Tag Archives: Leadership

Everyone hates to fail, why do you?

Everyone hates to fail, why do you?

GUEST POST from Janet Sernack

If you have ever had a significant setback, made a serious mistake, or failed at completing an important task, you will have experienced some kind of deep emotional and visceral, largely unconscious, negative, reactive response to it.

By becoming passively or aggressively externally defensive and blaming and punishing others for the outcome, or by withdrawing internally, and attributing self-blame and self-punishment for what may have happened.

Everyone hates to fail because either type of reactive response stings and causes discomfort, dissonance, sorrow, suffering, and pain since you are feeling ashamed, judged, and shamed by yourself and by others. We need to re-think how we approach and digest failure, to scale and leverage it as one of our 21st-century superpowers.

Sabotaging your chances of success

According to a recent article in Psychology Today, this reactive response triggers your avoidance motivation, which then often exceeds your motivation to succeed!

Describing that the fear of failure causes us to then unconsciously sabotage our chances of success, as well as our ability to cultivate and manifest the superpowers necessary to thrive in the 21st century.

Self-doubt settles us into a denying the need to experiment, and a reluctance, full of excuses, to experiment further with adopting, iterating, and testing new and novel ideas. Or in taking smart risks, that help you connect, explore and discover and design opportunities for making important and necessary, personal and professional changes.

Pivot and adapt to disruptive events

Yet, our ability to experiment, test, validate and iterate creative ideas is critical to surviving and thriving through the current decade of both disruption and transformation – which more of us are viewing as a series of relentless, continuous, and exponential changes, requiring unlearning and radically new learning processes.

In a 2021 Deloitte survey of 2,260 private – and public-sector CXOs in 21 countries, 60% of the respondents said that they believe disruptions like those seen in 2020 will continue. The resulting challenge is underscored by another of the survey’s findings:

Seventy percent of the CXOs do not have complete confidence in their organisation’s ability to pivot and adapt to disruptive events.

This confidence can be developed by re-thinking how we approach and digest failure, to scale and leverage it as a 21st-century superpower.

Developing 21st-century superpowers

Here are the four key superpowers, to be supported by digital technologies:

  • Nimbleness: The ability to quickly pivot and move. (“We used to do this, and now we do that.”)
  • Scalability: The ability to rapidly shift capacity and service levels. (“We used to serve x customers; we now serve 100x customers.”)
  • Stability: The ability to maintain operational excellence under pressure. (“We will persist despite the challenges.”)
  • Optionality: The ability to acquire new capabilities through external collaboration. (“Our ecosystem of partners allows us to do things we couldn’t do previously do.”)

Rethinking our fears of failure

None of these 21st-century superpowers can be developed without experimentation and collaboration.

Where you are able to self-regulate your fears of making mistakes and failure, by becoming a smart risk-taker who willingly, stretches the envelope and steps outside of your safety and comfort zones.

This helps maximise your potential and ability to learn and develop in the growth zone, where we stop self-sabotaging our chances of adapting and learning, succeeding, and growing in an uncertain and unstable world.

Everyone hates to fail because it’s hard to self-regulate the basic emotions of disappointment, anger and frustration, and deep shame. Resulting from and the distorted thinking patterns that accompany failure, often immobilising you which results in an unwillingness and inability to disrupt yourself and take intelligent actions.

Slow down to rethink, respond, regroup, play and thrive

It all starts with leading, teaching, mentoring, and coaching people to slow down, to learn, and appreciate the value of taking “time-out” for retreat and reflection.

At ImagineNation, in last week’s blog, we described how this involves developing regular reflective practices, where people can pay deep attention, and learn how to master these basic emotions and unresourceful thought patterns. How this allows them to be playful and experimental in developing new mindsets, rethinking habits, and resourceful emotional states, which are foundational for developing 21st-century superpowers.

Failure can become valued as a process and resource for effecting significant human-centric change, deepening learning, and improving your future fitness.

Consequences of avoiding failure

According to the same article in Psychology today – “shame is a psychologically toxic emotion because instead of feeling bad about our actions (guilt) or our efforts (regret) shame makes us feel who we are”.

By getting to the core of your egos, your identities, your self-esteem, and your feelings of emotional well-being and resourceful thinking habits.

Because everyone hates to fail, we all unconsciously seek ways of mitigating the implications of a potential failure – “for example, by buying unnecessary new clothes for a job interview instead of reading up on the company – which allows us to use the excuse, “I just didn’t have time to fully prepare.”

Benefits of embracing failure

Rather than succumbing to the notion that everyone hates to fail, it is much more useful to develop healthier ways of embracing and flowing with it which might:

  • Motivate you to reflect deeply to consider and deliberate as to what might be the most intelligent and brave actions to take under the range of circumstances you find yourself in.
  • Inspire you to risk-taking those intelligent actions through developing sound risk anticipation, management, and mitigation strategies that help boost your confidence.
  • Commit to doing just a bit more, in inventive ways that add value to the quality of people’s lives as well to your customer’s experience of your product or service.
  • Encourage you to access your multiple and collective intelligence, be more courageous, compassionate, and creative in co-sensing, co-discovering, co-designing, and co-creating innovative solutions to complex problems.
  • Enable you to learn from others, and harness people’s collective intelligence to adapt and grow, through teaming, in ways that serve the common good.

Tips for rethinking and self-regulating fears of failure

A few tips to support you to rethink, respond, regroup and thrive that we will explore more deeply, through real-life stories and examples, in our next two ImagineNation™ blog posts (November and December):

  1. Be willing to redefine and reframe failure as what it means in your unique context, review past failures and see if you can find benefits that resulted from them.
  2. Set approach goals and not avoidance goals to view failure as a challenge that can be mastered.
  3. Control the controllable by intentionally managing your mindsets, shifting any negative perspective, and unpacking distortion and generalisations about failures and their negative consequences.
  4. Imagine yourself doing well, achieving your goals by composing and painting a picture or image of a desirable and compelling future success.
  5. Develop healthy self-compassion for when you do mess up, make mistakes and fail, by being kind and understanding, and empathic to your won humanness.
  6. Focus on every experience, no matter what it brings is an opportunity for deep learning and creative and inventive change.

Rather than living in a world where everyone hates to fail, why not adopt the rethink, respond, regroup, thrive pattern, be future-fit and develop your set of 21st-century superpowers in the face of the acute disruption of COVID-19?

Where it is expected that the business environment, over the next three to five years, will be the most exciting and innovative period that many of us may learn from and experience in our lifetimes?

Want to know why you might have a fear of failure?

Participate in our online research study “Ten Signs you may have a fear of failure” which we adapted from the article “10 Signs That You Might Have Fear of Failure… and 2 ways to overcome it and succeed” by Guy Winch Ph.D. in Psychology Today. Click here to access the survey.

We will happily share the results and findings with you if you leave your name and email address on the form provided. By sharing these details, you will also qualify for a complimentary 30 minute one on one online innovation coaching session, with one of our global professionally certified coaches to help you overcome your own anxieties and fears about failure and develop your 21st-century superpowers.

Join our next free “Making Innovation a Habit” masterclass to re-engage 2022!

Our 90-minute masterclass and creative conversation will help you develop your post-Covid-19 re-engagement strategy.  It’s on Thursday, 10th February at 6.30 pm Sydney and Melbourne, 8.30 pm Auckland, 3.30 pm Singapore, 11.30 am Abu Dhabi and 8.30 am Berlin. Find out more.

Image credit: Unsplash

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Discipline Has a Role in Innovation

Discipline Has a Role in Innovation

GUEST POST from Jesse Nieminen

Innovation is, without a doubt, a creative endeavor. However, many people still think it’s all about creativity. There’s a magical a-ha moment, and the rest is history.

Well, as we’ve explained before, that’s just not true. Those that have really been trying to innovate know that there is much more hard work than there is fun and games in the process of creating and scaling an innovation.

Thus, discipline plays a huge role in innovation. In fact, I’d argue that discipline is one of the least spoken about, yet most important factors determining whether individuals and organizations succeed at creating innovations.

So, in this article, we’ll dive deeper into the topic and discuss the role discipline plays in innovation to hopefully help you and your organization do a better job at it.

What is discipline?

As a term, discipline is commonly used to just refer to being strong-willed enough to put in a lot of hard work. In other words, self-discipline.

However, if we look at a dictionary, there are a few distinct but connected uses for the word. One refers to it as a branch of science, skill or type of work, another as the practice of regulating the behavior of people in a system, and the third as a synonym for punishing people for undesirable behavior in that system.

Well, innovation is certainly a discipline in the first meaning of the word, but it’s also one that takes a lot of discipline to succeed at, in the second meaning of the word.

“Innovation is a discipline that takes a lot of discipline to succeed at.”

Let’s dive a bit deeper on that second meaning for the word. For our purposes, we can further divide that it into two categories:

  • Self-discipline
  • Organizational discipline

There’s obviously a lot these have in common, but for an organization to succeed at innovation, you need both.

In a nutshell, you need self-disciplined individual willing to put their head down and persist. But you also need organizational discipline to focus on what matters, and to create the incentive structures needed to reinforce all of that.

Why is discipline so important for innovation?

So, with that covered, we can dive deeper into why discipline is so important for innovation and how that happens in practice.

We’ll next cover each of the main points briefly.

Viima Art of Discipline

It takes hard work, persistence, and focus to create an innovation

Because our software is centerer around ideas, we often have to explain that while every innovation starts from an idea, an idea is maybe 1% of the way there towards a real innovation. It still needs development, refinement, implementation, scaling, and so on.

Going through that whole process takes a lot of hard work for pretty much every idea, even if the idea might seem trivial at first. The fact is that by the time you get an idea, hundreds, thousands or maybe even millions of people have probably had the same idea before. Most have just never bothered to implement it, or at least haven’t succeeded at it.

“Every innovator will face plenty of challenges on the way, and there will be plenty of times when things look dire, and you could give up.”

Every innovator will face plenty of challenges on the way, and there will be plenty of times when things look dire, and you could give up. Most do. But to succeed, you need to persevere and persist through these hardships.

To do that, you’re going to need a lot of discipline to avoid potential distractions, keep your head down and focus on what matter.

Trust the process and keep going

If you’ve ever been following a challenging fitness program, you know the feeling when it looks like you’re working your butt off and not making any progress.

The weights feel even heavier than they did the last time. That’s because you’ve been accumulating stress on your body, and it hasn’t yet had the opportunity to respond. Once you get some rest and recover from that stress caused by the exercise, the body will react to the stress and make you stronger.

Innovation takes hard work and trust in the process

Well, the journey is the same with innovation: facing those stressors will feel challenging, but if you don’t give up, that’s what will make both you and the innovation better.

To keep using the same metaphor, if you’d like to run a 3-hour marathon, your fitness program will obviously look very different from if you instead wanted to squat 500 pounds. Similarly, if your strategy calls for incremental innovation, your innovation processes will look very different from those aiming for disruptive innovation, but more on that here.

Regardless, the key in each of these situations is to just trust the process and keep going. Even when things don’t look great. The challenges you face will shape your innovation for the better, and the results will follow – or you’ll run out of money. Regardless, you just need the discipline to persist and stay on track.

While following the process is what will eventually get you there, you of course need to make sure you’re on the right path in the first place, and that is where disciplined thinking comes into play. 

It’s easy to fool yourself without disciplined thinking

Our brain has a natural tendency to take mental shortcuts. We have an ability to recognize patterns and use those to make quick decisions efficiently and thus save energy. In most everyday situations, that ability is obviously very beneficial.

However, with innovation, this is often problematic. It’s these mental shortcuts that lead to many of the root causes behind issues that prevent organizations from innovating. This is perhaps easiest captured in common sayings like “This is how we’ve always done it” and “There’s no way that could work”.

“Our brain has a natural tendency to take mental shortcuts, which is the root cause behind many obstacles for innovation. Disciplined thinking is how you combat that.”

What’s more, if you’re an optimistic person, as most people working on innovation usually are, it’s easy to fool yourself to think that you have created something valuable even when you really haven’t. We often prematurely fall in love with that solution, instead of the problem.

Remaining highly analytical and rational in your decision-making while still being creative and aspirational is a tough combination for any person, or even for a team, to have.

Achieving that balance takes a lot of disciplined thinking. You need to stay grounded in reality, be willing to question yourself, and go back to first principleswhile still relentlessly moving forward. It’s a mindset anyone can learn, but that requires constant discipline to maintain.

Most organizations lack discipline

However, even if you are a good innovator, and have a great team that ticks all the boxes we’ve talked about above, it doesn’t mean that you’re automatically going to succeed.

One of the big barriers for that is the lack of organizational discipline. This is common for both startups and large organizations alike.

The idea is simple to understand. Just like an individual must remain focused to become great at something, so does an organization.

You need to make tough choices to have a clear strategy. That means saying no to a lot of things, so that you can focus on the things that will truly make a difference.

Clear focus and disciplined execution are necessary for innovation

Sometimes you might have to keep investing in these truly strategically important areas, even if there’s no quantifiable ROI in the near term. Again, at the same time, the organization needs the discipline to not think about sunk costs and ruthlessly kill innovation projects that have proven to not be able to live up to their potential to free up resources for the ones that have the best odds of success.

That might sound like a paradoxical combination, and to a certain extent, it is. But that’s what makes it interesting.

On the execution side, you need a lot of discipline to have clear roles and set clear goals so that people have the prerequisites for succeeding, but also leave innovators with enough freedom to explore the best way to reach those goals. Again, that is a difficult combination to achieve. It requires a lot of discipline at all levels of the organization.

In our experience, most organizations just aren’t there yet, even if many individuals within the organization would be, and that is a big barrier for innovation.

As a result, corporate innovators often end up burning out or losing their motivation just trying to navigate the maze of organizational hierarchy for one permission and approval after another before they even get to start working on an innovation. That is a clear sign of an organization that isn’t disciplined – or alternatively has chosen to not innovate.

Discipline in practice

We’ve covered a lot of ground, and most of that has been pretty abstract, so before we wrap up, I’ll share a more practical example with you.

It’s a cliché to use Steve Jobs and Apple as an example for innovation, so I don’t usually like to do that. However, for this specific topic, I think it’s the perfect illustration because people usually see Jobs as this creative visionary and the ultimate ideas guy who couldn’t care less about processes or discipline.

But in fact, the first thing he did when coming back to Apple in 1997 wasn’t to come up with cool new products. It was to introduce a ton of discipline in everything they did and ruthlessly cut back on anything that didn’t truly help them innovate and create better products going forward.

First, he cut 70% of the products the company offered, and as a result, had to lay off 3,000 employees.

Apple's innovations came from following a disciplined process

Jim Collins does a great job summarizing some of the other actions in his book Great by Choice:

“They cut perks, stopped funding the corporate sabbatical program, improved operating efficiency, lowered overall cost structure, and got people focused on the intense ‘work all day and all of the night’ ethos that’d characterized Apple in its early years. Overhead costs fell. The cash-to-current-liabilities doubled, and then tripled.”

That provided Apple with the financial stability needed to invest in innovation and allowed them to focus their leadership and top talent purely on creating new innovations that ended up shaping the future of the company.

Also, from the Walter Isaacson biography of Jobs (which I highly recommend), it becomes obvious how diligent and disciplined Jobs and the rest of the team at Apple were in perfecting every little detail of their products, processes, and even the look of their stores (sometimes to a fault).

Conclusion

To conclude, it takes a lot of discipline to succeed at innovation. That discipline is at least as important as the creativity we usually associate with the term innovation. And, because it’s so underrated, I’d argue it’s the part most of us need to focus on.

After all, it is that disciplined execution of an idea that usually makes the difference between those that succeed and fail.

Thomas Edison did a great job in summarizing discipline when asked about his failed attempts at a lightbulb:

“I have not failed. I have successfully found 10,000 ways that will not work.”

Discipline is, without a doubt, about putting in the work, but there’s a bit more to it than that. It’s also about staying focused and grounded in reality, both of which are well displayed in that quote.

“Being disciplined, both as an individual as well as an organization can be very challenging. The good thing is that it is a muscle that you can develop.”

Even if it might not be immediately obvious, lack of discipline either as an individual or as an organization, is the root cause behind a significant portion of challenges organizations face when trying to innovate.

To be frank, being disciplined, both as an individual as well as an organization, for extended periods of time can be very challenging. The good thing is that it is, figuratively speaking, a muscle that you can develop. Most would-be innovators and leaders just aren’t quite there yet.

If you recognize yourself or your organization from this article, there’s no need to hide that – and there’s nothing to be ashamed of. We’ve all been there. Each of us has areas in our life where we lack discipline, or at the very least, times when we’ve failed to keep that up.

In fact, as an individual or organization, you need to be honest and admit that this is a problem for you. Once you do, you can take steps to address that, and you’ll be much closer to becoming a successful innovator.

This article was originally published in Viima’s blog.

Image credits: Unsplash, Viima

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Scaling Innovation – The What, Why, and How

Scaling Innovation – The What, Why, and How

GUEST POST from Jesse Nieminen

Given that innovation is responsible for roughly 85% of economic growth, it’s without a doubt a pretty big deal for the success of both individual organizations, as well as for the society at large.

However, to achieve the level of impact that many are looking for from innovation, you can’t simply “create something new”, and then just hope the results will come. You will need to commit to systematically pursuing those results by scaling viable ideas into products or businesses that create value – at scale.

That is of course easier said than done. If you think it’s hard to come up with innovations, just try scaling one up. In this article, we’ll explore the topic in more detail and provide you with actionable tips on how to actually scale an innovation.

What does it mean to scale an innovation?

To explain what it means to scale an innovation, let’s first take a step back and look at the lifecycle of an innovation.

To begin, every innovation starts from a rough idea or concept. Often you may have a specific goal in mind, or a problem to be solved, but sometimes it can just be a cool idea that you think could really make an impact. From there, you first need to validate that the idea makes sense, and then build a product or a service that meets a real need in the market.

With these steps taken care of, the next part is to scale the innovation. At this point, we have all the pieces in place to create value, but we haven’t yet unlocked that value for the vast majority of the available market.

Lifecycle of an Innovation

So, as you may see from the chart above, scaling is the part where most of the value creation and impact comes from. With that said, we can define scaling an innovation as the process of expanding the presence and the use of the innovation to be as widespread as possible to maximize that impact.

Scaling innovation is the process of expanding the presence and the use of the innovation to be as widespread as possible to maximize the impact the innovation can have.

While on paper that sounds straightforward enough, it’s extremely important to first clarify the vision of what successful scaling looks like for your innovation, and what metrics you will use to measure your success here. For some, it might just be revenue or profit, for others it could be the number of customers or users, the impact you’ve delivered, and so on.

Most of these metrics are of course related, but when you start with the end in mind and gradually work backwards from there, you are much more likely to succeed because everyone in the organization will know what it actually is that you’re aiming for.

With that goal in mind, you can start narrowing in on the methods required to get there, which is what we’ll be focusing on next.

Dimensions of scaling an innovation

Traditionally, scaling innovation is seen as a matter of advancing the adoption, or the diffusion, of innovation. This is best visualized with a chart depicting the adoption curve, which you’ll find below.

Technology Adoption Lifecycle

The idea is that to scale an innovation, you need to cross that chasm and go from a few early adopters to the mainstream market where the volumes are significantly higher.

While that is certainly true, we can dig a bit deeper to understand scaling in a more nuanced, and more practical, way.

In reality, there are three dimensions to scaling an innovation.

Dimensions of Scaling Innovation

Let’s look at each of them a little closer.

Scaling Up

First, scaling up is about creating the preconditions for scaling effectively.

Before we start talking about scaling up, we’ll assume that the basic prerequisites for scaling are in place, namely that there’s a clear vision and a product-market fit for your innovation, and that the market potential is large enough for there to be something to scale to, even if the market isn’t there today.

Assuming those prerequisites are there, you need to ensure that:

  1. you can produce enough of the innovation to scale
  2. you can do that efficiently enough to be financially and operationally viable

For some products, such as software and other immaterial goods, that first part is pretty straightforward. For others, such as most complex manufactured goods, even the first one will be a real challenge.

Having said that, the second part of being efficient enough will prove to be a challenge for virtually every innovation. Even for a software product, acquiring, serving, and retaining customers profitably at scale is often more difficult than people realize. For other, fundamentally less scalable goods and services, this is often excruciating.

In addition to these two more practical aspects, there’s a third and more ambiguous component to scaling up, and that is the social and institutional adoption of the innovation.

How well you scale up affects how large of a scale you can ultimately reach.

For example, with an innovation as mundane as the modern umbrella, men who used it were initially ridiculed. So, before the umbrella could really take off as an innovation, societal norms needed to change. In other cases, there may be regulatory hurdles or other institutional considerations that might need to be addressed before an innovation can ultimately scale.

Regardless of the specifics, scaling up is necessary for every innovation that wants to reach significant scale.

However, what many people don’t pay enough attention to is that how well you scale up affects how large of a scale you can ultimately reach. If you can’t produce the goods at volume, and at low enough of a price while still being profitable at a unit economics level, there’s an obvious limit to your potential to scale.

Scaling Out

Scaling out is what most people think of when it comes to scaling an innovation. It’s the geographical or demographical expansion of the innovation to a larger audience.

In its simplest form, scaling out simply means getting a wider market share and audience for the innovation within an existing market. As we covered earlier, this typically means moving from those early adopter market segments towards the mainstream.

Scaling out is what most people think of when it comes to scaling innovation as it’s where you expand the innovation to a larger audience.

However, it doesn’t have to be limited to just that. Sometimes the same products or services can be sold and used in other geographical areas, or even in other industries or entirely different use cases, both of which unlock new markets and additional demand, and thus lead to a larger impact for the innovation. A well-known example of this is Tesla using their experience and innovations in electric car batteries to expand to stationary energy storage.

Paths for Scaling Out

Regardless of which path you choose, often these efforts to scale out to new segments or industries do require additional work to adapt the innovation or its positioning to the differing characteristics of these new segments, markets, and audiences.

Scaling out to new market segments can increase complexity a lot, so be mindful of the operational implications of your strategic decisions here.

This naturally adds complexity, which makes the scaling up part we covered earlier more challenging. So, be mindful of how you scale out and what the operational implications of your strategic decisions here will be.

Scaling Deep

The third, and the least well-known method for scaling innovation is scaling deep. This essentially means that you unlock more impact for your innovation by expanding and maximizing the use of it, typically for the people who already have access to it.

This usually requires you to either change people’s behavior to increase usage, or alternatively come up with innovative means for improving the utilization rate by enabling more people to make use of the same assets. Scaling deep is partly a matter of culture and mindset, and partly a more practical matter of having the right components in place for enabling and encouraging active use of the innovation.

Social Media

A classic, albeit somewhat controversial example of the first type would be social media algorithms. They are designed to provide users with engaging content to keep them entertained and thus stay in the service for longer, which leads to more revenue from the same number of users.

An example of the second type would be cloud computing. By adding network, virtualization, and software layers on top of the computing hardware, cloud providers can get more use out of the same hardware, which unlocks value for both the service provider and the customers.

This is how Amazon not just significantly reduced costs in one of their major cost centers, IT infrastructure, but actually turned that into Amazon Web Services (AWS), an additional growth business that now accounts for the majority of the profits for the entire organization.

Scaling deep is about unlocking more impact for your innovation by expanding and maximizing the use of it. This can help reduce the need to scale up or out, or alternatively maximize the impact from doing so.

Scaling Deep can reduce the need to scale up or out, or alternatively, maximize the impact from doing so. As such, it’s an excellent compliment for most innovations. However, it’s just that: a compliment. Your primary method of scaling should always be either to Scale Up or Scale Out depending on whether your bottleneck is more on the supply or demand side.

Even in the case of AWS, which has created entirely new vectors for scaling out and has dramatically subsidized their costs for scaling up, it obviously wouldn’t have been possible without Amazon already being at significant scale.

What’s the takeaway? These dimensions are distinct but very much intertwined.

If you can scale on all three of these dimensions in a coordinated way, you will not only be much more likely to achieve significant scale with your innovation in the first place, but also maximize the potential for scale and impact from those efforts. If you build momentum on one of the dimensions, some of that momentum will carry over to the other dimensions, which again helps you accelerate change going forward.

As such, pay attention to each of these dimensions and try to consider all of them in your plans to scale innovation. That doesn’t mean you should focus on all three from the get-go, on the contrary, but planning with the big picture in mind can allow you to make much more educated decisions.

Scaling innovation in practice

As we’ve established above, there unfortunately isn’t a one-size fits all solution to scaling innovation.

Achieving breakthrough success with an innovation, which is the goal of scaling innovation, always requires many related and adjacent (usually more incremental) innovations.

This is an extremely common pattern that you will see happening over and over again if you just start paying attention to it. Square co-founder Jim McKelvey has done a great job in describing that in more detail in his recent book called the Innovation Stack.

A well-known example is the lightbulb. Edison patented his famous design back in 1879, but most households didn’t yet have access to electricity, so it wasn’t something they could benefit from. It took countless other innovations and another 45 years before even half of US homes had one, even though the benefits were obvious.

In practice, scaling an innovation is simply an iterative and exploratory process where you focus on eliminating whatever bottleneck is preventing you from scaling, one by one. And, as we saw in the example of the lightbulb, sometimes these can be much bigger and more fundamental than you may think at first.

Process of Scaling an Innovation

Often you can just copy solutions other people have already used for the same or a similar problem (which you should always go for if you can), but many times you will also need to innovate something completely new and occasionally even go beyond your core product.

With that said, there are some common patterns that can be helpful for structuring your thinking when faced with some of these bottlenecks. However, as each innovation is ultimately new, and thus unique, these won’t necessarily fit every case.

Having said that, we’ll share one framework for each dimension of scaling below. We’ve also created a toolkit that includes the frameworks as editable templates, along with some examples and other supporting material, which you can download here.

Overview of Scaling in Practice

Demand side

For most organizations and innovations, the demand side is likely the source of most bottlenecks.

The way we see it, this is not just about drumming up interest and demand for your product, but also about making sure that it fits the needs and budgets of the buyers in your market. And of course, you need to make sure you’re in a market, or at least one that has the potential to become, large enough to accommodate your scaling efforts.

Unlike what people often think, product-market fit isn’t enough for a business to be scalable. You also need to have the right business and operating models, as well as use the right channels.

In other words, scaling out isn’t just about product-market fit, as people often mistakenly think. You also need to have the right business and operating models and use the right channels. Brian Balfour has written an excellent five-part series about this, which I highly recommend you read.

Product-Market-Model-Channel Framework

The basic idea is pretty simple: your business needs to align all of these aspects in a cohesive manner to be able to scale. If even one of them is wrong, growth will feel like, as Balfour puts it, “pushing a boulder uphill”. It will take way too much capital, effort, and time. However, get the four elements right together, and the growth will come naturally.

What’s important to understand here is that the model isn’t a static picture you just do once. If the market changes, or you run into challenges that force you to change one of these elements, you’ll need to review each element and make sure the big picture still works.

Supply side

For some products and businesses, especially those with physical products, the supply side often becomes a key consideration.

Here, the bottlenecks can be extremely varied, and dependences on external suppliers can lead to challenges that are hard to overcome.

In general, what top innovators do differently from the rest of the companies is that they almost always vertically integrate their value chain as they are working towards scaling up.

There are many benefits to this approach, such as reduced overhead, but the key differences are in increased quality, and most importantly, the company’s ability to control their own destiny and innovate more freely because they’re not being constrained by their supply chain.

Top innovators vertically integrate their value chain to address bottlenecks and turn cost centers into additional sources of growth and profit.

The classic example is Apple, and the way that they control both the hardware and software of their products. In recent years, they’ve been increasing that integration in both directions. They’re moving upstream to offer more services on top of their operating systems, as well as downstream by designing their own processors, which has provided them with a big performance advantage.

Apple vertical integration

However, there are many others. Amazon, Microsoft, Tesla, Google, Netflix, Nvidia, and pretty much every innovative company is trying to do the same in the scope of their own business.

The basic idea is again simple: if a part of your supply chain becomes a major bottleneck, or is a major cost center, you should try to take control of those parts to address the bottlenecks and turn cost centers into additional sources of growth and profit, just like Amazon has done with AWS, but also warehousing and shipping.

That isn’t to say that vertical integration wouldn’t be challenging or have downsides. It certainly is and does. Because of these limitations, it’s generally advisable to only vertically integrate to the parts of your supply chain that either are a clear bottleneck or could become a key competitive advantage for you. However, top innovators often have little choice but to take these steps if they want to move fast enough and have enough control to be able to scale their innovation to its full potential.

Vertical Integration

Another key consideration on the supply side is simply the architecture of your products and services, and the process you have for delivering them. It’s obviously much easier to have a scalable architecture and automated processes for purely software or content focused businesses, but how you craft these does  play a huge role for complex physical products too.

This is again a very extensive topic on its own, but the goal should be to try to make the manufacturing, delivery, and service of your products as seamless and scalable as possible. As with everything else we’ve discussed so far, this too is an iterative process.

However, to provide you with a slightly more practical framework to get started, here’s Elon Musk explaining how he’s learned to approach this topic after his early struggles of trying to do that with the extremely complex products at SpaceX and Tesla.

While Musk specifically talks about the process in the scope of engineering for scale, these same principles also apply to your organization and internal processes too.

And, as Musk explained in the video, it’s easy to get tempted by the promises of optimizing for efficiency and automation, but if you haven’t addressed the big picture first, these will often end up just being a big waste of time and money.

So, make sure to start by first eliminating those unnecessary requirements and parts or tasks, and try to simplify the design before you focus too much on optimizing for efficiency and automating.

Process of Engineering for Scale

Utilization

In addition to supply and demand, we still have the third dimension of utilization to cover. The idea with this “scaling deep” part is to find creative ways to make the most out of existing supply to either unlock new demand, maximize the utilization of those assets, or simply to increase your customer retention by finding ways to get more value for them from your products.

As you may have guessed by now, the specifics vary quite a lot on a case-by-case basis, but the flowchart below can hopefully serve as a starting point for your efforts in this area.

Pathways for Scaling Deep

To summarize, there are three common paths you may take here.

The first is to find ways to increase the usage of assets that are only being used a fraction of the time through practices such as asset sharing and virtualization.

The second is to move from one-off purchases to a subscription to eliminate friction and increase the usage of the services.

The third is to find additional ways to expand the use of the product. This is usually done either by finding new value-adding uses for the same product, or simply by activating usage through means such as improved quality, usability, better communication etc.

However, sometimes it might even be necessary to work around tougher and more pervasive issues, such as regulatory considerations or even the changing of societal norms.

While increased utilization isn’t often that glamorous or exciting, it can really make a difference in making your business and operating models efficient enough to allow you to scale volume faster and more sustainably.

Conclusion

Scaling an innovation won’t be easy. It will always take years, and an endless amount of hard work with an extreme focus on solving each and every bottleneck standing in your way.

Hopefully you’ll find some of the frameworks and playbooks we’ve introduced in this article useful for shaping your thinking, and for building your organization and processes, but you’ll inevitably come across plenty of challenges where you’ll just need to figure out the solutions yourself. Still, if you want to truly succeed with innovation, that’s what you’re in for.

So, be prepared for those challenges, and be realistic with your expectations and timelines. For example, the “growth gap” can easily sneak up on your organization if top management has unrealistic expectations for the financial returns of innovation.

In general, large organizations have some disadvantages, but they also have huge advantages when it comes to scaling an innovation, so look for ways to leverage those advantages to your benefit.

And finally, make sure to surround yourself with top talent that’s prepared for the ride. Scaling innovation is teamwork, and it takes a special kind of a team to pull it off. You need people that are used to constant change, have a growth mindset, and the skills needed to solve whatever problems your domain may have.

As mentioned, scaling innovation is a journey that happens in small increments, and at times, it will feel frustrating. But if your team persists, keeps on learning and solving problems, you can eventually close in on whatever the full potential of your innovation is.

Image credits: Pexels, Viima

This article was originally published in Viima’s blog.

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Re-Skilling and Upskilling People & Teams

Re-Skilling and Upskilling People & Teams

GUEST POST from Janet Sernack

The pandemic has increased the pace of change in a digitally accelerated world, and at the same time, it is forcing organizations, leaders, and teams to become more purposeful, human, and customer-centric. Where managing both the future and the present simultaneously requires people to unlearn what has worked in the past and relearn new mindsets and behaviors as to what might be possible, useful, and relevant in the future.

This is crucial to enabling people to perform at their best, and it requires investment in reskilling and upskilling people to be future-fit to meet the needs of previously unheard-of occupations, newly emerging flexible job options. All of which are being transformed by the pandemic, coupled with technologies created by accelerated digitization. Where organizations, leaders, and teams can increase speed, agility and improve simplicity and strategically generate new ways of tapping into the power of and harnessing and mobilizing people’s collective intelligence.

To better enable them to balance and resource organizational digital, agile, or cultural transformational initiatives with the needs of its people, users, customers, and communities, and execute them accordingly.

Collective Intelligence

Collective intelligence is group intelligence that emerges from the collaboration, efforts, and engagement of diverse groups, tribes, teams, and collectives. Which poses a great opportunity, which is also critical to recovery, for organizations to attract, retain, manage and leverage talent  through reskilling and upskilling people to be future-fit by:

  1. Enhancing flexible work options

The recent World Economic Forum Job Reset Summit reported that – “in 2020, the global workforce lost an equivalent of 255 million full-time jobs, an estimated $3.7 trillion in wages and 4.4% of global GDP, a staggering toll on lives and livelihoods.”

McKinsey & Co in a recent article state that – as many as 25 percent more workers may need to switch occupations than before the pandemic.

This means that in a hybrid work environment, without the constriction of location, and with the ability to leverage connection digitally, at little, or no cost, there is a greater talent pool to draw from. Including, according to a recent Harvard Business Review article “What your future employees want most” untapped pools of talent such as the “home force” which includes bringing people back into the workforce including people who put their careers on hold due to raising children, caring for the elderly and retired baby boomers.

It also means that some people will be more likely to prioritize lifestyle (family and personal interests) over proximity to work, and will pursue jobs in locations where they can focus on both – even if it means taking a pay cut. Workers will be more likely to move out of cities and other urban locations if they can work remotely for a majority of the time, creating new work hubs in rural areas.

  1. Measuring the value delivered and not the volume

Designing people and customer-centric work experiences, roles gives people the space to unlock their full potential, maximize their impact by delivering transformative results that contribute to the common good and to the future of humanity.

It also encourages cross-fertilization of creative ideas through teaming and networking, maximizing the power of collaboration and collaborative technologies to create and capture value, through inventing new business models, services, and products that users and customers appreciate and cherish.

  1. Prioritizing continuous learning, reskilling and upskilling

At the same time, customer expectations and preferences are also constantly changing, giving rise and opening doors to new roles and opportunities, that may have never previously existed.

Organizations also need to discover and explore new ways of competing and future-proofing against uncertainty and disruption. They also need to invent new ways of boosting productivity and improving efficiency, through adapting and flexing to flow with the new reality and to ultimately grow and thrive within it.

There are also opportunities to solve complex problems by increasing reciprocity and collaboration through cross-functional partnerships, collectives, tribes, and ecosystems, designed to capture and deliver value co-creatively.

Continuous learning

Reskilling and upskilling people to be future-fit by maximizing collective intelligence require disrupting complacency and stagnation and creating an environment of continuous learning and trust.

Where people are focused on delivering a great customer experience and have the permission and safety and are “allowed” to:

  • Value and leverage differences and diversity in ways that evoke, provoke, and create new ways of being through unlearning, and through relearning to adopt a beginner’s mind, develop a paradox lens, and elastic thinking strategies to pivot quickly into new roles and structures as situations demand.
  • Challenge the status quo, by withholding judgment and evaluation, through developing vital generative questioning, listening, and debating skills to deep dive into and unleash creative and inventive ideas.
  • Continuously learn, to remain both agile and adaptive, collaborative and innovative, to discover, evolve, and grow talent in ways that are both nimble and sustainable.
  • Create lines of sight between strategy, structures, systems, people, and customers, identifying and maximizing interdependencies, through intentional collaboration where everyone knows that their efforts contribute to, and make a difference to the delivery of organizational outcomes.
  • Provide rigor, discipline by driving accountability and by constantly measuring and sharing feedback and results to allow for engaging people in continuous learning, iterative process, and real-life pivots.

Leveraging collective genius

Only by prioritizing reskilling and upskilling people to be future-fit organizations will leverage people’s collective genius and enhance their agility to survive and thrive, flow, and flourish in a VUCA world.

Organizations that are future-focused will create meaningful and purposeful hybrid workplaces that increase peoples’ job satisfaction and support.  That provides flexible work options, continuous learning, and focus on generating value delivery will build people’s loyalty and retention and lower hiring costs over time.

An uncertain future

According to the World Economic Forum Job Reset Summit – “While vaccine rollout has begun and the growth outlook is predicted to improve, and even socio-economic recovery is far from certain”.

Yet, with so much uncertainty about the future, there is one thing that we can all control and is controllable, are our mindsets – how we think, feel, and choose to act in any situation, especially in our communication, problem-solving, and decision-making processes.

All of us have the freedom to choose, to develop our independent wills, and create new ways of being, thinking, feeling, and doing – to meet the needs of a wide range of previously unheard-of occupations that are emerging, to provide more flexible, meaningful and purposeful job options.

To leverage the current turning point, which is full of possibilities and innovative opportunities for enabling organizations, people, and customers to be more equitable, resilient, sustainable, and future-fit, in an ever-changing landscape, impacted by the technologies created by accelerated digitization.

This is the next blog a series of blogs, podcasts, and webinars on Developing a Human-Centric Future-Fitness organization

Find out more about our work at ImagineNation™

Find out about The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 8-weeks, starting October 19, 2021. It is a blended learning program that will give you a deep understanding of the language, principles, and applications of a human-centered approach to innovation, within your unique context. Find out more.

Image credit: Pixabay

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No Regret Decisions: The First Steps of Leading through Hyper-Change

GUEST POST from Phil Buckley

Workplace change has never been at a higher rate or faster pace than now. Everything from consumer preferences to product sourcing models is in flux. ‘Reinvention,’ ‘transformation,’ and ‘disruption’ are popular terms to describe how private and public organizations are evolving to accommodate changing operating environments, stakeholder expectations and regulatory requirements. Leaders and their teams must enable multiple, complex changes when most organizational practices are obsolete and the future is at best uncertain.

In today’s dynamic environment, many leaders default to strategies that have worked under very different conditions. Relying on past practices to solve present challenges is often naive and highly risky. Other leaders instinctively select courses of action that feel right or appear credible based on limited or easily available data. In these cases, the speed of response and hope for simple solutions trump rigorous assessment and disciplined evaluation.

Addressing Uncertainty with No Regret Decisions

A pragmatic way to move forward through unknown conditions is to identify ‘no regret’ decisions. A no regret decision provides a net benefit under any future scenario. For example, building awareness of sanitation and hygiene good practices at the beginning of the pandemic was a no regret decision because it benefited people even if the virus didn’t spread through surface contact.

The Benefits of No Regret Decisions

There are four benefits of making no regret decisions. The first is they align stakeholders to a course of action. There is strength in agreement that leads to positive team dynamics and a foundation of success to build upon.

The second is that no regret decisions move a team from a static state to one of motion. Success in change is not about being perfect; it’s about responding to circumstances based on available information, identifying options, and selecting the best way forward. Delaying action is rarely a good strategy during change because issues amplify with time—speed of execution matters; inactivity is harmful. Taking action transitions people from being observers to participants, preparing them to address future time-bound situations and make bigger decisions. Momentum is a source of strength that ignites future efforts.

Creating a fact-base is essential to understanding the interplay of environmental factors that lead to analysis, hypotheses, and action. The third benefit is it provides opportunities to test and learn, to challenge assumptions and modify strategies to deliver the highest value.

The fourth benefit is the building of confidence of individuals and teams. They foster a belief in capabilities, decision-making process, and a high probability of success. Also, taking concrete actions minimizes the “fight, flight, or freeze” effect triggered by uncertainty. It renews people’s belief in their abilities and avoids the emotional responses of self-doubt and fear that come with unknown or vague circumstances.

No Regret Decision Examples

What decisions provide net benefits regardless of future outcomes? Capability development is an enabler of performance. The current focus on resiliency training is an example of equipping people with mindsets, tools, and behaviors, irrespective of the emerging scenarios. Critical thinking, ideation and creativity are other skills that add value when addressing all forms of hyper-change.

Simplifying and standardizing processes is another no regret decision. The decision-making process is a good example of how a consistent framework leads to shared understanding, assessment, and alignment on actions. When people use the same process, they follow the same rules and speak the same language. The symmetry of the approach leads to clarity and agreement.

Soliciting customer feedback to inform strategy development and execution offers benefits regardless of the operating environment. It is easy to skip this step of intelligence gathering when faced with multiple, complex changes requiring quick responses. The risk of doing so is that solutions don’t address client needs, risking relationships and sales.

Leaders and their teams are navigating business environments never seen before. Internal and external realities require them to rethink their operating models and pivot their strategies, initiatives, and resources to achieve their performance goals. Making no regret decisions enables them to align stakeholders on actions that lead to positive outcomes. They also provide the opportunity to test assumptions and hypotheses and refine the understanding of marketplace dynamics. The forward motion and small gains generated by no regret decisions build the confidence of individuals and teams to face challenges head-on to mitigate risks and seize opportunities.

The only regret from this type of decision is not making them. What no regret decisions can you make to help you lead through hyper-change?

Image credit: Pexels

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Innovation organization only thrives along with innovation culture

Guest Post from Nicolas Bry

Innovation organization doesn’t thrive without innovation culture: organization and process without culture are like a factory without raw materials; culture without organization and process is appropriate to initiate a handful of innovation projects, but doesn’t scale.

Looking at 3 major innovation programs I shaped (open innovation with internet user and entrepreneursempowering employees with intrapreneurship, exploring and experimenting in short cycles in Africa), this correlation between organization and culture became obvious to me. Some fundamental pieces to assemble have come to my mind, in order to make innovation organization match with culture in a complete jigsaw: these essentials let fledgling innovators fly the nest, and seasoned ones hit the nail even better. Thus entrepreneurship can emerge as a second nature, and a core value for organizations.

1. Innovation Organization

To set-up a streamlined innovation process, I find these 3 organization pieces to be paramount:

1. Test and learn iterative path

Share the virus of test and learn in short cycles with your innovators; confronting the value proposition with the customer target as soon as possible to capture insights, and iterating positively on your solution as on your target users; avoiding the product bias pitfall: ‘don’t fall in love with your product, fall in love with the user problem’ as Ash Maurya says; spending the initial time on materializing the value proposition, designing mock-up to let users clearly visualize it and express feedback and insights; sorting out the key hypothesis to validate and the appropriate tests to perform, and capturing The Right It, without yet engaging in significant product development;

2. Collaborative platforms design

Open innovation blossoms with shared goals and explicit knowledge; to facilitate knowledge sharing, entice innovators to create a platform that let others create value on top of it, applying modular design from the very beginning; having in mind end-users and developers ecosystem as 2 different user targets; exposing building blocks (APIs) that can be quickly reused internally and externally to create instantly new businesses;

3. Scale-up preparation stage

Once product market fit is on the trend to prove true, the innovator’s venture shall anticipate the acceleration of sales and operations, the scale-up. Crossing the chasm and industrializing processes (marketing, product, sales, recruitment and on-boarding, partnerships) requires preparation, just as if you were upgrading your sailboat from a promenade near the coast to a transatlantic journey with heavy wind blowing. Have also in mind that the corporate scale-up has simultaneously to win.

Homme Tenant Un Sac à Dos Noir

2. Innovation Culture

To instill an innovation culture, I find these 3 cultural pieces quite efficient:

1. Empowerment with creative tension

Unleashing creativity and autonomy is fine, but a framework actually helps innovators; At Google, they say ‘innovation loves constraints’, and ‘the faster, the better’: speed is a constraint that pushes you to focus on the core, and to eliminate the superfluous, leading to frugal execution. ‘Less is more’ claimed famous designer Mies van der Rohe. In that sense, speed triggers a positive tension;

2. Upstream aspiration with C-level and business units commitment

Innovators often start bottom-up initiatives; at a certain point, innovators need to be aspired with C-level and business units support to leverage the corporation assets; explain to these sponsors how innovation differs from ideation, and that it seeks for business impact, just like marketing and sales: innovation is about conquering new customers, improving loyalty, differentiating from competition, creating value for the users and for the company; align innovators endeavors with corporation strategy, and gain credibility with quick wins in your innovation portfolio; you’ll know you have succeeded when business units will include innovation KPIs across the organization;

3. Stimulation of boldness, and risk taking spirit

innovation contests and crowdsourcing stimulate ideation if appropriate recognition comes along; if we want employees to further engage with boldness in execution, failure has to be accepted as part of the innovation process, as Gore company shows it with its Celebrate Failure event; do not underestimate that, while a company has dozen of successful projects to hide a failure behind the curtain, it’s not possible for an employee to offset an experience on his resume; how to detect opportunities out of setbacks, how to become a learning organization is a necessary culture: ‘I never fail, I either succeed or learn’ claimed Nelson Mandela. It requires training for the employees and for the leaders: letting the leaders embrace and learn from failure during a ‘eat your own dog food’ workshop is a fruitful practice I’m a great believer in.

Propagating a culture of organized innovation, while organizing innovation culture, you will durably shape people to become successful innovators, and win the game. That’s the best mean to achieve impactful outcome: innovation that change people’s lives.

Image credit: Pexels.com

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Rise of the Evangelist

Chief Evangelist Braden Kelley

by Braden Kelley

What is an evangelist?

When many people hear this term, their minds used to picture Billy Graham or Pat Robertson, but this is changing. Why?

Our perceptions of evangelists are transforming as the pace of change accelerates to construct a new reality faster than most human brains can process the changes.

This creates a chasm in understanding and change readiness that evangelists can help bridge in a number of different ways.

Let us look at what an evangelist really is…

Oxford Dictionaries say an evangelist is a “zealous advocate of something.”

Nine Innovation Roles EvangelistIn business, the evangelist is a role that any of us can take on (with varying levels of success). Evangelism is very important to innovation success, which is why the evangelist is one of The Nine Innovation Roles™. This is how I define this particular role:

“The Evangelists know how to educate people on what the idea is and help them understand it. Evangelists are great people to help build support for an idea internally, and also to help educate customers on its value.”

Notice at this point we are talking about an evangelist as a role that can be played by one or more people, and not as a job that one or more people hold. Evangelism normally will be a role and not a job, but there are inflection points where this must change.

Outside of an innovation context, evangelism often falls on the shoulders of CEOs, business owners and product managers within organizations. When the need for evangelism is small, this can work. But for most organizations, this is no longer the case.

When should you hire an evangelist?

The time to cross over from evangelism as a role to evangelism as a job is when:

  1. The pace of internal change is accelerating faster than employees can grasp without help
  2. The pace of external change is accelerating faster than customers can understand without help
  3. Your company is facing disruption by new entrants or existing competitors
  4. You’re considering a digital transformation
  5. You’ve already embarked upon a digital transformation
  6. You’re using Agile in product development
  7. Your brand essence is being shifted by you or your customers
  8. You need a more human and personal presence in your marketing efforts to better connect with customers

When one or more of these conditions are true, you’ll find that it isn’t possible for CEOs, business owners and product owners to meet the needs for evangelism in the short spurts of time these people can dedicate to the necessary activities.

As highlighted by Agile Product Development’s presence in the list, organizations leveraging Agile to develop software-based products will find that their product managers are always engaged with the backlog with little time to focus on evangelism. They’re always focused on shipping something.

Some organizations will resist adding evangelists to their team, feeling that such a role is superfluous, but having one or more people focused on evangelism delivers value to the organization by executing a range of incredibly important activities, including:

  • Growing awareness
  • Building a community around the company and/or plugging the company into pre-existing external communities (potentially taking the brand to places it has never been before)
  • Generating interest
  • Working with customers and the marketing team to identify the stories that need to be told and the themes that need to be introduced and/or reinforced
  • Creating desire
  • Building and maintaining conversations with the community that cares about your products/services/brands
  • Engaging in an open and honest dialogue to help gather the voice of the customer
  • Facilitating action
  • Practicing a human-centered design mindset to continuously elicit needs and surface wants and desired outcomes

Depending on the size of the organization you may decide to have a single evangelist, or some larger organizations have more than one type of evangelist, including:

  1. Chief Evangelist
  2. Brand Evangelists
  3. Product Evangelists
  4. Service Evangelists
  5. Innovation Evangelists

This specialization occurs when the evangelism an organization needs become too big for one evangelist to handle. At that point a Chief Evangelist creates the evangelism strategy and manages the execution across the team of brand, product, service and other evangelism focus areas.

So what makes a good evangelist?

Evangelists arrive from a range of different job specialties, but key knowledge, skills and abilities include:

  • Empathetic
  • Passionate About the Company’s Mission, Products/Services, and Customers
  • Comfortable Public Speaker
  • Efficient and Effective Writer
  • Human-Centered Design Mindset
  • Experienced with Social Media, Audio and Video
  • Skilled Content Creator
  • Continuous Learner
  • Self-Directed and Comfortable with Ambiguity

… and ideally your chosen evangelists will already have some presence in the communities important to you, or the knowledge of how to establish a presence in these communities.

Customer buying journeys are notoriously unpredictable, meandering, long and non-linear. Evangelism is a critical part of helping to build relationships with potential buyers and increasing the chances that your brand will be top of mind when a non-buyer finally becomes a potential customer of your products or services.

It’s a long-term non-transactional investment, one that will pay dividends if you see the wisdom in making the expenditure.

Has your organization already invested in evangelists? What learnings would you like to share in the comments?

Are you ready for the evangelists to rise in your organization?

Or do you need help with evangelism? (contact me if you do)

Share the love!

p.s. I wrote a follow-up article for InnovationManagement.se that you might also enjoy — Increase Your Innovation Reputation and Velocity with an Innovation Evangelist


Accelerate your change and transformation success

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Mapping the Journey of an Internal Innovation

Idea to P&L

LAST UPDATED: December 3, 2025 at 4:09PM

Mapping the Journey of an Internal Innovation

GUEST POST from Chateau G Pato

The biggest enemy of internal innovation is not a lack of funding or creativity; it is organizational friction. We’re excellent at the initial spark — the hackathon, the idea challenge — but we fail consistently in the messy middle: the transition of an idea from a protected Innovation Lab to an accountable Business Unit. This journey requires a structured approach that explicitly manages the shift from high-tolerance learning metrics to high-pressure revenue metrics.

This challenge demands a Human-Centered approach. The people and teams must change their behaviors, their metrics, and their risk profile at specific points. We must stop thinking of the innovation pipeline as a single, fluid pathway and recognize it as three distinct environments, each with its own governance and culture. The map from Idea to P&L is defined by three critical Change Management Gates.

The Three-Stage Innovation Transit System

An internal innovation must successfully transit three stages, each marked by a change in focus, metrics, and most importantly, ownership.

Stage 1: The Innovation Lab (Discovery & Validation)

This is the protected environment where the idea is born and the Problem/Solution Fit is established. The culture is one of Psychological Safety and rapid, low-cost experimentation. The goal here is purely learning velocity.

  • Owner: Innovation Team / Dedicated Idea Owner.
  • Funding: Grant or Seed Budget (focused on burn rate).
  • Metrics: User desirability scores, successful MVP pivots, cost of learning, and completion of Risk Reduction Milestones (e.g., proving the technology works, proving the customer needs it).

The first Change Management Gate — The Validation Gate — is passed when the team can prove, with early user data, that the innovation solves a genuine, urgent customer problem and has a clear, if small, path to monetization.

Stage 2: The Accelerator (De-risking & Scaling)

Once validated, the innovation needs protection from the rigid P&L structures of the core business while being forced to adopt Business Rigor. This stage is about establishing Product/Market Fit and building the operational infrastructure required for scale. The team must unlearn the scrappy habits of the lab and learn the discipline of business planning.

  • Owner: The new Venture or dedicated Accelerator Leadership, often with joint sponsorship from the Innovation Team and a potential Business Unit leader.
  • Funding: Transitional Budget (focused on operational scaling).
  • Metrics: Customer acquisition cost (CAC), lifetime value (LTV), early revenue figures, and stability of the Minimum Viable Operation (MVO). The focus shifts from “Can we build it?” to “Can we sell it sustainably?”

The second Change Management Gate — The Commercialization Gate — is passed when the innovation achieves established, repeatable commercial traction, a positive unit economic model, and the core business unit agrees to assume financial responsibility.

Stage 3: The Business Unit (Optimization & P&L)

The innovation now transitions to the operational world. It receives full funding and full P&L Accountability. The culture shifts from experimentation to optimization and continuous improvement. The innovation leader must now unlearn the constant need for radical change and learn to operate within established corporate constraints (e.g., compliance, annual budgeting, HR structure).

  • Owner: Core Business Unit (BU) Leadership, often with the original innovation champion integrating into the BU team.
  • Funding: Operational Budget (focused on margin).
  • Metrics: Gross Margin, market share, YoY growth, and integration with existing corporate systems.

Case Study 1: The Manufacturing Giant’s Digital Service Offering

Challenge: New Business Model Cannibalization Fear

A global industrial manufacturer (“MegaCorp”) developed an internal IoT-enabled maintenance service (a subscription model) in its Lab. The innovation team proved Problem/Solution Fit, showing customers wanted to buy “uptime” rather than “parts.” However, the core Parts Sales BU feared the new service would cannibalize their highly profitable parts revenue, leading them to resist taking ownership at the Commercialization Gate.

The Human-Centered Intervention: The Transitional BU

MegaCorp created a separate, temporary Transitional Business Unit (TBU) reporting directly to the CEO for 18 months. This TBU served as the Accelerator Stage (Stage 2) and was given a specific mandate: Generate $5M in revenue using the service model, and its success metrics would explicitly ignore any perceived impact on the Parts Sales BU. This TBU was shielded from the core P&L fears.

The P&L Lesson:

The TBU successfully proved the revenue model was additive, not just cannibalistic, targeting a new segment of customers. Critically, it allowed the Parts Sales BU leadership to unlearn their fear of service revenue through observed data rather than abstract analysis. After 18 months, the successful TBU was folded into a newly-formed Digital Services BU with clear P&L accountability, proving that organizational structures must be designed to manage fear and resistance during the crucial transition phase.

Case Study 2: The Retail Bank’s Automated Lending Tool

Challenge: Regulatory Friction Stalling Scale

A regional bank (“SafeBank”) developed an AI-driven lending tool in its Lab, proving it could process small business loan applications in minutes instead of weeks — a clear Product/Market Fit. However, the Legal and Compliance BU halted the innovation at the Commercialization Gate (Stage 2 to 3 transition), citing regulatory risk associated with AI model transparency and auditability.

The Human-Centered Intervention: Embedded Compliance Design

Instead of battling the Legal team, the Accelerator team embedded a compliance officer into their engineering team (Co-Creation). The compliance officer’s success metric was changed from preventing deployment to designing a compliant path to deployment. The innovation team had to unlearn their engineering-first mindset and learn to design compliance rules directly into the code as a core feature.

The P&L Lesson:

By treating compliance as a design constraint rather than a roadblock, the team created a tool that automatically generated the required audit reports. This collaborative approach built reciprocal trust. The Legal BU confidently signed off on the innovation, and it was integrated directly into the Retail Lending P&L with immediate positive impact on customer experience and loan volume. The innovation successfully reached the P&L stage because its owners proactively managed systemic friction.

Conclusion: It’s All About Governance

The journey from Idea to P&L is fundamentally a governance journey. Innovation leaders must create clear, documented rules for each of the three stages, defining metrics that prioritize learning in the Lab, rigor in the Accelerator, and return in the Business Unit. When ownership is ambiguous, the innovation stalls; when metrics are misaligned, the innovation dies. Your internal innovation pipeline must be a deliberate, human-centered change management mechanism.

“An innovation without a path to P&L is a hobby. An innovation with a mapped journey is a growth engine.”

Frequently Asked Questions About Idea to P&L Mapping

1. What is the “Commercialization Gate”?

The Commercialization Gate is the critical transition point between the Accelerator Stage (Stage 2) and the final Business Unit Stage (Stage 3). It is passed when the internal innovation achieves repeatable commercial traction, proves a positive unit economic model, and a Core Business Unit agrees to assume full financial (P&L) accountability for its scaling and operations.

2. How should metrics change between the Lab and the Accelerator?

Metrics must shift from focusing on learning to focusing on business rigor. In the Lab (Stage 1), metrics are qualitative (e.g., user desirability, risk reduction milestones). In the Accelerator (Stage 2), metrics become quantitative business indicators (e.g., Customer Acquisition Cost, Lifetime Value, early revenue figures, and operational stability).

3. What is the biggest organizational friction point in the Idea to P&L journey?

The biggest friction point is often the fear of cannibalization and the resistance to unlearning. Core Business Units resist adopting innovations that might disrupt their existing profitable model (even if necessary for future growth). Effective change management must be employed to provide transitional governance (like a TBU) to de-risk the new idea until it proves its value.

Your first step toward mapping your Idea to P&L journey: Create a simple one-page checklist for your Commercialization Gate. Include five non-negotiable proof points that must be achieved before any Core Business Unit is asked to assume P&L responsibility (e.g., $1M in revenue, 80% customer retention, zero critical security flaws).

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

Image credit: Pixabay

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Building an Innovation and Insights Group from Scratch

Building an Innovation and Insights Group from Scratch

Many of you reading this have created or operated innovation or insights programs for organizations of a variety of sizes, or are curious about how to go about it.

Operating an innovation program or leading an insights group is definitely much different than creating one. In some ways it is easier, because things are already in place, but inheriting processes and expectations different than your preferences can also make things more difficult.

The folks at Aperio Insights are conducting research for a large utility company doing business in several states in the United States with a focus on electricity, natural gas, renewables, and ancillary services. Their research project is looking for a variety of perspectives from practitioners with experience in setting up a more formal and centralized innovation program or insights program (or ideally both), from scratch, where ad hoc and informal efforts occurred previously.

They’re looking for people who have been there and done that, tripped over the unseen obstacles in the dark, stubbed their toes, and are willing to share their perspectives on what they wished they had never done in setting up an innovation and insights program and what they would definitely do again.

OR, if you’ve inherited leadership of an existing innovation and insights program and were magically given the opportunity to start over and set it up from scratch, how would you go about it?

To jump start the thinking of those who get paid for your advice, let’s look at what a hand-picked group of guest experts have to say on the subject:

The Tony Ulwick Perspective:

Tony UlwickWe have worked with Fortune 500 companies and other organizations over the past 26 years deploying Outcome-Driven Innovation (ODI), a proven innovation process with an 86 percent success rate. From my perspective, there are 5 major barriers companies must overcome before replacing luck with predictable innovation.

Across an organization, key managers and stakeholders must:

  1. Recognize that innovation is a process.
  2. Stop executing the innovation process backwards.
  3. Stop cobbling together incompatible innovation tools and methods.
  4. Budget the time and money needed to execute the process correctly.
  5. Recognize that new market research methods are required.

— Tony Ulwick, Strategyn founder and creator of the Jobs to be Done methodology (free pdf)

The Stephen Shapiro Perspective:

Stephen ShapiroIn setting up an innovation and insights group from scratch, first want to define how you define success. What does this group hope to achieve? What issues is it addressing? What are the barriers to success?

This should drive all of the other decisions you make. Next, I would look at the process you use. The goal of any innovation group is to move from an ad hoc approach to one that is repeatable and predictable. Although most companies start with an idea-driven approach (which is ad hoc by its very nature), I encourage something I call “Challenge-Centered Innovation(TM)” Instead of asking for suggestions, ask for solutions to well-framed, important, and differentiating challenges. This fits in nicely with an insights-driven approach which looks for wants and needs in the marketplace and looks to develop solutions to address those. Beyond measures and process, one item you need to quickly address the organization model.

In general, you want a very small, centralized innovation team that helps defines the standards (e.g., measures, process, technology, etc). But the real work is pushed into the various businesses with only support from this team. Innovation should never be the domain of one group; rather it should be done where the money resides in the business. Although some capabilities can be centralized (e.g., market research), the ultimate decisions on how to use that information needs to be determined by the business. Of course there is no one-size-fits-all strategy for this and it needs to be tailored to your specific culture and needs.

— Stephen Shapiro, Speaker Hall of Fame Member and Author of Best Practices Are Stupid

The Geoff Tuff Perspective:

Geoff TuffMany corporate innovation leaders don’t have the luxury of starting an innovation and insights function “from scratch” as they’re often saddled with the inspiring (?) vision of a senior leader, a mandate to make use of resources who don’t fit in elsewhere, or the herculean task of filling a gap in a company’s growth plan which has few degrees of freedom to actually go and try something new. So on the rare occasions when this is the starting place, here are the top five things I consider strong precursors of success:

  1. Have a crystal-clear sense for your level of ambition for the group: do you exist to advance to core business, to stretch it into adjacent spaces, to disrupt its business model, so some combination of all three? And if some combination, what proportion of your time and efforts will you spend on each?
  2. Develop clear operating procedures, rights and responsibilities relative to the rest of the company, especially regarding funding and what happens to innovation initiatives when they get to various stages of development.
  3. Start with a clean playing field and, as I write about in my forthcoming book Detonate, ignore the playbooks that have made the rest of the company successful.
  4. Focus on building complementary and nontraditional sources of insight such as ethnography that will supplement but not replace the insight machine of the rest of the company.
  5. Focus on driving economic value as quickly as possible and trumpeting it when you achieve it; a few quick, high-profile wins can help broaden your playing field and deepen your funding.

— Geoff Tuff, Deloitte principal and senior leader of the Doblin practice. Author of Detonate coming May 8 (pdf)

The Braden Kelley Perspective:

Braden KelleyIt doesn’t matter whether your organization is B2B, B2C, a charity, a government entity, or all four. Every innovation and insights organization must begin with their customers in mind, and make sure that they have the buy-in of key internal organizations (their customers in this context) to pick up their outputs and turn them into new or renewed product and/or service offerings. Unless the rest of the organization converts your ideas into new sources of value for the organization or utilizes them to increase existing sources of value, then eventually your group will become the victim of budget cuts.

Equally important is the creation of a common language of innovation. This includes the creation of a definition of “innovation” for the organization, along with an innovation vision, strategy, and goals. But for it to be sustainable you must also address funding, staffing, metrics, communications, training, portfolio management, and have a clearly defined and visualized innovation process. My Infinite Innovation Infrastructure integrates all of this together:

Infinite Innovation Infrastructure

You will notice I’ve integrated my Nine Innovation Roles methodology from Stoking Your Innovation Bonfire into the Infinite Innovation Infrastructure because it is not whether any particular individual is innovative or not, but instead, everyone has a role to play in innovation.

Finally, innovation and insights in this context are very different, but yet complementary. Insights professionals typically focus on the uncovering new understandings at the intersection between customers and existing products and services, where innovation professionals are focused on uncovering new understandings about customers (and non-customers) that usually DO NOT link to existing products and services. Blending an optimization mindset with a creation mindset in the same organization can be a great challenge, and identifying where to keep things separate and where to create intentional overlap will be a balancing act as well.

— Braden Kelley, Keynote Speaker and Author of Charting Change and Stoking Your Innovation Bonfire

The Scott Anthony Perspective:

Scott AnthonyThe most critical thing the leader of a new insight and innovation group needs to consider in order to be successful is stakeholder expectations. Are stakeholders seeking insights and innovations that improve today’s business? Are they hoping to go build exciting new disruptive ventures? Or are they trying to create a more enabling culture of innovation? Those are distinctly different mandates, and a lack of clarity can lead a new leader to move in the wrong direction.

Embedded in this area is my second key success factor: understanding how leaders define innovation. At some companies innovation is broad, covering everything from day-to-day advancements to more disruptive approaches; other companies mean it to only mean the bigger, bolder stuff. Of course, we have both a broad general definition of innovation (“something different that creates value”) and specific categories of innovation. But without common definitions, it is easy for an insights and innovation leader to miss the mark.

That leads then to the third and final point: knowing the specific problems that innovation should solve. One of the mistakes people make is they think innovation should be unbounded, and that a good leader lets hundreds of flowers bloom. I’ve never seen that work; letting hundreds of flowers bloom leads to a lot of undernourished flowers. Focus is the innovator’s friend. Identifying the specific problems to solve, such as improved employee engagement, higher customer retention, experimenting with a new technology, or winning in a particular customer segment, improves the ability to innovate for impact.

— Scott Anthony, Innosight Managing Director and author of Dual Transformation (mini pdf)

Now It’s Your Turn to Share

So innovation and insight practitioners, now that you’ve heard some inspiration from five carefully selected thought leaders, it’s your turn to jump into the tactical details and share your thoughts with researchers about HOW you would build a successful innovation and insights program from a blank canvas.

But wait!

It gets better, not only will you be able to help fellow innovation and insights practitioners get their program started on the right foot, but people accepted into the research program will be PAID $250 for an hour of their brainpower.

Aperio Insights are interviewing experienced client-side innovation and research leaders to help gather ideas on how to setup an effective consumers insights and innovation team, including tactical things like how to inform the rest of the organization that this function is now in place and how to prioritize the objectives of diverse departments.

They’re looking for a mix of B2B and B2C client-side innovation and marketing research leaders for 60-minute one-on-one webcam interviews.

  • Each study participant will receive a generous honorarium $250 (Amazon e-gift card or PayPal) as a token of our appreciation
  • Not looking for your corporate secrets, just your advice and opinion
  • Evening and weekend times are available for your convenience
  • Study participants will be kept anonymous

Click here to sign up (link expired)

Insights and Innovation Study

Image credit: spanishdict.com


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Change Planning Toolkit™ Ask Me Anything Transcript

Change Planning Toolkit™ Ask Me Anything Transcript

On Thursday, June 8th I took all questions about the Change Planning Toolkit™ on TWITTER via hashtag #cptoolkit and my contact form. Here were the questions and the answers:

1. I bought your insightful book Charting Change – How can I get the supplementary materials (26 of 50 Change Planning Toolkit™ tools) that go with the book?

Charting Change book buyers can contact me using my contact form here and get me their proof of purchase. Then I will send out the Change Planning Toolkit™ Basic License to them as an 11″x17″ scalable pdf download.

Book buyers can upgrade from the Basic License to the Bronze License or get their organization on the path to success with a site license at any time.

2. Who is the Change Planning Toolkit™ designed for?

The Change Planning Toolkit™ was designed for change leaders, project managers, and program managers to make it easier to successfully plan and execute projects, programs, change initiatives, business transformations, and digital transformations.

Change Planning Canvas

3. I’ve heard amazing things about the Change Planning Canvas™ – How can I get a copy of it? Is there a poster size?

Buy a copy of my latest book Charting Change, contact me with proof of purchase and I’ll send out the 11″x17″ of the Change Planning Canvas™ along with 25 other great tools!

Or, purchase a basic individual educational license and you’ll get instant access to these same 26 of 50+ tools along with a digital copy of the book (hardcover option in certain geographies).

Or, purchase a bronze individual educational license for the Change Planning Toolkit™ and you’ll get all 50+ tools, including the Change Planning Canvas™ in a scalable 11″x17″ pdf PLUS a Quickstart Guide PLUS several discounts.

There is a 35″x56″ poster size version of the Change Planning Canvas™ available for commercial site licensees. Consulting and training companies looking to grow their business, or organizations looking to increase their organizational agility and beat the 70% change failure rate should contact me about site licenses starting at $2/yr per employee.

4. What exactly is the Change Planning Toolkit™?

The Change Planning Toolkit is collection of 50+ tools to make change planning more visual, collaborative, and fun!

It is designed to be used by PMP’s in project management as well, and dovetails nicely with the ACMP Change Standard for change management professionals. In fact you can get a nice ACMP Standard Visualization in the ten free downloads.

5. What do people get when they purchase the Change Planning Toolkit™ Bronze License?

People who purchase the individual educational license of the Change Planning Toolkit™ Bronze License $1,200 worth of items for the extremely low price of $99.99/year (or $999.99 for a lifetime license) that will fundamentally transform how you plan and execute ALL of your projects and change initiatives, from this point forward, greatly increasing:

  • Project success rates
  • Organizational agility
  • Ability to beat the competition
  • Collaboration levels inside the organization
  • The innovation capacity of the organization
  • Employee retention
  • And more!

I answered most of the specifics in question three, but just to recap in a simpler way, if you purchase the bronze license, you get access to:

  • 11″x17″ scalable pdf version of all 50+ tools (including the Change Planning Canvas™)
  • QuickStart Guide
  • Use of the tools for individual educational use unless a commercial site license is purchased (starting at $2/yr per employee + small setup fee)
  • 35″x56″ poster size scalable downloads for key tools (COMMERCIAL SITE LICENSES ONLY)

6. What differentiates the Change Planning Toolkit™ from the competition?

First of all, I created the Change Planning Toolkit™ because so much of what project managers and change practitioners need to be successful didn’t exist!

So, it has been designed to play well with the Project Management Body of Knowledge (PMBOK) from the Project Management Institute (PMI), the Change Standard from the Association of Change Management Professionals (ACMP), and ADKAR from ProSci. But, the Change Planning Toolkit™ delivers value for project managers and change practitioners that those can’t.

In fact, I created a Visual Project Charter™ and a visualization of the ACMP Change Standard as free downloads to help ACMP and PMP practitioners be more successful within their existing frameworks.

So, no matter what project management or change management methodology you like to use, the Change Planning Toolkit™ will feel familiar, and will increase your ability to achieve success with the kinds of projects and change initiatives you’re already running!

7. What’s your view on change management versus project management?

Most people talk about change management as if it is a subset of project management, but that’s so not true!

People need to change this thinking because it’s a big reason why so many projects fail.

Instead what we need to do is to flip this thinking on its head and start seeing project management as a subset of change management. One of the 50+ tools in the toolkit (and in the book) visualizes what such a world can and SHOULD look like. It’s called Architecting the Organization for Change:

Architecting the Organization for Change

You’ll notice that all five of the Five Keys to Change Success are all represented here. 🙂

What’s next?

Look for more AMA (Ask Me Anything) sessions on the Change Planning Toolkit™ and The Experiment Canvas™ in future weeks!

FYI – On Twitter I am @innovate if you aren’t already following me.


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