Tag Archives: Leadership

Why Reason Matters

Why Reason Matters

GUEST POST from Robyn Bolton

How many times a day do you ask someone to do something? If you total all the requests you make of coworkers, family members, friends, people at restaurants and shops, and even strangers, the total is somewhere between 100 and 1 bazillion.  Now, what if I told you that by including just one word in your request, the odds of receiving a positive response increase by 50%?

And no, that word is not “please.”

The real magic word

Harvard 1978.  Decades before everyone had access to computer labs, home computers, and personal printers, students had to line up at the copy machine to make copies.  You could easily spend hours in line, even if you only had a few copies to make.  It was an inefficient and infuriating problem for students.

It was also a perfect research opportunity for Ellen Langer, a professor in Harvard’s Psychology Department.

Prof. Langer and her colleagues asked students to break into the line using one of three phrases:

  1. “Excuse me, I have five pages.  May I use the xerox machine?”
  2. “Excuse me, I have five pages.  May I use the xerox machine, because I have to make copies?”
  3. “Excuse me, I have five pages.  May I use the xerox machine, because I’m in a rush?”

The results were definitive and surprising.  Students who used the first phrase were successful 60% of the time, but those who used the phrases with “because” were successful 93% and 94% of the time.

“Because” matters.  The reason does not.

Note that in phrases two and three, the reason the student is asking to cut in line isn’t very good. You can practically hear the snarky responses, “Of course, you have to make copies; why else would you be at the copy machine?” or “We’re all in a rush,” and the request is denied.

But that didn’t happen.

Instead, the research (and hundreds of subsequent studies) showed that when the ask is simple or familiar,  people tend to follow instructions or respond positively to requests without paying attention to what’s said, even if the instructions don’t make sense or the request disadvantages them in some way.   Essentially, people hear “because,” assume it’s followed by a good reason and comply.

“Because” matters.  How you use it matters more.

The power of “because” isn’t about manipulation or coercion. It’s about fostering a culture of transparency, critical thinking, and effective communication.

Taking the time to think about when and how to communicate the Why behind your requests increases your odds of success and establishes you as a strategic and thoughtful leader.  But building your “Because’ habit takes time, so consider starting here:

Conduct a “Because” Audit: For one day, track your use of “because.” How many times do you make a request?  How many times to you explain your requests with “because?”  How many times do you receive a request, and how many of those include “because?”  Simply noticing when “because” is used and whether it works provides incredible insights into the impact it can have in your work.

Connect your “Becauses” As leaders, we often focus on the “what” and “how” of directives, but the “why” is equally crucial. Take your top three strategic priorities for the quarter and craft a compelling “because” statement that clearly articulates the reasoning behind it. For instance, “We’re expanding into the Asian market because it represents a $50 billion opportunity that aligns perfectly with our core competencies.” This approach not only provides clarity but also helps in rallying your team around a common purpose.

Cascade the “Because” Habit: Great leaders don’t just adopt best practices; they institutionalize them. Challenge your direct reports to incorporate “because” into their communications. When they bring you requests, ask them for the “because” if they don’t offer it.  Make it a friendly competition and celebrate people who use this technique to drive better outcomes.

Tell me how you’ll start because then you’re more likely to succeed.

(see what I did there?)

Image credit: Pexels

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Innovation Mythbusters – Top 5

Innovation Mythbusters - Top 5

GUEST POST from Janet Sernack

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

The Corporate Antibodies

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

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

The Innovation Culture Diagnostic Findings

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

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

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

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

The Top Five Innovation Myths

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

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


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


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


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


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

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

The real costs to the organization

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

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

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

The cost of rework and brand erosion were considerable.

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

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

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

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

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

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

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

Find out more about our work at ImagineNation™.

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

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

Image Credit: Wikimedia Commons

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An Innovation Leadership Fable

Wisdom from the Waters

An Innovation Leadership Fable

GUEST POST from Robyn Bolton

Once upon a time, in a lush forest, there lived a colony of industrious beavers known far and wide for their magnificent dams, which provided shelter and sustenance for many.

One day, the wise old owl who governed the forest decreed that all dams must be rebuilt to withstand the increasingly fierce storms that plagued their land. She gave the beavers two seasons to complete it, or they would lose half their territory to the otters.

The Grand Design: Blueprints and Blind Spots

The beaver chief, a kind fellow named Oakchew, called the colony together, inviting both the elder beavers, known for their experience and sage advice and the young beavers who would do the actual building.

Months passed as the elders debated how to build the new dams. They argued about mud quantities, branch angles, and even which mix of grass and leaves would provide structural benefit and aesthetic beauty.  The young beavers sat silently, too intimidated by their elders’ status to speak up.

Work Begins: Dams and Discord

As autumn leaves began to fall, Oakchew realized they had yet to start building. Panicked, he ordered work to commence immediately.

The young beavers set to work but found the new method confusing and impractical. As time passed, progress slowed, panic set in, arguments broke out, and the once-harmonious colony fractured.

One group insisted on precisely following the new process even as it became obvious that they would not meet the deadline.  Another reverted to their old ways, believing that a substandard something was better than nothing.  And one small group went rogue, retreating to the smallest stream to figure it out for themselves.

As the deadline grew closer, the beavers worked day and night, but progress was slow and flawed. In desperation, Oakchew called upon the squirrels to help, promising half the colony’s winter food stores.

Just as the first storm clouds gathered, Oakchew surveyed the completed dams. Many were built as instructed, but the rushed work was evident and showed signs of weakness. Most dams were built with the strength and craftsmanship of old but were likely to fail as the storms’ intensity increased. One stood alone and firm, roughly constructed with a mix of old and new methods.

Wisdom from the Waters: Experiments and Openness

Oakchew’s heart sank as he realized the true cost of their efforts. The beavers had met their deadline but at a great cost. Many were exhausted and resentful, some had left the colony altogether, and their once-proud craftsmanship was now shoddy and unreliable.

He called a final meeting to reflect on what had happened.  Before the elders could speak, Oakchew asked the young beavers for their thoughts.  The colony listened in silent awe as the young builders explained the flaws in the “perfect” process. The rogue group explained that they had started building immediately, learning from each failure, and continuously improving their design.

“We wasted so much time trying to plan the perfect dam,” Oakchew admitted to the colony. “If we had started building sooner and learned from our mistakes, we would not have paid such a high cost for success. We would not have suffered and lost so much if we had worked to ensure every beaver was heard, not just invited.”

From that day forward, the beaver colony adopted a new approach of experimentation, prototyping, and creating space for all voices to be heard and valued.  While it took many more seasons of working together to improve their dams, replenish their food stores, and rebuild their common bonds, the colony eventually flourished once more.

The Moral of the Story – (just in case it isn’t obvious)

The path to success is paved not with perfect plans but with the courage to act, the wisdom to learn from failures, and the openness to embrace diverse ideas. True innovation arises when we combine the best of tradition with the boldness of experimentation.

Image credit: Pixabay

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Collaboration Being Killed by Collaboration Software

Collaboration Being Killed by Collaboration Software

GUEST POST from Robyn Bolton

In our race to enable and support hybrid teams, our reliance on collaboration software has inadvertently caused us to forget the art of true collaboration. 

The pandemic forced us to rely on digital platforms for communication and creativity. But as we embraced these tools, something essential was lost in translation. Last week, I watched team members sitting elbow-to-elbow spend two hours synthesizing discovery interviews and debating opportunity areas entirely by chat.

What collaboration is

“Collaboration” seems to have joined the ranks of meaningless corporate buzzwords.  In an analysis of 1001 values from 172 businesses, “collaboration” was the #2 most common value (integrity was #1), appearing in 23% of the companies’ value statements. 

What it means in those companies’ statements is anyone’s guess (we’ve all been in situations where stated values and lived values are two different things).  But according to the dictionary, collaboration is “the situation of two or more people working together to create or achieve the same thing.”

That’s a short definition with a lot of depth. 

  • “The same thing” means that the people working together are working towards a shared goal in which they have a stake in the outcome (not just the completion). 
  • “Working together” points towards interdependence, that everyone brings something unique to the work and that shared goal cannot be achieved without each person’s unique contribution. 
  • “Two or more people” needing each other to achieve a shared outcome requires a shared sense of respect, deep trust, and vulnerability.

It’s easy to forget what “collaboration” means.  But we seem to have forgotten how to do it.

What collaboration is not

As people grow more comfortable “collaborating” online, it seems that fewer people are actually collaborating.   

Instead, they’re:

  • Transacting: There is nothing wrong with email, texts, or messaging someone on your platform of choice.  But for the love of goodness, don’t tell me our exchange was a collaboration. If it were, every trip to the ATM would be a team-building exercise.
  • Offering choices:  When you go out to eat at a fast-food restaurant, do you collaborate with the employee to design your meal?  No.  You order off a menu.  Offering a choice between two or three options (without the opportunity to edit or customize the options), isn’t collaboration.  It’s taking an order.
  • Complying: Compliance is “the act of obeying a law or rule, especially one that controls a particular industry or type of work.”  Following rules isn’t collaboration, it’s following a recipe
  • Cooperating Cooperation is when two or more people work together independently or interdependently to achieve someone else’s goal.  Collaboration requires shared objectives and ownership, not just shared tasks and timelines.

There’s nothing wrong with any of these activities.  Just don’t confuse them with collaboration because it sends the wrong message to your people. 

Why this matters

This isn’t an ivory-tower debate about semantics.

When people believe that simple Q&A, giving limited and unalterable options, following rules, and delivering requests are collaboration, they stop thinking.  Curiosity, creativity, and problem-solving give way to efficiency and box-checking.  Organizations stop exploring, developing, and innovating and start doing the same thing better, faster, and cheaper.

So, if you truly want your organization to grow because it’s filled with creative and empathetic problem-solvers, invest in reclaiming the true spirit of collaboration.  After all, the next big idea isn’t hiding in a chat log—it’s waiting to be born in the spark of genuine collaboration.

Image credit: Unsplash

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What We Can Learn from MrBeast’s Onboarding

Lessons from a Leaked Document

What We Can Learn From MrBeast's Onboarding

GUEST POST from Robyn Bolton

In the often murky world of corporate communication, a leaked MrBeast document has emerged as a beacon of clarity. Far from being your typical vague, jargon-filled memo, this onboarding document is a crystal-clear recipe for success that’s as refreshing as it is rare.

But first, let’s address the elephant in the room. MrBeast’s empire isn’t without its share of controversy. Reports of toxic work environments, unsafe conditions for contestants, and allegations of rigged games cast a shadow over his content creation machine and his leadership capabilities. These are serious issues that merit investigation and discussion. As a result, this post isn’t an endorsement of MrBeast as a leader, it’s an endorsement of an onboarding document that he wrote.

The Secret Sauce: Clarity Meets Innovation

What sets this document apart is its razor-sharp clarity and relentless focus on creativity. Unlike the vague platitudes that plague many corporate communications, job descriptions, and performance matrixes, this document clearly outlines expectations, success metrics, and the strategies and tactics to fuel continuous innovation.

This clarity is transformative for people and organizations. When team members understand both the guardrails and the goals, they channel their creative energy into groundbreaking ideas rather than second-guessing their approach and worrying about repercussions.

Expectations: Always Be Learning

The first principle is a clear directive: always be learning. In MrBeast’s world, this isn’t just about personal growth—it’s about staying ahead in a rapidly changing digital landscape. This commitment to continuous learning fuels innovation by ensuring the team is constantly exploring new technologies, trends, and creative techniques.

While some see the definition of A, B, and C-players as evidence of a toxic workplace, the fact is that it’s the reality in most workplaces.  It’s the absence of clarity, usually disguised by claims of family-like cultures that value diversity, that makes workplaces toxic. 

Metrics: The Start of a Feedback Loop

The focus on specific success metrics like Click-Through Rate and Average View Duration isn’t just about measurement—it’s about creating a feedback loop for innovation. Clear benchmarks developed over time allow teams to quickly assess the impact of new ideas and iterate accordingly.  It also removes the temptation and ability to “move the goalposts” to create the appearance of success.

Strategy: Structure Meets Creativity

After describing what success looks like for employees and how they’ll be measured, the document outlines a structured content formula akin to an innovation strategy. It provides a clear framework of priorities, goals, and boundaries while encouraging creative experimentation within those boundaries.

Starting with a step-by-step guide to making videos with a “wow” factor, the document also emphasizes the criticality of focusing on “critical components” and managing dependencies and

Far from the usual corporate claims that direction and “how to’s” constrain creativity and disempower employees, this approach creates a safety net that allows employees to be successful while still pushing the envelope of what’s possible in content creation.

How to Become Your Version of (a non-controversial) Mr. Beast

You don’t have to be a content creator, social media savant, or company founder to follow MrBeast’s lead.  You have to do something much more difficult – communicate clearly and consistently.

  1. Clearly define what success looks like (and doesn’t) for your employees and projects.
  2. Establish frameworks that encourage bold ideas while maintaining focus.
  3. Define objective success metrics and consistently measure, track, and use them.

This leaked MrBeast document offers more than just a glimpse into a YouTube empire; it’s a masterclass in leadership in the era of hybrid workplaces, geographically dispersed teams, and emerging cultures and norms. 

The document’s approach shows that innovation doesn’t have to be chaotic. By providing clear expectations and frameworks, leaders can create an environment where creativity thrives, and groundbreaking ideas can be rapidly developed and implemented.

When viewed in the bigger context of the MrBeast organization, however, the document is also a reminder that no matter how clear you think your communication is, you must be vigilant for those who claim that bad behavior is just a “misunderstanding.” Leaders know that no amount of views, clicks, or revenue is worth sacrificing the well-being of their teams.

Image credit: Wikimedia Commons

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Why Small Innovations Matter Now More Than Ever

Searching for Silver Linings

Why Small Innovations Matter Now More Than Ever

GUEST POST from Robyn Bolton

Do you feel like you’re drowning in a sea of bad news? You’re not alone. We’re standing in the eye of a storm of war, political division, and endless layoffs. In times like these, why bother with innovation when we’re using all our energy to survive and make sense of things?

I’ve asked myself this question with increasing frequency over the past months.  After hours of searching, querying, and reading to understand why you, me, or any other individual should bother with innovation, I can tell you two things:

  1. There’s no logical, data-backed reason why any individual should bother innovating (there are many logical, data-backed reasons why companies should innovate)
  2. Innovation is the only life raft that’s ever carried us from merely surviving to thriving.

If that seems like a big, overwhelming, and exhausting expectation to place on innovators, you’re right.  But it doesn’t have to be because innovation is also small things that make you smile, spark your curiosity, and prompt you to ask, “How might we…?”

Here are three small innovations that broke through the dark clouds of the news cycle, made me smile, and started a domino effect of questions and wonder.

LEGO Braille Bricks: Building a More Inclusive World

Lego Braille

You know them, and you love them (unless you’ve stepped on one), and somehow, they got even better.  In 2023, LEGO released Braille Bricks to the public.

By modifying the studs (those bumps on the top of the brick) to correspond with the braille alphabet, numbers, and symbols and complementing the toy with a website offering a range of activities, educator resources, and community support, LEGO built a bridge between sighted and visually impaired worlds, one tiny brick at a time.

How might a small change build empathy and connect people?


The Open Book: Fulfilling a Dream by Working on Vacation

The Open Book

Have you ever dreamed of going on vacation so that you could work an hourly job without pay?  Would you believe there is a two-year waitlist of people willing to pay for such an experience?

Welcome to The Open Book, a second-hand bookstore in Wigtown, Scotland, that offers “bibliophiles, avid readers, kindred book lovers, and adventure seekers” the opportunity to live out their dreams of running the bookstore by day and living above it in a tiny apartment by night.  The bookstore is owned and operated by a local nonprofit, and all proceeds, about $10,000 per year, go to supporting the Wigtown Book Festival.

How might you turn your passion into an experience others would pay for?


The Human Library: Checking Out Books That Talk Back

Human Library

If used books aren’t your thing, consider going to The Human Library.  This innovative concept started in Copenhagen in 2000 and has spread to over 80 countries, offering a unique twist on traditional libraries.  Readers “borrow” individuals from all walks of life – from refugees to rockstars refugees, from people with disabilities to those with unusual occupations – to hear their stories, ask difficult questions, and engage in open dialogue.

How might you create opportunities for dialogue and challenge your preconceptions?


Small Things Make a Big Difference

In a world that often feels dark, these small innovations are helpful reminders that if you are curious, creative, and just a bit brave, you can spark joy, wonder, and change.

How will you innovate, no matter how small, to brighten your corner of the world?

Image credit: Pixabay

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Don’t Listen to the ‘We Can’t Do That’ Lie

These Are the Truths

Don't Listen to the 'We Can't Do That' Lie

GUEST POST from Robyn Bolton

How many times have you proposed a new idea and been told, “We can’t do that?” Probably quite a few.  My favorite memory of being told, “We can’t do that,” happened many years ago while working with a client in the publishing industry:

Client: We can’t do that.

Me: Why?

Client: Because we already tried it, and it didn’t work.

Me: When did you try it?

Client: 1972

Me: Well, things certainly haven’t changed since 1972, so you’re right, we definitely shouldn’t try again.

I can only assume they appreciated my sarcasm as much as the idea because we eventually did try the idea, and, 30+ years later, it did work. But the client never would have enjoyed that success if my team and I had not seen through “we can’t do that” and helped them admit (confess) what they really meant.

Quick acknowledgment

Yes, sometimes “We can’t do that” is true.  Laws and regulations define what can and can’t be done.  But they are rarely as binary as people make them out to be.  In those gray areas, the lie of “we can’t do that” obscures the truth of won’t, not able to, and don’t care.

“I won’t do it.”

When you hear “can’t,” it usually means “won’t.”  Sometimes, the “won’t” is for a good reason – “I won’t do the dishes tonight because I have an urgent deadline, and if I don’t deliver, my job is at risk.”  Sometimes, the “won’t” isn’t for a good reason – “I won’t do the dishes because I don’t want to.”  When that’s the case, “won’t” becomes “can’t” in the hope that the person making the request backs off and finds another solution. 

For my client, “We can’t do that” actually meant, “I won’t do that because it failed before and, even though that was thirty years ago, I’m afraid it will fail again, and I will be embarrassed, and it may impact my reputation and job security.”

You can’t work with “can’t.”  You can work with “won’t.”  When someone “won’t” do something, it’s because there’s a barrier, real or perceived.  By understanding the barrier, you can work together to understand, remove, or find a way around it.

“I’m not able to do it.”

“Can’t” may also come with unspoken caveats.  We can’t do that because we’ve never done it before and are scared.  We can’t do that because it is outside the scope of our work.  We can’t do that because we don’t know how. 

Like “won’t,” you can work with “not able to” to understand the gap between where you are now and where you want to go.  If it’s because you’re scared of doing something new, you can have conversations to get smarter about the topic or run small experiments to get real-world learnings.  If you’re not able to do something because it’s not within your scope of work, you can expand your scope or work with people who have it in their scope.  If you don’t know how, you can talk to people, take classes, and watch videos to learn how.

“I don’t care.”

As brave as it is devastating, “we can’t do that” can mean “I don’t care enough to do that.” 

Executives rarely admit to not caring, but you see it in their actions. When they say that innovation and growth are important but don’t fund them or pull resources at the first sign of a wobble in the business, they don’t care. If they did care, they would try to find a way to keep investing and supporting the things they say are priorities.

Exploring options, trying, making an effort—that’s the difference between “I won’t do it” and “I don’t care.”    “I won’t do that” is overcome through logic and action because the executive is intellectually and practically open to options. “I don’t care” requires someone to change their priorities, beliefs, and self-perception, changes that require major personal, societal, or economic events.

Now it’s your turn to tell the truth

Are you willing to ask the questions to find them?

Image credit: Unsplash

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Humanizing Agility

Humanizing Agility

GUEST POST from Janet Sernack

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

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

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

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

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

Making sense of agility

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

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

Humanizing agility differently

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

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

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

Like innovation, agility is contextual.

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

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

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

Humanizing Agility – The Five Elements

1. Emotional energy

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

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

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

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

2. Change agility

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

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

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

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

3.Cognitive agility

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

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

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

4.Innovation agility

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

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

5.Organizational and leadership agility

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

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

Finally…. Imagine humanizing agility

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

Please find out more about our work at ImagineNation™.

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

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False Choice – Founder versus Manager

False Choice - Founder versus Manager

GUEST POST from Robyn Bolton

Paul Graham, cofounder of Y Combinator, was so inspired by a speech by Airbnb cofounder and CEO that he wrote an essay about well-intentioned advice that, to scale a business, founders must shift modes and become managers.

It went viral. 

In the essay, he argued that:

In effect there are two different ways to run a company: founder mode and manager mode. Till now most people even in Silicon Valley have implicitly assumed that scaling a startup meant switching to manager mode. But we can infer the existence of another mode from the dismay of founders who’ve tried it, and the success of their attempts to escape from it.

With curiosity and an open mind, I read on.

I finished with a deep sigh and an eye roll. 

This is why.

Manager Mode: The realm of liars and professional fakers

On the off chance that you thought Graham’s essay would be a balanced and reflective examination of management styles in different corporate contexts, his description of Manager Mode should relieve you of that thought:

The way managers are taught to run companies seems to be like modular design in the sense that you treat subtrees of the org chart as black boxes. You tell your direct reports what to do, and it’s up to them to figure out how. But you don’t get involved in the details of what they do. That would be micromanaging them, which is bad.

Hire good people and give them room to do their jobs. Sounds great when it’s described that way, doesn’t it? Except in practice, judging from the report of founder after founder, what this often turns out to mean is: hire professional fakers and let them drive the company into the ground.

Later, he writes about how founders are gaslit into adopting Manager Mode from every angle, including by “VCs who haven’t been founders themselves don’t know how founders should run companies, and C-level execs, as a class, include some of the most skillful liars in the world.”

Founder Mode: A meritocracy of lifelong learners

For Graham, Founder Mode boils down to two things:

  1. Sweating the details
  2. Engaging with employees throughout the organization beyond just direct reports.  He cites Steve Jobs’ practice of holding “an annual retreat for what he considered the 100 most important people at Apple, and these were not the 100 people highest on the org chart.”

To his credit, Graham acknowledges that getting involved in the details is micromanaging, “which is bad,” and that delegation is required because “founders can’t keep running a 2000 person company the way they ran it when it had 20.” A week later, he acknowledged that female founders “don’t have permission to run their companies in Founder Mode the same way men can.”

Yet he persists in believing that Founder, not Manager, Mode is critical to success,

“Look at what founders have achieved already, and yet they’ve achieved this against a headwind of bad advice. Imagine what they’ll do once we can tell them how to run their companies like Steve Jobs instead of John Sculley.”

Leader Mode: Manager Mode + Founder Mode

The essay is interesting, but I have real issues with two of his key points:

  • Professional managers are disconnected from the people and businesses they manage, and as a result, their practices and behaviors are inconsistent with startup success.
  • Founders should ignore conventional wisdom and micromanage to their heart’s content.

Most “professional managers” I’ve met are deeply connected to the people they manage, committed to the businesses they operate, and act with integrity and authenticity. They are a far cry from the “professional fakers” and “skillful liars” Graham describes.

Most founders I’ve met should not be allowed near the details once they have a team in place. Their meddling, need for control, and soul-crushing FOMO (Fear of Missing Out) lead to chaos, burnout, and failure.

The truth is, it’s contextual.  The leaders I know switch between Founder and Manager mode based on the context.  They work with the passion of founders, trust with the confidence of managers, and are smart and humble enough to accept feedback when they go too far in one direction or the other.

Being both manager and founder isn’t just the essence of being a leader. It’s the essence of being a successful corporate innovator.  You are a founder,  investing in, advocating for, and sweating the details of ambiguous and risky work.  And you are a manager navigating the economic, operational, and political minefields that govern the core business and fund your paycheck and your team.

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The Runaway Innovation Train

The Runaway Innovation Train

GUEST POST from Pete Foley

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Image credits: Microsoft Copilot

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