Tag Archives: Inspiration

Top 10 Human-Centered Change & Innovation Articles of March 2025

Top 10 Human-Centered Change & Innovation Articles of March 2025Drum 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 March’s ten most popular innovation posts:

  1. Turning Bold Ideas into Tangible Results — by Robyn Bolton
  2. Leading Through Complexity and Uncertainty — by Greg Satell
  3. Empathy is a Vital Tool for Stronger Teams — by Stefan Lindegaard
  4. The Role Platforms Play in Business Networks — by Geoffrey A. Moore
  5. Inspiring Innovation — by John Bessant
  6. Six Keys to Effective Teamwork — by David Burkus
  7. Product-Lifecycle Management 2.0 — by Dr. Matthew Heim
  8. 5 Business Myths You Cannot Afford to Believe — by Shep Hyken
  9. What Great Ideas Feel Like — by Mike Shipulski
  10. Better Decision Making at Speed — by Mike Shipulski

BONUS – Here are five more strong articles published in February 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 44% OFF until Amazon runs out of stock or changes the price. This deal won’t last long, so grab your copy while it lasts!

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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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Inspiring Innovation

How a fifty year old concert still has a lot to teach us about innovation

Inspiring Innovation

GUEST POST from John Bessant

24th January, 1975. Fifty years ago and a concert that shouldn’t have happened. Forget the Taylor Swift ‘Eras’ level of organization; this was a small performance in a relatively small concert hall in Cologne, Germany. The performer was tired after the long (600km) drive from Switzerland where he’d played his previous concert only a couple of days earlier. His energy level was low plus he had back pain from a nagging problem which sitting for hours in the old Renault 4 belonging to his record producer hadn’t helped. He was committed to the evening because it was a recording session; his company wanted a live concert and this seemed a good option.

The venue was impressive; the old Cologne Opera House, site of some of the greatest concerts in musical history going back centuries. But this time something had gone badly wrong with the planning — at least as far as the piano on which he was to play was concerned. On a stage normally associated with the finest instruments — Steinways, Bechsteins, Bosendorfers and the like — there had been a mix-up.

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The instrument which had been requested was a Bosendorfer 290 Imperial but unfortunately the backstage staff had misinterpreted this and instead wheeled out a much smaller Bosendorfer baby grand, one normally only used for backstage warm ups. This wasn’t in the best of condition; its sound was tinny and thin in the upper registers and weak in the bass, the pedals didn’t work properly and the machine was badly in need of tuning.

The organizers desperately tried to secure a replacement instrument but were told that even if one could be found transporting it across town in the middle of the rainstorm which had started outside would risk damaging it. Instead a piano tuner set to work to try and minimize the problems of the smaller instrument with several heroic hours of attention.

Not surprisingly our performer’s first reaction on arriving and discovering this was to climb back in his car and drive away. There are limits, especially when what you really want is a long soak and perhaps a couple of painkillers washed down with a cheering drink. But Vera Brandes, the 18 year old woman who had organized the concert pleaded with him; she’d put everything she could into the event and managed to sell it out. But her would-be career as an impresario might be cut short before she started if he didn’t perform; the audience faced disappointment, she faced ruin if the concert didn’t happen. As she put it ’ ….if you don’t play tonight I’m going to be truly f***ed!…’ Dramatic perhaps but it touched a nerve and he agreed to go back into the hall and see whether they could salvage anything.

The concert was scheduled as a late night event, beginning after an earlier opera performance had finished. With the piano tuner working away even as he warmed up his hands the young pianist tried to get his mind in gear. The performance was to be in his signature style — a series of improvisations. So his mind needed to be able to rise above the challenges and somehow create space for, well, creating. At 11.30pm — with a loyal audience of 1300 people in their seats and patiently waiting for the auditorium bell to ring to signal the start of the show. He took his cue from this, echoing the bell’s notes as the first bars of his improvisation.

And so began a performance which has become a legend — and, thanks to the fact that it doubled as a recording session, one which was captured for others to enjoy. It still entrances fifty years later. The Köln Concert is arguably Keith Jarrett’s most famous work and probably the one which best demonstrates his enormous talent for improvisation. Despite — or perhaps because of — the conditions being so unfavorable he spun a web of genius, soaring from one rippling idea to the next with hardly a pause in between. His first piece lasted 26 minutes; after the briefest of pauses he began the second which went on for 48 minutes.

At the end of the show there was silence followed by rapturous applause. Something magical had happened and is still remembered, fifty years and four million copies on. Winner of multiple awards it is still the best-selling solo piano album of all time.

And it has a lot to offer as an object lesson in the art of innovation. First it’s useful to remind ourselves that innovation isn’t always about having plenty of resources. In these straitened times there’s a lot of concern that this will drive out innovation but, as Jarrett demonstrated, sometimes creativity loves constraints. From the most unpropitious of circumstances he was able to create something radically different.

Music Innovation

The old phrase ‘if life gives you lemons, make lemonade’ has often been used to describe the entrepreneurial skill of effectuation — and that was certainly a characteristic of this concert. Faced with the challenges imposed by the instrument he used various techniques like rolling left-hand figures to augment the weak bass while he concentrated his playing in the middle of the keyboard.

He was forced to jump the tracks and follow a different line to the ‘normal’ — getting out of the box. He isn’t alone; we have many examples where crisis and constraint have been powerful agents in forcing new directions. Think of the revolution in manufacturing which the ‘lean thinking’ movement brought about, one which spread to services and then the public sector. It was an approach born on the heavily constrained factory floors of post-war Japan. Faced with shortages of expensive raw materials, a lack of equipment, money and skilled labor they were forced to find new ways of working. And they evolved a suite of process innovations which changed the world.

Or our more recent experience with Covid-19 where the crisis conditions forced new approaches and forged new ways of solving the problems posed by the pandemic, not least in protective equipment and vaccine development.

This is, sadly, the kind of context in which humanitarian agencies operate all the time, trying to mitigate suffering and improve conditions under severe constraints. Importantly solutions developed in this space not only represent impressive examples of ‘frugal’ innovation but often signpost new trajectories for wider application. Developing the capabilities for working in crisis conditions as the norm builds powerful entrepreneurial capabilities which can be redeployed in other situations. Just as cold water swimming is now associated with wider health benefits so the shock of having to work under different conditions may be an important strategic aid.

Interestingly there is growing research interest in the idea of ‘forced crisis’ as a source of creativity. Artists have tried to force their work in new directions by introducing constraints. Record producer Brian Eno is famous for his use of a deck of cards — his ‘oblique strategies’ — which effectively randomizes roles and behaviors in a recording studio, forcing just the kind of crisis which confronted Keith Jarrett. And the results are similar; some great work by artists like David Bowie or U2 owes a lot to this technique. Lars von Trier, the film director, used a similar approach in his film appropriately titled ‘The five obstructions’ which documents the challenges he posed fellow film maker Jurgen Leth in order to try and force new creative pathways.

There’s more than a little of another skill we associate with entrepreneurs — bricolage. The ability to make something out of what is available, not wishing for what isn’t. And creatively combining it to make something new. Once again we have plenty of reference points. For example:

Dr Willem Kolff, the ‘father of dialysis’, was a Dutch physician who constructed the first dialyzer in 1943 in the occupied city of Groningen. Because materials were so scarce during the war, Kolff had to improvise and this resulted in the first dialyzer being made from sausage skins, orange juice cans, and old washing machine parts.

GE’s simple ECG machine (the MAC 400) was originally developed for use in rural India but has become widely successful in other markets because of its simplicity and low cost. It was developed in 18 months for a 60% lower product cost yet offers most of the key functions needed by healthcare professionals. It cost $800, instead of $2,000 for a conventional ECG machine, and reduced the cost of an ECG to just $1 (50 rupees) per patient. Newer versions have reduced this further to just 10 rupees per scan.

A key part this ‘frugal’ approach was the re-use of ideas and technology developed elsewhere, combined with adapting off-the-shelf parts. For example, the machine’s printer is an adaptation of one used in bus terminal kiosks across India.

A third aspect of the concert is important; taking risks and learning by doing. Prototyping on the fly. Jarrett’s style is classic improvisation, picking an idea and then running with it. In stand-up comedy and theater workshop improvisation it’s the ‘yes and…’ moment, not pausing to critique but rather trying stuff out to see where it might take you, moving on when it isn’t working. But where it does seem to resonate building on that, climbing inside, refining and developing.

We’d call it ‘pivoting’ in today’s agile innovation speak — but it’s the essence of Jarrett’s approach. It’s the opposite of planned music or playing the notes as written; this is emergence, using sensitivity, feedback, amplification of weak signals and half-sensed hints of the direction to go in.

Another theme illuminated by the concert experience it that of re-framing. Crisis as a word comes originally from the Greek where it means ‘turning point’. In Chinese the concept is represented by two characters place3d next to each other, one meaning ‘threat’ and the other ‘opportunity’. In other words a crisis poses a problem but also invites new perspectives which can create opportunity from it.

Only Jarrett knows what caused him to decide to play the concert — contractual commitments, the fact that the equipment was already set up? Or loyalty to his friend and chauffeur Manfred Eicher of ECM records? Or the desperate pleas of young Vera Brandes? Or perhaps the intrinsic challenge of somehow pulling off the impossible?

Whatever it was the decision forced a re-framing of the disaster to an opportunity. And, as the evening progressed the crowd sensed that they were experiencing something very different and special, watching a new creative pathway being forged.

Collaborative Innovation

But it’s not just the ability to re-frame, nor the courage to risk and experiment which is behind the success of that evening. For Keith Jarrett it wasn’t just crisis forcing his hand — or rather hands — dancing across the key board. He was able to explore and experiment because of an underlying technical capability, the result of years of practice and a honing of the capabilities which allowed him to improvise. He had to deploy them in new ways, to reconfigure for a particularly challenging circumstance but he was able to built on well-rehearsed behavioral routines.

In an organizational context this matches closely to what David Teece and colleagues call ‘dynamic capability’, something they described as the ‘…..ability to integrate, build, and reconfigure internal and external resources/competences to address and shape rapidly changing business environments….’. It’s not a reflex response or a plug ‘n’ play solution to new circumstances but instead a learned and rehearsed set of behavioral routines.

So if you’re looking for a new source of innovation inspiration away from the gadgetry of CES or the juggernaut of AI then maybe you could do a lot worse than have a listen (or listen again) to the Köln concert. Fifty years on it’s still got a lot to offer.

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Image credits: Dall-E via Chat-GPT

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Can Leaders Defy Gravity?

Can Leaders Defy Gravity?

GUEST POST from Mike Shipulski

If you pull hard on your team, what will they do? Will they rebel? Will they push back? Will they disagree? Will they debate? And after all that, will they pull with you? Will the pull for three weeks straight? Will they pull with their whole selves? How do you feel about that?

If you pull hard on your peers, what will they do? Will they engage? Will they even listen? Will they dismiss? And if they dismiss, will you persist? Will you pull harder? And when you pull harder, do they think more of you? And when you pull harder still, do they think even more of you? Do you know what they’ll do? And how do you feel about that?

If you push hard on your leadership, what will they do? Will they listen or dismiss? And if they dismiss, will you push harder? When you push like hell, do they like that or do they become uncomfortable, what will you do? Will they dislike it and they become comfortable and thankful you pushed? Whatever they feel, that’s on them. Do you believe that? If not, how do you feel about that?

When you say something heretical, does your team cheer or pelt you with fruit? Do they hang their heads or do they hope you do it again? Whatever they do, they’ve watched your behavior for several years and will influence their actions.

When you openly disagree with the company line, do your peers cringe or ask why you disagree? Do they dismiss your position or do they engage in a discussion? Do they want this from you? Do they expect this from you? Do they hope you’ll disagree when you think it’s time? Whatever they do, will you persist? And how do you feel about that?

When you object to the new strategy, does your leadership listen? Or do they un-invite you to the next strategy session? And if they do, do you show up anyway? Or do they think you’re trying to sharpen the strategy? Do they think you want the best for the company? Do they know you’re objecting because everyone else in the room is afraid to? What they think of your dissent doesn’t matter. What matters is your principled behavior over the last decade.

If there’s a fire, does your team hope you’ll run toward the flames? Or, do they know you will?

If there’s a huge problem that everyone is afraid to talk about, do your peers expect you get right to the heart of it? Or, do they hope you will? Or, do they know you will?

If it’s time to defy gravity, do they know you’re the person to call?

And how do you feel about that?

Image credit: Pexels

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Disagreements Can Be a Good Thing

Disagreements Can Be a Good Thing

GUEST POST from Mike Shipulski

When you have nothing to say, don’t say it.

But, when you have something to say, you must say it.

When you think your response might be taken the wrong way, it will.

When you take care to respond effectively, your response might be taken the wrong way.

When you have disagreement, there’s objective evidence that at least two people are thinking for themselves.

When you have disagreement, confrontation is optional.

When you have disagreement, everyone can be right, even if just a little.

When you have disagreement, that says nothing about the people doing the disagreeing.

When you have disagreement at high decibels, that’s an argument.

When you have disagreement, disagreeing on all points is a choice.

When you have disagreement, if you listen to sharpen your response, it’s a death spiral.

When you have disagreement, it’s best to disagree wholeheartedly and respectfully.

When you have disagreement, if you listen to understand, there’s hope.

When you have disagreement, it’s a disagreement about ideas and not moral character.

When you have disagreement, intentions matter.

When you have disagreement, decision quality skyrockets.

When you have disagreement, thank your partner in crime for sharing their truth.

When you have disagreement, there is sufficient trust to support the disagreement.

When you have disagreement, sometimes you don’t, but you don’t know it.

When you have disagreement, converging on a single point of view is not the objective.

When you have disagreement about ethics, you may be working at the wrong company.

When you have disagreement, there are no sides, only people doing their best.

When you have disagreement, the objective is understanding.

When you have disagreement, it’s the right thing to have.

When you have disagreement, there may be disagreement on the topic of the disagreement.

When you have disagreement, you are a contributing member, even if you stay quiet.

When you have disagreement, why not be agreeable?

When you have disagreement, it’s okay to change your mind.

When you have disagreement, you may learn something about yourself.

Image credit: Unsplash

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Let Yourself Draw Inspiration from Others

Let Yourself Draw Inspiration from Others

GUEST POST from Mike Shipulski

When you try something new, check to see who has done something similar. Decompose their design approach. What were they trying to achieve? What outcome were they looking for? Who were their target customers? Do this for at least three existing designs – three real examples that are for sale today.

Here’s a rule to live by: When trying something new, don’t start from scratch.

What you are trying to achieve is unique, but has some commonality with existing solutions. The outcome you are looking for is unique, but it’s similar to outcomes others have tried to achieve. Your target customers are unique, but some of their characteristics are similar to the customers of the solutions you’ll decompose.

Here’s another rule: There are no “clean sheet” sheet designs, so don’t try to make one.

There was an old game show called Name That Tune, where contestants would try to guess the name of a song by hearing just a few notes. The player wins when they can name the tune with the *fewest* notes. And it’s the same with new designs – you want to provide a novel customer experience using the fewest new notes.

A rule: Reuse what you can, until you can’t.

Because the customer is the one who decides if your new offering offers them new value, the novel elements of your design don’t have to look drastically different in a side-by-side comparison way. But the novel elements of your offering do have to make a significant difference in the customer’s life. With that said, however, it can be helpful if the design element responsible for the novel goodness is visually different from the existing alternatives. But if that’s not the case, you can add a non-functional element to the novelty-generating element to make it visible to the customer. For example, you could add color, or some type of fingerprint, to the novel element of the design so that customers can see what creates the novelty for them. Then, of course, you market the heck out of the new color or fingerprint.

A rule: It’s better to make a difference in a customer’s life than, well, anything else.

Don’t be shy about learning from what other companies have done well. That’s not to say you should violate their patents, but it’s a compliment when you adopt some of their best stuff. Learn from them and twist it. Understand what they did and abstract it. See the best in two designs and combine them. See the goodness in one domain and bring it to another.

Doing something for the first time is difficult, why not get inspiration from others and make it easier?

Image credit: Unsplash

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What Do You Like to Do?

What Do You Like to Do?

GUEST POST from Mike Shipulski

I like to help people turn complex situations into several important learning objectives.

I like to help people turn important learning objectives into tight project plans.

I like to help people distill project plans into a single-page spreadsheet of who does what and when.

I like to help people start with problem definition.

I like to help people stick with problem definition until the problems solve themselves.

I like to help people structure tight project plans based on resource constraints.

I like to help people create objective measures of success to monitor the projects as they go.

I like to help people believe they can do the almost impossible.

I like to help people stand three inches taller after they pull off the unimaginable.

I like to help people stop good projects so they can start amazing ones.

If you want to do more of what you like and less of what you don’t, stop a bad project to start a good one.

So, what do you like to do?

Image credit: Pexels

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Did You Make a Difference Today?

Did You Make a Difference Today?

GUEST POST from Mike Shipulski

Did you engage today with someone that needed your time and attention, though they didn’t ask?

You had a choice to float above it all or recognize that your time and attention were needed. And then you had a follow-on choice: to keep on truckin’ or engage. If you recognized they needed your help, what caused you to spend the energy needed to do that?

And if you took the further step to engage, why did you do that?

For both questions, I bet the answer is the same – because you care about them, and you care about the work. And I bet they know that, and I bet you made a difference.

Did you alter your schedule today because something important came up?

What caused you to do that?

Was it about the thing that came up or the person(s) impacted by the thing that came up?

I bet it was the latter. And I bet you made a difference.

Did you spend a lot of energy at work today?

If so, why did you do that? Was it because you care about the people you work with?

Was it because you care about your customers?

Was it because you care enough about yourself to live up to your best expectations?

I bet it was all those reasons. And I bet you made a difference.

Image credit: Dr. Matthias Ripp

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How to Engage and Inspire Employees during Times of Change

How to Engage and Inspire Employees during Times of Change

GUEST POST from Art Inteligencia

Change is an integral part of growth; it is the very essence of development and innovation, an inevitability in the realm of business. However, it’s not always perceived positively within an organization, primarily by the employees. It is here that leadership can play a pivotal role, not only in catalyzing that change but also in inspiring and engaging the employees to adopt it. With two pertinent case studies, we will demystify this proceed.

Case Study 1: Google’s Capitalizing on Innovation and Creativity

Unarguably one of the most progressive companies globally, Google continually inspires its employees amidst ongoing changes. Google set an example with its “20% time” policy, where employees were encouraged to spend 20% of their time working on their passion projects. This innovative approach fostered an environment of creativity, reinforcing the idea that change is the harbinger of innovation. Products like Google News, AdSense and Gmail were outcomes of this policy.

Key Takeaway: Create avenues for employees to express their creativity and initiate their change, making them active participants rather than reluctant bystanders. Change, then, is inspirational rather than inhibitive.

Case Study 2: Ford’s Turnaround Story

During the economic crisis of 2008, Ford faced monumental challenges. Alan Mulally, the then CEO, led Ford through this turbulent period, not through cost-cutting alone, but by engaging employees in the process of transformation. The turnaround strategy involved every employee through “One Team, One Plan, One Goal” mantra, with weekly Business Plan Review meetings. This transparent approach made the employees feel included and vital to the process of change.

Key Takeaway: Communication and collaboration make a critical difference. During times of change, employees must feel they aren’t just witnessing the change but are integral parts of that transformation.

Strategies for Engaging and Inspiring Employees in Times of Change:

1. Establish a Clear Vision: Clarity is the first step towards acceptance. Articulate the need for change and picture it helps employees visualize the future, easing their transition.

2. Emphasize on Communication: Regular, transparent updates, discussions, and feedback sessions are crucial during transition phases. They make the employees feel considered and valued.

3. Build a Culture of Learning: Learning breeds adaptation. Encourage a culture of continuous learning, providing employees with resources to learn new skills and adapt to changes.

4. Acknowledge and Reward: Recognizing the efforts of employees in adapting to and driving change increases morale. Rewards, recognition, and incentives can play a significant role here.

Conclusion

Change, while challenging, also presents opportunities for growth, innovation, and improved performance. However, the responsibility of leadership doesn’t end with implementing change. As leaders, we must ensure that our teams not only embrace this change but are inspired by it. We must remember: an engaged employee is not a spectator of change but a robust pillar shouldering it.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pexels

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Creative Leadership: Strategies for Inspiring and Motivating Teams

Creative Leadership: Strategies for Inspiring and Motivating Teams

GUEST POST from Chateau G Pato

As a leader, nothing is more rewarding than inspiring a team to success. Creative and effective leadership can be the difference between a team that works well and one that fails. Fortunately, there are specific strategies that leaders can deploy to ignite creativity and motivation in their teams.

Communication

Great communication is the foundation of creative leadership. Leaders should strive to be transparent, consistent, and encouraging with communications. This helps to ensure that teams have a well-defined purpose, are motivated to reach their goals, and understand exactly what is expected of them. Additionally, leaders should encourage team members to express their own ideas and challenges in order to foster collaboration and innovation.

Goal-Setting

One of the most important responsibilities of a leader is to help set and communicate achievable goals for the team. Goals should be time-sensitive, realistic, and measurable, so that team members have a clear target to strive for. Additionally, leaders should recognize and celebrate accomplishments, big and small, to boost morale and foster a sense of motivation within the team.

Incentives

Incentives are a powerful way to motivate the team. Monetary rewards or recognition for a job well done can be highly motivating. Leaders can also offer incentives such as extra vacation time, flex-time, employee-development programs, or other rewards that align with the team’s culture and values.

Case Study 1 – Ryan’s Auto Body

Ryan ran a successful auto body shop. To motivate his team, he provided incentives and rewards for a job well done. He offered bonus vacation time as well as employee-development programs. Ryan also set team goals and was sure to recognize and celebrate their successes. As a result, his team was motivated and creative, resulting in increased efficiency and productivity.

Case Study 2 – Cuisine of the Future

Patrick was the head chef of a high-end catering company. He communicated clearly with his team and encouraged them to express their own ideas and challenges. He also created a goal-setting system with time-sensitive criteria for success. As a result, Patrick’s team was inspired to come up with innovative dishes and techniques that elevated the company’s reputation even further.

Conclusion

Leadership is an important part of any team’s success. By utilizing effective strategies such as properly communicating expectations, setting achievable goals, and offering incentives, leaders can inspire and motivate their teams to greatness. With the right strategy, any leader can empower their teams to reach extraordinary heights.

Image credit: Pexels

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Every Company Needs an Innovation Coach

Retained InnovationInnovation is not a solo activity. While the rare lone genius may be able to invent something on their own (although still always inspired by others), nobody can innovate by themselves. Innovation, by its very nature, requires collaboration.

Companies are like brains. The brain is composed of two hemispheres. The left brain is typically described as the home to math and logic skills, while the right brain is described as the domain of creativity. Of course people need to develop both hemispheres to be successful, and companies are the same. Achieving operational excellence is the goal of the left brain side of the organization and innovation excellence should be the goal of the right side of the organization. Unfortunately, most organizations over-invest in operational excellence to the point that the organization fights off innovation excellence efforts like a virus.

So, what’s the cure?

Not to get sick in the first place of course!

To achieve that, consider putting an innovation wellness program in place. And what does that look like?

An innovation wellness program has at its center, an organization that is willing to reach outside its four walls for a constant stream of new inspiration. Because it is inspiration in combination with curiosity that will give the organization a fighting chance of identifying ongoing sources of unique and differentiated insights that will allow the organization to continuously reinvent itself and stay in resonance with its customers.

A couple tangible examples of innovation wellness program components include:

  1. Embedding elements of so-called Open Innovation into the core of the organization’s innovation approach rather than existing as a periodic guest
  2. Continuous reinforcement of a curiosity culture
  3. Employment of a part-time innovation coach on an ongoing basis

Robert F BrandsWhat does an innovation coach look like?

Well, one good example was the late Robert F. Brands, who was lost to the global innovation community far too soon. He was a friend, a colleague, a mentor, a partner on work we did for the United States Navy, and he helped me get the book deal for my first five-star book – Stoking Your Innovation Bonfire.

A good innovation coach helps you avoid the ten signs of innovation sickness:

  1. Nobody can articulate your definition of innovation (or you don’t have one)
  2. Nobody can articulate your innovation vision/strategy/goals (or you don’t have them)
  3. People struggle to tell the story of one or more innovations launched to wide adoption by the organization
  4. Most of what passes as innovation inside the organization would actually be classified as improvements (not innovation) by people outside the organization
  5. The organization no longer makes external innovation perspectives available to a wide audience
  6. Nobody takes the time to participate in our innovation efforts anymore
  7. Your organization is unable to accept insights and ideas from outside the organization and develop them into concepts that can be scaled to wide adoption
  8. Innovation program leadership has difficulty getting time on the CEO’s calendar any more
  9. Your innovation team is trying to do all of the innovating instead of helping to accelerate the innovation efforts of others
  10. Your pace of innovation is slower than the organizations you compete with for market share, donations, votes, etc.

A good innovation coach can help you:

1. Perform an innovation assessment

I developed a 50 question innovation audit and made it available in support of my first book Stoking Your Innovation Bonfire, so that people can do a self-evaluation of their innovation maturity here on my web site. Or if you would like to dig a little deeper into the dynamics of innovation in your organization, I can work with you to do an innovation diagnostic across your organization and/or help you establish a baseline so you can track your innovation maturity progress over time.

2. Establish a Continuous Innovation Infrastructure

Many companies confuse having a New Product Development (NPD) program or a Research & Development (R&D) program with having an innovation program, or are stuck in an ‘innovation as a project’ approach to innovation. A good innovation coach can help you define what innovation can and should mean to your organization, build a common language of innovation, create an innovation vision, establish an innovation strategy that dovetails with your organization’s overall strategy, and develop innovation goals that will help focus the organization’s efforts to realize its innovation vision and strategy.

3. Teach You Some New Innovation Tools, Methods, and Frameworks

A good innovation coach is also a skilled facilitator and can help facilitate innovation off-sites, an effective trainer who can develop the custom courses you need to teach people in the organization new tools, methods, or frameworks to improve or accelerate your innovation capabilities, and is capable of delivering inspirational keynotes to large groups inside your organization to help shift mindsets and help people feel empowered to participate in the innovation efforts of the organization. The best innovation coaches are capable not just of bringing in the tools, methods and frameworks of others, but are also capable of understanding your innovation gaps and creating new innovation tools, methods and frameworks to help you.

4. Help You Identify Insights and Opportunities

Innovation begins with inspiration, and your curiosity and exploration should lead you to identify some good insights to build on and opportunities to pursue. But, because most ideas are really idea fragments, sometimes an innovation coach or other external perspectives can help you identify the gaps in your idea fragment or opportunity identification that might make them more compelling, especially if you aren’t making a conscious use of The Nine Innovation Roles as part of your innovation process to help you avoid innovation blind spots. A good innovation coach can also help you go beyond ideas and help you focus on not just one, but all three keys to innovation success:

  • Value Creation
  • Value Access
  • Value Translation

Stoking Your Innovation Bonfire will help you learn more about each, or you can check out my previous article ‘Innovation is All About Value‘.

5. Tell You Honestly When You’re Going Off Course

A good innovation coach will have the courage to be honest with you and tell you when you’ve lost your way. Over time, many innovation teams tend to come down with shiny object syndrome or its equally evil cousin, launch fever. A competent innovation coach will be able to recognize the change and help you course correct before you pass the point of no return, and put the very existence of your innovation program at risk. A good innovation coach is able to provide a consistent external perspective, a sanity check, and may be able to also help you build external connections to invite in other external perspectives as well.

Wrapping it Up

It is easy to fall in love with the innovation process and program you’ve created. It is equally simple to form attachments to your innovation projects and artifacts and think that you’ve cracked the code, and maybe you have, but wouldn’t you like to keep one toe in the pond outside your organization just to make sure?

Book Innovation Speaker Braden Kelley for Your EventCreating and maintaining a part-time relationship with an innovation coach you trust is a great way to do that. Smart organizations keep a pulse on their level of innovation maturity over time. They’re continuously evolving their innovation infrastructure, building new capabilities, and seeking out external perspectives as a sanity check on their program evolutions over time. So what are you waiting for?

Who’s going to coach your winning innovation team?

Contact me now to set up a free introductory consultation


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