Tag Archives: downloads

50 Cognitive Biases Reference – Free Download

by Braden Kelley

I came across this cognitive biases infographic from TitleMax and it has a lot of great information in it, but…

The problem with long, information-rich infographics like this is that they’re hard to consume on the screen in their entirety, you can’t print them in a legible way, and they’re hard to leverage in your work. The creators of this infographic did a nice job of capturing a wide range of cognitive biases, which makes this a quite useful tool for design thinking, but not in this format.

To help everyone out, I’ve taken the original infographic and reformatted it into a five page PDF for easy reading and printing on 8.5″ x 11″ letter size paper.

Click here to download the 50 Cognitive Biases PDF (8.5″x11″)

See the original infographic below (click to access the source image):

Cognitive Biases Infographic

Click here to download the 50 Cognitive Biases PDF (8.5″x11″)

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

FREE Download – 500 Posters with Quotes on Innovation, Change, Transformation, Design and Creativity

Announcing 500 Downloadable Posters with Quotes on Innovation, Change, Transformation, and Design

I am honored and humbled that people have taken to quoting work from my first book Stoking Your Innovation Bonfire, my follow-up Charting Change, and my keynote speeches, so I decided to make some of the passages that have resonated with people on innovation, change, transformation, design thinking, and leadership available in a fun, visual, easily shareable format along with quotes from numerous other thought leaders.

I’ve been publishing them on Instagram, LinkedIn, Facebook, Twitter and MisterInnovation.com one at a time for individual download, but today I am excited to announce the immediate availability of ten (10) volumes of fifty (50) quote posters, for a total of 500 quote posters, for immediate free download.

Print them, share them on social media, or use them in your presentations, keynote speeches or workshops. Download any or all of the volumes of fifty (50) posters for FREE from my store:

You can add them all to your shopping cart at once and download them for FREE.

They are all Adobe PDF’s and the best way to add them to your presentation is to put the PDF into FULL SCREEN MODE, take a screenshot, paste it into your presentation, then crop it and adjust the size to your liking, and change the background color of the slide to a suitable color (if necessary).

Get them while they’re hot and I’ll keep publishing individual quotes and additional downloadable volumes in the days and months ahead.

Have a great innovation, design thinking, change, transformation, or design quote to share?

Send it to me

Keep innovating!


Accelerate your change and transformation success

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

Free Change Planning Toolkit™ Access for All*

3 Free Change Planning Toolkit™ Site Licenses*According to multiple sources, including McKinsey, 70% of change efforts fail. The reason many change efforts fail is that they often lack a clear plan.

So, what’s a company struggling to keep up with the accelerating pace of change to do?

Why not revolutionize your ability to change faster than the competition using the Change Planning Toolkit™?

Change Planning Wall

The Change Planning Toolkit™ allows you to:

  1. Quickly visualize, plan and execute on your change initiative (from simple projects to complicated mergers or acquisitions)
  2. Deliver projects and change efforts on time
  3. Accelerate implementation and adoption
  4. Get a lot of valuable tools for a much lower cost than lesser offerings

Change Planning Toolkit Valuable Tools

I believe so much in the power of the Change Planning Toolkit™ that I am willing to offer a free* site license to the next three (3) firms to purchase a Change Planning Toolkit™ training session (which includes train-the-trainer).

For large companies like IBM, Accenture, Amazon, GE, Wells Fargo, Cognizant, HP Enterprise, Convergys, Oracle, or Microsoft, a free* site license represents a savings of up to $830,000 on tools with a value of nearly $500 million for a nominal investment in one day of training.

——————————————————————————–
Book a Training Session and get a free* site license
——————————————————————————–

The Change Planning Toolkit™ will help you increase:

  • Alignment
  • Collaboration
  • Engagement
  • Buy-In
  • Visibility
  • Transparency
  • Agility
  • Speed
  • Adoption

Change Planning Toolkit Benefits

While decreasing:

  • Project Risk
  • Failure
  • Cost Overruns
  • Late Deliveries
  • Surprises
  • Confusion
  • Resistance
  • In-Fighting
  • Staff Turnover

In addition, consulting firms will be able to increase their revenue and customer lifetime values using the Change Planning Toolkit™ and earn extra revenue as a reseller.

Change Planning Toolkit Benefits for Consulting Firms

Meanwhile, after the training, the QuickStart Guide and my book Charting Change (which training participants will receive**) will keep you (and your clients) on track and reinforce your learning.

——————————————————————————–
Book a Training Session and get a free* site license
——————————————————————————–

People can also get the Change Planning Toolkit™ for individual educational use for only $99.99/year (or $999.99 for a lifetime license).

* The site license is free for the first year. After 365 days it can be renewed for a very affordable $2/employee per year. Each employee gets access to tools that other companies might charge up to $20,000 for a single user to access.

** Depending on the country, book will be provided in either hardcover or digital form to training participants, but not both

——————————————————————————–
Book a Training Session and get a free* site license
——————————————————————————–


Accelerate your change and transformation success

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

10 Free Change Planning Tools

Get Your 10 Free Change Planning ToolsHave you downloaded your ten free change planning tools?

NEWSFLASH: I’ve added sample QuickStart Guide content to the download package, so if you’ve already downloaded the 10 Free Change Planning Tools, you’ll want to download them again to get this bonus content.

Research shows that 70% of change efforts fail. There are many reasons why, including that many people find the planning of a change effort overwhelming and lack tools for making the process more visual, collaborative and human.

Following the successful launch of my latest book Charting Change and a suite of tools called the Change Planning Toolkit™, I have made several access levels available to spread the methodology and help get everyone literally on the same page for change:

Get 10 Free Downloads from the Change Planning Toolkit™I am making 10 free change planning tools from the toolkit available as 11″x17″ downloads along with JUST ADDED sample content from the QuickStart Guide,
Get 26 of the 50+ Change Planning Toolkit™ toolsbut book buyers will get access to the Change Planning Toolkit™ Basic License (26 of 50 tools) at 11″x17″ size — a $500 value,
Get all 50+ tools in the Change Planning Toolkit™and buyers of the Change Planning Toolkit™ Bronze License will get access to all 50+ tools for individual educational use at an 11″x17″ size — a $1,200 value.

Change Planning Toolkit Levels and Free Downloads

I am very excited to share with you the Change Planning Toolkit™, including the popular Visual Project Charter™, Change Planning Canvas™ and many other great tools for increasing your change success!

Increase your consulting revenue or your organizational agility and get a jump on your competition!

Click here to get your 10 Free Change Planning Tools

Site licenses are available for professional or commercial use starting at $2/yr per employee*, and include access to poster size versions of many of the tools (35″x56″).

*Bronze Site Licenses have a one-time setup fee of $299. Site License fee based on total number of employees in the organization.

Below you’ll find a downloadable presentation that gives you five reasons to invest in the Change Planning Toolkit™:


Click here to get your 10 Free Change Planning Tools
Sign up for the latest news and alerts


Click on the tool name to read the article about each of the 10 Free Change Planning Tools:

  1. Five Keys to Successful Change
  2. Architecting the Organization for Change
  3. Building a Global Sensing Network
  4. Visual Project Charter™
  5. Motivation Ability Worksheet
  6. PCC Change Readiness Framework
  7. Eight I’s of Infinite Innovation™
  8. ACMP Standard for Change Management® (Visualization)
  9. Organizational Agility Framework
  10. The Eleven Change Roles™


Accelerate your change and transformation success

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

Standardizing Change

In The Five Keys to Successful Change I highlight five key areas for organizations to focus on if they are serious about building a strong, sustainable capability in organizational change, including:

  1. Change Planning
  2. Change Leadership
  3. Change Management
  4. Change Maintenance
  5. Change Portfolio Management

Five Keys to Successful Change 550

As you can see Change Management is but one of five keys to sustainable change success, but it is one of the most important. It is also the only one of the five that has its own professional association and working to establish itself as a recognized profession, complete with its own certification.

To get to a place where you can have a certification, you must have a collection of shared knowledge. In project management, they have the Project Management Body of Knowledge (PMBOK) maintained by the Project Management Institute (PMI) in support of the certification of Project Management Professionals (PMP). For change management professionals, this is The Association of Change Management Professionals (ACMP) Standard for Change Management, also referred to as ACMP’s Standard.

ACMP Standard Components

The main components of the standard according to the ACMP brochure include:

1. Evaluating Change Impact and Organizational Readiness

  • Reviews the overall change and how it will impact the organization
  • Establishes whether the organization is ready and able to handle the proposed change

2. Formulating Change Management Strategy

  • Develops the approach for moving an organization from current state to desired future state in order to achieve specific organizational outcomes

3. Developing Change Management Plans

  • Documents the scope, actions, timelines and resources needed to deliver the change

4. Executing Change Management Plans

  • Addresses the implementation processes for performing the change activities by monitoring, measuring, and controlling delivery against baseline plans

5. Closing the Change Management Effort

  • Documents the actions and resources needed to close the change once the Change Management Strategy is achieved and activities are deemed sustainable and maintainable

But managing change is extremely complicated and there is much more involved in doing it well than can be achieved just looking at these five high level phases, so there is a lot more detail contained in ACMP’s Standard, highlighted for you below:

5.1 Evaluate Change Impact and Organizational Readiness

— 5.1.1 Define the Change
— 5.1.2 Determine Why the Change is Required
— 5.1.3 Develop a Clear Vision of the Future State
— 5.1.4 Identify Goals, Objectives, and Success Criteria
— 5.1.5 Identify Sponsors Accountable for the Change
— 5.1.6 Identify Stakeholders Affected by the Change
— 5.1.7 Assess the Change Impact
— 5.1.8 Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurement
— 5.1.9 Assess External Factors that may Affect Organizational Change
— 5.1.10 Assess Organization Culture(s) Related to the Change
— 5.1.11 Assess Organizational Capacity for Change
— 5.1.12 Assess Organizational Readiness for Change
— 5.1.13 Assess Communication Needs, Communication Channels, and Ability to Deliver Key Messages
— 5.1.14 Assess Learning Capabilities
— 5.1.15 Conduct Change Risks Assessment

5.2 Formulate the Change Management Strategy

— 5.2.1 Develop the Communication Strategy
— 5.2.2 Develop the Sponsorship Strategy
— 5.2.3 Stakeholder Engagement Strategy
— 5.2.4 Develop the Change Impact and Readiness Strategy
— 5.2.5 Develop the Learning and Development Strategy
— 5.2.6 Develop the Measurement and Benefit Realization Strategy
— 5.2.7 Develop the Sustainability Strategy

5.3 Develop the Change Management Plan

— 5.3.1 Develop a Comprehensive Change Management Plan
— 5.3.2 Integrate Change Management and Project Management Plans
— 5.3.3 Review and Approve the Change Plan in Collaboration with Project Leadership
— 5.3.4 Develop Feedback Mechanisms to Monitor Performance to Plan

5.4 Execute the Change Management Plan

— 5.4.1 Execute, Manage, and Monitor Implementation of the Change Management Plan
— 5.4.2 Modify the Change Management Plan as Required

5.5 Complete the Change Management Effort

— 5.5.1 Evaluate the Outcome Against the Objectives
— 5.5.2 Design and Conduct Lessons Learned Evaluation and Provide Results to Establish Internal Best Practices
— 5.5.3 Gain Approval for Completion, Transfer of Ownership, and Release of Resources

Obviously there is a lot more value in looking at this more complete view of the content of ACMP’s Standard than in looking at the five components of the standard. A number of different people provided input into ACMP’s Standard and so there is a lot of good information in it, and I’d encourage you to download it and check it out. For my part, I’ve been all the way through it as part of the research for my new book Charting Change, in part because I wanted to ensure that my new book and the accompanying Human-Centered Change™ methodology are consistent with ACMP’s Standard so that practicing change management professionals can pick up my Change Planning Toolkit™ and begin using it right away to simplify their change planning process and increase their rate of successful change adoption.

ACMP Standard Visualization

Click to access this ACMP Standard for Change Management visualization as a FREE scalable 11″x17″ PDF download

Click to access this ACMP Standard for Change Management visualization as a FREE scalable 35″x56″ PDF poster size download

But the ACMP’s Standard for Change Management, because of its breadth, can be difficult for people to digest and easily access quickly and so to help with that challenge I have created a visualization of the standard (pictured above) as a scalable 11”x17” free download for people to download and share with others or post on their cubicle or office wall for easy reference, with a free 35”x56” poster size version available now too! The visualization will help you see at a glance how the main components and all of their sub-components inter-relate and come together to create a comprehensive approach to change management. I hope you download and enjoy the ACMP Standard for Change Management visualization, share it freely with your friends and colleagues, and get added value from the other free downloads from the Change Planning Toolkit™!

Sign up for Change Planning Toolkit™ launch updates

Buy the Change Planning Toolkit™ NowNow you can buy the Change Planning Toolkit™ – Individual Bronze License – Advance Purchase Edition here on this web site before the book launches.

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

The Human-Centered Change™ Methodology is Now Available

Human-Centered Change™The Change Planning Toolkit™ is finally here!

Following the success of Stoking Your Innovation Bonfire, it has become abundantly clear in my work with clients that for any organization to be good at innovation they must be good at change.

Not surprisingly, research shows that 70% of change efforts fail. There are many reasons why, including that many people find the planning of a change effort overwhelming and lack tools for making the process more visual, collaborative and human.

Putting my two decades of research together with my project management and change leadership experience with clients, I have distilled key insights into the Human-Centered Change™ methodology and captured it in a new book Charting Change (Feb 2016) and a suite of tools to help get everyone literally on the same page for change.

Get 10 Free Downloads from the Change Planning Toolkit™I am making 10 Free Human-Centered Change™ Tools from the toolkit available as 11″x17″ samples,
Get 26 of the 50+ Change Planning Toolkit™ toolsbut book buyers will get access to the Change Planning Toolkit™ Basic License (26 of 50+ tools) at 11″x17″ size — a $500 value,
Get all 50+ tools in the Change Planning Toolkit™and buyers of the Change Planning Toolkit™ Bronze License will get access to all 50+ tools for individual educational use at an 11″x17″ size — a $1,200 value.

Change Planning Toolkit Levels and Free Downloads

Innovation and Change Speaker and Author Braden KelleySite licenses are available for professional or commercial use starting at $2/yr per employee*, and include access to poster size versions of many of the tools (35″x56″), along with public or private training sessions. Click here for more information and pricing.

I am very excited to share with you the Change Planning Toolkit™, including the popular Visual Project Charter™, Change Planning Canvas™ and many other great tools for increasing your change success!

Increase your consulting revenue or your organizational agility and get a jump on your competition!

Click here to access the Human-Centered Change™ tools

*Bronze Site Licenses have a one-time setup fee of $299. Site License fee based on total number of employees in the organization.

Below you’ll find a downloadable presentation that gives you five reasons to invest in the Change Planning Toolkit™ in case you need help convincing your boss to let you make the nominal expenditure or to fund a site license or private event to train you and your team and trainers.

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

Building a Global Sensing Network – Revisited

Building a Global Sensing Network - RevisitedWhen I first wrote about Building a Global Sensing Network I wrote in the specific context of the war for innovation and the need to make sure you’re fighting it outside your organization — not inside.

We looked at how most organizations hire the most clever, educated, experienced and motivated people you could afford and then direct them to come up with the best customer solutions possible, organize and execute their production and marketing predictably and efficiently, and do their best to outmaneuver the competition.

In short, most organizations pursue success by building a fortress from which the organization can defend its intellectual property and its market position utilizing the human resources it can assemble within the castle walls. At the same time most organizations focus on achieving organizational success by achieving the greatest overlap possible between the skills, abilities and talents of each job applicant and the job description for each role.

But most organizations (referred to as Typical Organizations in the graphic below) fail to harness ALL of the skills, abilities and talents of the individuals they have in their organization to achieve greater performance as a collective. In my mind this is painful, wasted human capital – painful for the organization (lost potential revenue and profitability) and painful for the individual (boredom, stress, and disappointment).

Typical Organization

But, a handful of more progressive, innovative organizations are trying to do better to harness the passions AND the skills, abilities, and talents of their individuals to better achieve the collective’s ability to generate revenue and profits (or other appropriate benefits) by engaging their employees in the innovation efforts of the organization, and allowing their employees to take some of their skills, abilities and talents and apply them to help fulfill other job descriptions. This looks something more like this:

Innovative Organization

But in the most progressive organizations, they not only provide a way to better harness a more complete set of their employees’ skills, abilities and talents to more than one job description, but they also find a way to harness more of the skills, abilities, and talents that employees are currently realizing outside the organization in their hobbies, volunteer work, or other places.

And the successful organizations of the future will not stop there. They will also harness the connections their employees have outside the organization to increase the innovation capacity of the organization, and better engage not only partners in helping to fulfill the needs of different job descriptions, but they will also even engage their customers in achieving the work of the organization.

Where customer or partner skills, abilities and talents intersect with the job requirements, work can get done, and where customer or partner skills, abilities or talents intersect with employee skills, abilities or talents intersect, communities and connections have the chance to form and be nurtured. This is what organizations of the future will look like:

Organization of the Future

In this scenario, where innovative organizations begin to move beyond better harnessing the internal innovation capacity of their employees, to also harnessing the external capacity to work (and to innovate) of individuals outside of the organization (and to expand the scope of the collective), and to attract partners and customers to participate, organizations that allow and even encourage employees to develop a personal brand and greater external connections, will claim an outsized share of the potential benefits to both the mission of the organization and to its innovation efforts.

If your employees lack the external exposure, the external connections, and the external personal brand equity and awareness, how much harder will it be for your organization to:

  • Attract the best partners to your innovation efforts
  • Recruit the best customers to co-create with you
  • Build a strong pipeline of potential future internal talent

Through this lens you can see that in the future, successful innovation and change will be determined not just by how strong the brand of your organization is (or the collective), but also will be shaped by the strength of the personal brands of the collective’s component individuals.

As the commercial battlefield continues to change, future business success will be built upon more fluid boundaries and the ability to leverage skills, abilities and talents of people and other organizations outside the company and also the ability to:

  1. Utilize expert communities.
  2. Identify and gather technology trend information, customer insights and local social mutations from around the globe.
  3. Mobilize the organization in organic ways to utilize resources and information often beyond its control.
  4. Still organize and execute production and marketing predictably and efficiently in the middle of all this complexity.

Market leaders in our evolving reality will be increasingly determined not by an organization’s ability to outmaneuver the competition in a known market, but by their ability to identify and solve for the key unknowns in markets that will continue to become more global and less defined. Future market leaders will be those organizations that build superior global sensing networks and do a better job at making sense of the inputs from these networks to select the optimal actionable insights to drive innovation and change.

By this point, hopefully you are asking yourself three questions:

1. How do I create more fluid boundaries in my organization?

2. What does a global sensing network look like?

3. How do I build one?

One View of a Global Sensing Network

Building a Global Sensing NetworkThe purpose of a global sensing network is to allow an organization to collect and connect the partial insights and ideas that will form the basis of the organization’s next generation of customer solutions. This involves collecting and connecting:

Click to access this framework as a scalable 11″x17″ PDF download

1. Customer Insights

  • Ethnography
  • Private Communities
  • Focus Groups
  • Surveys
  • Lead User Observation

2. Core Technology Trends

3. Adjacent Technology Trends

4. Distant technology trends

5. Local social mutations

  • Demographic trends
  • Sociological trends
  • Economic trends
  • Political trends (including regulation)
  • Behavioral trends

6. Expert Communities

  • University Research
  • Government Research
  • Corporate Research
  • Charitable Research
  • Hobbyists

To actually build a global sensing network you need to start from the inside out. You have to take a look around inside your organization and see what employees you have, what natural connections they have, and where they are currently located on the globe. At the same time you need to understand how employees in your organization naturally connect with each other and define what core, adjacent and distant technologies mean in the context of your organization. You must also look and see what tools you have inside the organization for managing insights, expertise and information within the organization, and what expert communities you may already have connections into.

I would recommend beginning to establish your global sensing network inside your organization before venturing to build it out completely with the resources and connections that you will naturally need outside your organization. This will enable you to get some really great feedback from employees on the connections that will be necessary to foster and manage outside of your organization and to prepare your information sharing systems and internal communications to enable increased sharing and improved innovation inputs and outputs.

Accelerate your change and transformation success

It is likely that many organizations will already be gathering some level of customer insight information from ethnography, private communities, focus groups, surveys, lead user observation, etc. but not have a good infrastructure, policies or procedures in place for sharing this information. If you’re truly serious about creating a deep innovation capability and working to achieve innovation excellence in the same way that you pursue operational excellence, you should experiment with your systems by making customer information more available.

Next, you should leverage your employees and existing partnerships to reach outside the organization to organize and establish stronger communication channels with the relevant expert communities, including those focused on university research, government research, charitable research, corporate research (industry associations and competitors), and even to inventors or hobbyists.

And then finally from the connections you’ve built to this point, you should have identified where you have good people internally to provide information on local social mutations (local developments of interest spawned by local demographic, sociological, economic, political and behavioral trends), and where you have gaps. Hopefully by this point you may have also identified people outside your organization in countries around the world that you already have formal or informal connections to that can be leveraged to fill the gaps in your global sensing network footprint.

Conclusion

If you’re already involved in innovation and change, or have read a lot on the topic, it should be obvious to you why your organization needs a global sensing network.

Building a global sensing network helps organizations:

  • Accelerate their innovation efforts
  • Create more fluid organizational boundaries
  • Embrace a more open approach to innovation
  • Monitor emerging and evolving technologies
  • Track changes in customer behavior in the unending search for new insight-driven ideas

But the main that should jump out as you look at the download titled Building a Global Sensing Network is that innovation can come from anywhere, so you need to be listening everywhere.

The purpose for building a global sensing network is much like the purpose for having a SETI program. We know that there must be intelligent life outside the four walls of our organization, but to find it, we must be listening. And we must be listening so that we can amplify, combine and triangulate the weak signals that we might pick up so that we can find the next innovation and change that our organization is capable of delivering – before the competition. After all, there is a war for innovation and change out there. The only true unknown is who’s going to win.

I hope you’ll come join me on this journey to improve the pace and execution of innovation and change efforts in our organizations!

Sign up for Change Planning Toolkit™ launch updates

Click to access this framework as a scalable 11″x17″ PDF download

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

Five Ways to Make Your Innovation Culture Smell Better

Five Ways to Make Your Innovation Culture Smell BetterIs Your Organization Committed to Innovation?

If so, download my new innovation culture white paper.

Unfortunately, when it comes to fostering continuous innovation, most organizational cultures stink at it, and they are not innovating fast enough to repel the unrelenting threat posed by new market entrants with declining barriers to entry.

This is why I created my latest innovation white paper in partnership with Planview to help organizations learn how to make their organization’s innovation culture stink less by:

  • Focusing on the basics of culture change
  • Building a common language of innovation
  • Identifying and harnessing the untapped talents, skills, and abilities of employees
  • Leveraging their most curious individuals to drive momentum

Click here to download the white paper

To watch my ON DEMAND video presentation on the same topic, “Your Innovation Culture Stinks: 5 Ways to make it Smell Better” visit www.pipelineconference.com

What does your organization’s innovation culture smell like?


Build a common language of innovation on your team

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