

Why is deep dialogue critical in today’s uncertain and disrupted world?

Fortunately, I was supported to enter and engage in deep dialogue, which allowed our group of global leaders to safely interrupt our ‘busyness’, stop, and emerge a range of vital and subtle moments.  

To cultivate and nurture our inner awareness by retreating and reflecting through mindfulness, contemplation, meditation, and silence.  

It awakened us to become conscious of the subtle world that connects our unique cognitive and emotional inner structures of thoughts and feelings to the outer world we mostly unconsciously created and experienced. 

It was a powerful, transformative experience for every one of us.

Because when we change, the world changes.

Choosing to cross the bridge consciously

We can engage in deep dialogue when we are empowered, enabled and equipped to stop, pause, retreat, and reflect.

By being curious, compassionate, and courageous in opening our hearts, minds, and will, we can spark regeneration, replenishment, and renewal of the range of options, choices, and intentions.

We can cross the bridge, individually and collectively, to re-create or co-create a compelling, sustainable, inclusive, and equitable future for everyone.

Anyone can be proactive and evoke creative sparks collectively and collaboratively to unleash our options, choices, and intentions by being in the present and bridging the past with a desirable future.

It is foundational to creating, inventing, and innovating our futures and reclaiming our inner dignity and power over our lives.

To spark our collective intelligence, all leaders must commit to consciously using this moment to create what is possible rather than reacting and passively accepting what might appear inevitable to some of us.

Please find out more about our work at ImagineNation™.

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

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus, human-centric approach, and emergent structure (Theory U) to innovation, and upskill people and teams and develop their future fitness, within your unique innovation context. Please find out more about our products and tools.

Image Credit: Pixabay

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Why Neglecting New Hire Ideas Hurts Revenue

The Cost of Silence

Why Neglecting New Hire Ideas Hurts Revenue

GUEST POST from Robyn Bolton

Stop me if this sounds familiar. A new hire bounces into your office and, with all the joy and enthusiasm of a new puppy, rattles off a list of ideas. You smile and, just like with new puppies, explain why their ideas won’t work, and encourage them to be patient and get to know the organization. 

Congratulations!  You just cost your company money. Not because the new hire’s idea was the silver bullet you’ve been seeking but because you taught them that it’s more critical for them to do their jobs and maintain the status quo than to ask questions and share ideas.

If that seems harsh, read the new research from Harvard Business School professor Amy Edmondson.

Year 1: Rainbows and Unicorns (mostly)

From 2017 through 2021, Dr. Edmonson and her colleagues collected data from over 10,000 physicians.  Using biannual (every two years) surveys, they asked physicians to rate on a 5-point scale how comfortable they felt offering opinions or calling out the mistakes of colleagues or superiors. 

It was little surprise that agreement with statements like “I can report patient safety mistakes without fear of punishment” were highest amongst people with less than one year of service at their employer.

These results all come down to one thing: high levels of psychological safety.

Years 2+: Resignation and Unhappiness

However, psychological safety erodes quickly in the first year because:

  • There’s a gap between words and actions: When new hires join an organization, they believe what they hear about its culture, values, priorities, and openness.  Once they’re in the organization and observe their colleagues’ and superiors’ daily behavior, they experience the disconnect, lose trust, and shift into self-protection mode.
  • Their feedback and ideas are rebuffed: This scenario is described above, but it’s not the only one.  Another common situation occurs when a new hire responds to requests for feedback only to be met with silence or exasperation, a lack of follow-through or follow-up, or is openly mocked or met with harsh pushback
  • Expectations increase with experience: It’s easier to ask questions when you’re new, and no one expects you to know the answers.  Over time, however, you are expected to learn the answers and you no longer feel comfortable asking questions, even if there’s no way you could know the answer.

20 years to regain what was lost in 1

According to Edmondson’s research, it takes up to 20 years to rebuild the safety lost in the first year.

As a leader, you can slow that erosion and accelerate the rebuilding when you:

  • Recognize the Risk: Knowing that new hires will experience a drop in psychological safety, staff them on teams that have higher levels of safety
  • Walk the Talk: Double down on demonstrating the behaviors you want. Immediately act on feedback that points out a gap between your words and actions.
  • Ask questions: Demonstrate your openness by being curious, asking questions, and asking follow-up questions.  As Edmonson writes, “You are training people to contribute by constantly asking questions.”
  • Promises Made = Promises Kept: If you ask for feedback, act on it.  If you ask for ideas, act on some and explain why you’re not executing others.
  • Be Vulnerable: Admit your mistakes and uncertainties.  It sets a powerful example that it’s okay to be imperfect and to ask for help. It also creates an environment for others to do the same.

The Cost of Silence vs. The Cost of Time

Building and maintaining psychological safety takes time and effort.  It takes 5 minutes to listen to and respond to an idea.  It takes hours to ensure new hires join safe teams.  It takes weeks to plan and secure support for post-hackathon ideas. 

But how does that compare to 20 years of lost ideas, improvements, innovations, and revenue?  To 20 years of lost collaboration, productivity, and peak effectiveness? To 20 years of slow progress, inefficiency, and cost?

How many of your employees stick around 20 years to give you the chance to rebuild what was lost?

Image credit: Pixabay

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