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Top 100 Innovation and Transformation Articles of 2024

Top 100 Innovation and Transformation Articles of 2024

2021 marked the re-birth of my original Blogging Innovation blog as a new blog called Human-Centered Change and Innovation.

Many of you may know that Blogging Innovation grew into the world’s most popular global innovation community before being re-branded as Innovation Excellence and being ultimately sold to DisruptorLeague.com.

Thanks to an outpouring of support I’ve ignited the fuse of this new multiple author blog around the topics of human-centered change, innovation, transformation and design.

I feel blessed that the global innovation and change professional communities have responded with a growing roster of contributing authors and more than 17,000 newsletter subscribers.

To celebrate we’ve pulled together the Top 100 Innovation and Transformation Articles of 2024 from our archive of over 2,500 articles on these topics.

We do some other rankings too.

We just published the Top 40 Innovation Bloggers of 2024 and as the volume of this blog has grown we have brought back our monthly article ranking to complement this annual one.

But enough delay, here are the 100 most popular innovation and transformation posts of 2024.

Did your favorite make the cut?

1. Organizational Debt Syndrome Poses a Threat – by Stefan Lindegaard

2. FREE Innovation Maturity Assessment – by Braden Kelley

3. The Education Business Model Canvas – by Arlen Meyers, M.D.

4. The Role of Stakeholder Analysis in Change Management – by Art Inteligencia

5. Act Like an Owner – Revisited! – by Shep Hyken

6. Iterate Your Thinking – by Dennis Stauffer

7. SpaceX is a Masterclass in Innovation Simplification – by Pete Foley

8. What is Human-Centered Change? – by Braden Kelley

9. A 90% Project Failure Rate Means You’re Doing it Wrong – by Mike Shipulski

10. Should a Bad Grade in Organic Chemistry be a Doctor Killer? – by Arlen Meyers, M.D.

11. How Netflix Built a Culture of Innovation – by Art Inteligencia

12. Fear is a Leading Indicator of Personal Growth – by Mike Shipulski

13. Sustaining Imagination is Hard – by Braden Kelley

14. No Regret Decisions: The First Steps of Leading through Hyper-Change – by Phil Buckley

15. The Art of Adaptability: How to Respond to Changing Market Conditions – by Art Inteligencia

16. Sprint Toward the Innovation Action – by Mike Shipulski

17. Marriott’s Approach to Customer Service – by Shep Hyken

18. Top 5 Future Studies Programs – by Art Inteligencia

19. Reversible versus Irreversible Decisions – by Farnham Street

20. 50 Cognitive Biases Reference – Free Download – Courtesy of TitleMax

21. Free Human-Centered Change Tools – by Braden Kelley

22. Designing an Innovation Lab: A Step-by-Step Guide – by Art Inteligencia

23. Why More Women Are Needed in Innovation – by Greg Satell

24. How to Defeat Corporate Antibodies – by Stefan Lindegaard

25. The Nine Innovation Roles – by Braden Kelley

26. Top 40 Innovation Bloggers of 2023 – Curated by Braden Kelley

27. Human-Centered Change – by Braden Kelley

28. Visual Project Charter™ – 35″ x 56″ (Poster Size) and JPG for Online Whiteboarding – by Braden Kelley

29. FutureHacking – Be Your Own Futurist – by Braden Kelley

30. ACMP Standard for Change Management® Visualization – 35″ x 56″ (Poster Size) – Association of Change Management Professionals – by Braden Kelley


Build a common language of innovation on your team


31. Overcoming Resistance to Change – by Chateau G Pato

32. Are We Abandoning Science? – by Greg Satell

33. How Networks Power Transformation – by Greg Satell

34. What Differentiates High Performing Teams – by David Burkus

35. The 6 Building Blocks of Great Teams – by David Burkus

36. Unintended Consequences. The Hidden Risk of Fast-Paced Innovation – by Pete Foley

37. The Role of Employee Training and Development in Enhancing Customer Experience – by Art Inteligencia

38. The Pyramid of Results, Motivation and Ability – by Braden Kelley

39. Your Strategy Must Reach Beyond Markets to Ecosystems – by Greg Satell

40. What is the difference between signals and trends? – by Art Inteligencia

41. Next Generation Leadership Traits and Characteristics – by Stefan Lindegaard

42. Latest Interview with the What’s Next? Podcast – Featuring Braden Kelley

43. A Tipping Point for Organizational Culture – by Janet Sernack

44. Accountability and Empowerment in Team Dynamics – by Stefan Lindegaard

45. Design Thinking for Non-Designers – by Chateau G Pato

46. The Innovation Enthusiasm Gap – by Howard Tiersky

47. The One Movie All Electric Car Designers Should Watch – by Braden Kelley

48. The Ultimate Guide to the Phase-Gate Process – by Dainora Jociute

49. Innovation Management ISO 56000 Series Explained – by Diana Porumboiu

50. How to Create an Effective Innovation Hub – by Chateau G Pato


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51. Imagination versus Knowledge – Is imagination really more important? – by Janet Sernack

52. Stoking Your Innovation Bonfire – by Braden Kelley

53. A Shortcut to Making Strategic Trade-Offs – by Geoffrey A. Moore

54. How to Make Navigating Ambiguity a Super Power – by Robyn Bolton

55. Three HOW MIGHT WE Alternatives That Actually Spark Creative Ideas – by Robyn Bolton

56. Problems vs. Solutions vs. Complaints – by Mike Shipulski

57. Innovation or Not – Liquid Trees – by Art Inteligencia

58. Everyone Clear Now on What ChatGPT is Doing? – by Geoffrey A. Moore

59. Leadership Best Quacktices from Oregon’s Dan Lanning – by Braden Kelley

60. Will Innovation Management Leverage AI in the Future? – by Jesse Nieminen

61. The Power of Position Innovation – by John Bessant

62. Creating Organizational Agility – by Howard Tiersky

63. A Case Study on High Performance Teams – by Stefan Lindegaard

64. Secrets to Overcoming Resistance to Change – by David Burkus

65. How to Write a Failure Resume – by Arlen Meyers, M.D.

66. 9 of 10 Companies Requiring Employees to Return to the Office in 2024 – by Shep Hyken

67. The Five Keys to Successful Change – by Braden Kelley

68. What is Social Analysis? – by Art Inteligencia

69. Dare to Think Differently – by Janet Sernack

70. Parallels Between the 1920’s and Today Are Frightening – by Greg Satell

71. What is Trend Spotting? – by Art Inteligencia

72. Driving Change is Not Enough – You Also Have To Survive Victory – by Greg Satell

73. 5 Simple Steps to Team Alignment – by David Burkus

74. Building a Better Change Communication Plan – by Braden Kelley

75. The Role of Leadership in Fostering a Culture of Innovation – by Art Inteligencia

76. 4 Simple Steps to Becoming Your Own Futurist – An Introduction to the FutureHacking™ methodology – by Braden Kelley

77. Four Hidden Secrets of Innovation – by Greg Satell

78. Why Organizations Struggle with Innovation – by Howard Tiersky

79. An Introduction to Strategic Foresight – by Stefan Lindegaard

80. Learning About Innovation – From a Skateboard? – by John Bessant


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81. 800+ FREE Quote Posters – by Braden Kelley

82. Do you have a fixed or growth mindset? – by Stefan Lindegaard

83. Generation AI Replacing Generation Z – by Braden Kelley

84. The End of the Digital Revolution – by Greg Satell

85. Is AI Saving Corporate Innovation or Killing It? – by Robyn Bolton

86. The Experiment Canvas™ – 35″ x 56″ (Poster Size) – by Braden Kelley

87. America Drops Out of the Ten Most Innovative Countries – by Braden Kelley

88. 5 Essential Customer Experience Tools to Master – by Braden Kelley

89. AI as an Innovation Tool – How to Work with a Deeply Flawed Genius! – by Pete Foley

90. Four Ways To Empower Change In Your Organization – by Greg Satell

91. Agile Innovation Management – by Diana Porumboiu

92. Do Nothing More Often – by Robyn Bolton

93. Five Things Most Managers Don’t Know About Innovation – by Greg Satell

94. The Fail Fast Fallacy – by Rachel Audige

95. Top Six Trends for Innovation Management in 2025 – by Jesse Nieminen

96. How to Re-engineer the Incubation Zone – by Geoffrey A. Moore

97. Flaws in the Crawl Walk Run Methodology – by Braden Kelley

98. Master the Customer Hierarchy of Needs – by Shep Hyken

99. Rise of the Atomic Consultant – Or the Making of a Superhero – by Braden Kelley

100. A Shared Language for Radical Change – by Greg Satell

Curious which article just missed the cut? Well, here it is just for fun:

101. Is Disruption About to Claim a New Victim? – by Robyn Bolton

These are the Top 100 innovation and transformation articles of 2024 based on the number of page views. If your favorite Human-Centered Change & Innovation article didn’t make the cut, then send a tweet to @innovate and maybe we’ll consider doing a People’s Choice List for 2024.

If you’re not familiar with Human-Centered Change & Innovation, we publish 1-6 new articles every week focused on human-centered change, innovation, transformation and design insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook feed or on Twitter or LinkedIn too!

Editor’s Note: Human-Centered Change & Innovation is open to contributions from any and all the innovation & transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have a valuable insight to share with everyone for the greater good. If you’d like to contribute, contact us.

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What is Digital Transformation anyway?

Digital Transformation is the third wave of digital evolution.

What is Digital Transformation anyway?

GUEST POST from Howard Tiersky

The first wave was brochureware. Enterprises created websites that communicated their story. As simple as this idea is, it was revolutionary. The business value of providing instant sales and marketing material at the click of a mouse is hugely valuable.

The second wave was eCommerce. Enterprises connected customer-facing digital front-ends to their back-end systems, so that customers could engage in transactions directly via their browser or mobile device. This wave generated much more value than brochureware, because it reduced the cost of customer interaction, and removed friction from the user experience. Businesses who have mastered eCommerce have been able to trump former market leaders. In today’s world, if you can’t provide elegant digital options for the customer throughout their entire journey, you’re toast.

Now we find ourselves in the third wave: Digital Transformation. eCommerce added new pathways for pre-existing offerings, but companies going through digital transformation need to reinvent themselves for a digital age. Netflix made the transition from being a mail-order company to a streaming company. Though they still focus on their core value proposition of providing extended choices and increased convenience, their entire solution offering had to shift, along with their customer experience, pricing, contracts with suppliers, marketing, and more. Furthermore, given new methods of interacting with the consumer, it became practical for them to focus serious resources on content creation, as well. While the Netflix DVD-by-mail service was definitely eCommerce enabled (i.e. you could order DVDs via their web site), their digitally transformed value proposition is fundamentally impossible without digital.

Uber is doing the same thing for transportation. While plenty of taxi and limousine companies have apps that allow you to order their vehicles, Uber created a business model that was completely digitally focused. This meant that they didn’t need to own any vehicles or hire any drivers to become the largest ground transportation company in the world. It’s worth noting that Uber didn’t really go through a digital transformation, it was born digital. Digital Transformation is what pre-digital companies must undertake to compete in the newest wave of the digital age.

But even those companies that are “born digital” will need to focus on ongoing transformation. There are multiple examples of early digital successes, companies like Yahoo and MySpace, that failed to continue to transform.

Digital Transformation also requires a different mindset around where digital “lives” within the organization. You can visualize the way digital transformation works in the enterprises like this:

  • Wave 1 – Brochureware: Digital was part of marketing.
  • Wave 2 – eCommerce: Digital is a support service, creating digital pathways to pre-existing services like ordering, customer support, and billing.
  • Wave 3 – Digital Transformation: Digital reimagines the entire value proposition and business model of the company.

The goal of Digital in Wave 2 is to support the strategy and operations of the company by augmenting non-digital channels with more efficient and elegant digital alternatives. But in Wave 3, digital is driving the bus. The entire company — its value proposition and business model — is reimagined with digital at the center. This requires some substantial shifts in organizational structure, roles, and mindset; these shifts make companies hesitant to move towards true digital transformation. They engage in what is sometimes called Digital Decoration, that makes them seem progressive while protecting the “integrity” of their legacy business structures.

This is a losing strategy. There’s a long history of companies who decided to protect their existing models over supporting new ones. Kodak suffocated its early digital camera products; Blockbuster resisted focusing on digital delivery of entertainment. Western Union scoffed at the telephone.

In fact, here’s an example of an internal memo sent at Western Union:

“Why would any person want to use this ungainly and impractical device [a telephone] when he can send a messenger to the telegraph office and have a clear written message sent to any large city in the United States?”

Western Union opted out of the “digital transformation” of its era and I predict the same outcome for pre-digital companies who take a similar approach.

This article originally appeared on the Howard Tiersky blog
Image Credit: Pexels

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What Disruptive Innovation Really Is

What Disruptive Innovation Really Is

GUEST POST from Geoffrey A. Moore

I recently read an article in ZDnet by Sherin Shibu discussing disruptive innovation, primarily through the lens of Clay Christensen’s work at the Harvard Business School. The article itself is very sound, and yet I found myself disagreeing with it on a number of points. In this blog, I want to interleave what Shibu says (presented in standard font) with my own commentary (inserted in italics) so that readers can develop their own point of view from the interaction.

What is disruptive innovation?

Disruptive innovation theory is a cautionary concept for large, established companies: There’s danger in becoming too good at what you do best. Delivering to the mainstream market is good and all, but a disruptor could target a market underserved by your current product with a new business model.

For me, disruptive innovation has a much bigger footprint because it also underlies virtually all venture capital investment. Its fundamental promise is to release an enormous amount of trapped value by reengineering an established system or process. The reason it is a cautionary concept for large established companies is that they are the custodians of the legacy systems and processes that are trapping the value. Yes, they can reduce the overhead by optimizing what they have, but no, they cannot compete with a categorically better way of doing things.

Harvard Business School professor Clayton Christensen developed the concept of disruptive innovation in the 1990s with his groundbreaking book The Innovator’s Dilemma, and the theory became wildly popular in the decades to follow. But in some respects it has become a victim of its own success: “Despite broad dissemination, the theory’s core concepts have been widely misunderstood and its basic tenets frequently misapplied,” notes The Harvard Business Review.

Disruptive innovation is a process by which entrepreneurs break into a low-end or new market and create business models that are different from existing ones in those markets. Disruption has occurred when their business model becomes mainstream.

So, a new company targets an overlooked customer base — and manages to deliver a better product at a lower price point. At first, the incumbents don’t take the threat seriously, which allows the potential disruptors to gain a foothold. Then the disruptors target the incumbents’ mainstream customers. If the potential disruptors create something that the mainstream adopts in volume, they have successfully disrupted the market.

I think this reading of the model overemphasizes the need to attack the low end of the market. Yes, that is a proven path, but it is not the only one. The iPhone disrupted from the high end, for example, as has Tesla.

What is disruptive innovation not?

Defining disruptive innovation isn’t easy and not everyone is going to agree on every example. Classic disruptive innovation should not simply describe just any situation of upheaval. If a new company shakes things up a bit for incumbent competitors, that scene is not necessarily one of disruptive innovation — that could simply be a breakthrough. In order for this theory to have power and be used as an analytical and predictive model, it needs to be precisely defined.

My definition of disruptive innovation is one that overthrows and is incompatible with the existing business model or operating model of an industry. In the case of the iPhone, it was Apple’s ability to go over the top of the carrier to provide products and services directly to the consumer. In the case of Tesla, it is its ability to bypass the dealership model not only in sales but in services as well.

Christensen, for example, argued that Uber is not a disruptive innovator according to his definition. It fails to meet two requirements, in that it did not start in a low-end or new market. Instead, it built a name for itself in a mainstream market and then started drawing unserved customers with less expensive solutions. And being less expensive or creating an app to hail rides sustains the existing model rather than disrupts.

This is just wrong and shows the limitations of the “start at the low end” concept. Uber reengineered both the operating model and the business model of on-demand car transportation, allowing consumers to call a taxi to themselves, and allowing Uber to build a fleet of cars and drivers at no capital expense.

Not everyone thinks that’s the case and other perspectives can be found that argue Uber actually is a disruptive innovator. From this perspective, Uber started with a low-market foothold by offering on-demand black car services. It was only when the startup introduced UberX, a low-end market offering, that it was able to move into the mainstream.

What counts as disruption is up for debate, especially as Christensen’s theory is applied to shifting contexts.

In the case of Uber, focusing on the low end simply misses the point.

Why is it important to define disruptive innovation?

Disruption isn’t a fixed point; it’s the evolution of a product or service from the fringes of customers to the mainstream. It’s important to define it this way because then it becomes more about the experimental nature of the process than about the output. See, disruptive innovations don’t always succeed and not every successful company is a disruptor. The process is about building new business models previously unseen in the target industry and appealing to a more niche customer base at first.

In my view, disruptive innovation is a function of a breakthrough technology intersecting with a pool of trapped value, enabling the reengineering of a system or process that eliminates one or more whole categories of spend in its value chain. It is a categorical innovation as opposed to a product or marketing innovation.

Is disruptive innovation the primary way innovation operates?

No, it is not the primary factor of innovation. According to HBR, “disruption theory does not, and never will, explain everything about innovation specifically or business success generally.” It does, however, help predict which businesses will succeed and it provides a solid foundation for further research – it’s captured academic attention for 27 years.

I agree with the point that disruptive innovation is not the primary type. Most innovation is sustaining, meaning that it improves an existing system rather than overthrowing it—evolution, not revolution. What I disagree with wholeheartedly, on the other hand, is the notion that the theory helps predict which businesses will succeed. Historically, the advantage has gone to start-ups because they are unconflicted in their commitment to the new way. Established enterprises, however, have learned that they can neutralize start-ups if they are willing to be fast followers. Microsoft’s Azure is a superb example of a company that has done this. Disney’s response to Netflix is another good example, and it appears as if General Motors is on a comparable path toward neutralizing Tesla.

What is an example of disruptive innovation?

Netflix was around since 1997, and at first, it didn’t appeal to Blockbuster’s core clientele. Renting movies usually happened in person, and Netflix was all online. Plus, Netflix took a few days to deliver movies because selections came through the mail. Blockbuster could easily ignore Netflix because it didn’t have the brick-and-mortar infrastructure needed to dominate the market at that time.

This glosses over what was the initial disruptive innovation that Netflix provided with its home delivery model based on DVDs. The key differentiator at the beginning was designing out late fees.

Over time though, as streaming technology developed, Blockbuster’s target clients were drawn toward Netflix. The same impulsiveness that made renting a movie right away more desirable than getting a movie a few days later translated into wanting to watch movies with a click of a mouse instead of going to a physical location to rent a DVD. Disruptive innovation technology, in this case, streaming, goes hand in hand with implementing innovation.

There is another story playing out in Netflix’s transition from DVD shipping to streaming. It required the company to disrupt itself. This is an extraordinary ask, as most successful disruptive innovations attack someone else’s profit pool, not one’s own. Reed Hastings deserves enormous credit for leading the company through this change, and I would encourage the academy to focus its research lens on how in the world he was able to do so when so many CEOs have fallen short.

Are there any disruptive innovation technologies to keep an eye on?

Online learning is a technology to watch because it’s reaching a population that in-person learning can’t reach at a lower price point.

The main technologies to keep an eye on are the ones that tackle an underserved market and have the potential to expand their offerings to appeal to the mainstream.

Something like autonomous vehicles, for example, can seem innovative, but they aren’t disruptive according to the theory because they’ll be quickly absorbed into existing industries. The incumbent advantage is strong.

The important thing to remember is that innovation does not always lead to disruption.

I strongly support the idea that online education delivery has the power to disrupt the education market—again, a breakthrough technology intersecting with a boatload of trapped value. I think the point about autonomous vehicles is interesting as well because I agree they will be absorbed into the existing industries. But while they may not disrupt the automotive industry, I do think they can reengineer transportation and logistics.

Overall, I support Shibu’s main thesis which is that we have come to take disruptive innovation for granted and have become careless with how we apply the term. And while we part ways on how best to apply it, I still endorse Clay’s breakthrough insights in The Innovator’s Dilemma, which had a huge impact on a whole generation of companies in Silicon Valley.

That’s what I think. What do you think?

Image Credit: Pexels

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The Reality Behind Netflix’s Amazing Success

The Reality Behind Netflix's Amazing Success

GUEST POST from Greg Satell

Today, it’s hard to think of Netflix as anything but an incredible success. Its business has grown at breakneck speed and now streams to 190 countries, yet it has also been consistently profitable, earning over $12 billion last year. With hit series like Orange is the New Black and Stranger Things, it broke the record for Emmy Nominations in 2018.

Most of all, the company has consistently disrupted the media business through its ability to relentlessly innovate. Its online subscription model upended the movie rental business and drove industry giant Blockbuster into bankruptcy. Later, it pioneered streaming video and introduced binge watching to the world.

Ordinarily, a big success like Netflix would offer valuable lessons for the rest of us. Unfortunately, its story has long been shrouded in myth and misinformation. That’s why Netflix Co-Founder Marc Randolph’s book, That Will Never Work, is so valuable. It not only sets the story straight, it offers valuable insight into how to create a successful business.

The Founding Myth

Anthropologists have long been fascinated by origin myths. The Greek gods battled and defeated the Titans to establish Olympus. Remus and Romulus were suckled by a she-wolf and then established Rome. Adam and Eve were seduced by a serpent, ate the forbidden fruit and were banished from the Garden of Eden.

The reason every culture invents origin myths is that they help make sense of a confusing world and reinforce the existing order. Before science, people were ill-equipped to explain things like disease and natural disasters. So, stories, even if the were apocryphal, gave people comfort that there was a rhyme and reason to things.

So it shouldn’t be surprising that an unlikely success such as Netflix has its own origin myth. As legend has it, Co-Founder Reed Hastings misplaced a movie he rented and was charged a $40 dollar late fee. Incensed, he set out to start a movie business that had no late fees. That simple insight led to a disruptive business model that upended the entire industry.

The truth is that late fees had nothing to do with the founding of Netflix. What really happened is that Reed Hastings and Marc Randolph, soon to be unemployed after the sale of their company, Pure Atria, were looking to ride the new e-commerce wave and become the “Amazon of” something. Netflix didn’t arise out of a moment of epiphany, but a process of elimination.

The Subscription Model Was an Afterthought

Netflix really got its start through a morning commute. As Pure Atria was winding down, Randolph and Hastings would drive together from Santa Crux on Highway 17 over the mountain into Silicon Valley. It was a long drive, which gave them lots of time to toss around e-commerce ideas that ranged from customized baseball bats to personalized shampoo.

The reason they eventually settled on movies was the introduction of DVD’s. In 1997, there were very few titles available, so stores didn’t stock them. They were also small and light and were easy to ship. Best of all, the movie studios recognized that they had made a mistake pricing movies on videotape too high and planned to offer DVD’s at a level consumers would buy them.

In the beginning, Netflix earned most of its money selling movies, not renting them. However, before long they realized that it was only a matter of time before Amazon and Walmart began selling DVD’s as well. Once that happened, it was unlikely that Netflix would be able to compete, and they would have to find a way to make the rental model work.

The subscription model began as an experiment. No one seemed to want to rent movies by mail, so they were desperate to find a different model and kept trying things until they hit on something that worked. It wasn’t part of a master plan, but the result of trial and error. “If you would have asked me on launch day to describe what Netflix would eventually look like,” Randolph wrote, “I would have never come up with a monthly subscription service.”

The Canada Principle

As Netflix began to grow it was constantly looking for ways to grow its business. One idea that continually came up was expanding to Canada. It’s just over the border, is largely English speaking, has a business-friendly regulatory environment and shares many cultural traits with the US. It just seemed like an obvious way to increase sales.

Yet they didn’t do it for two reasons. First, while Canada is very similar to the US, it is still another country, with its own currency, laws and other complicating factors. Also, while English is commonly spoken in most parts of Canada, in some regions French predominates. So, what looked simple at first had the potential to become maddeningly complex.

The second and more important reason was that it would have diluted their focus. Nobody has unlimited resources. You only have a certain number of people who can do a certain number of things. For every Canadian problem they had to solve, that was one problem that they weren’t solving in the much larger US business.

That became what Randolph called the “Canada Principle,” or the idea that you need to maximize your focus by limiting the number of opportunities that you pursue. It’s why they dropped DVD sales to focus on renting movies and then dropped a la carte rental to focus on the subscription business. That singularity of focus played a big part in Netflix’s success.

Nobody Knows Anything

Randolph’s mantra throughout the book is that “nobody knows anything.” He borrowed the phrase from the writer William Goldman’s memoir Adventures in the Screen Trade. What Goldman meant was that nobody truly knows how a movie will do until it’s out. Some movies with the biggest budgets and greatest stars flop, while some of the unlikeliest indy films are hits.

For Randolph though, it’s more of a guiding business philosophy. “For every good idea,” he says, “there are a thousand bad ideas it is indistinguishable from.” The only real way to tell the difference is to go out and try them, see what works, discard the failures and build on the successes. You have to, in other words, dare to be crap.

Over the years, I’ve had the chance to get to know hundreds of great innovators and they all tell a different version of the same story. While they often became known for one big idea, they had tried thousands of others before they arrived at the one that worked. It was perseverance and a singularity of focus, not a sudden epiphany, that made the difference.

That’s why the myth of the $40 late fee, while seductive, can be so misleading. What made Netflix successful wasn’t just one big idea. In fact, just about every assumption they made when they started the company was wrong. Rather, it was what they learned along the way that made the difference. That’s the truth of how Netflix became a media powerhouse.

— Article courtesy of the Digital Tonto blog
— Image credit: Unsplash

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Your Brand Isn’t the Problem

Your Brand Isn't the Problem

GUEST POST from Mike Shipulski

Cigarette companies rebranded themselves because their products caused cancer and they wanted to separate themselves from how their customers experienced their products. Their name and logo (which stand for their brand) were mapped to bad things (cancer) so they changed their name and logo. The bad things still happened, but the company was one step removed. There was always the option to stop causing cancer and to leave the name and logo as-is, but that would have required a real change, difficult change, a fundamental change. Instead of stopping the harm, cigarette companies ran away from their heritage and rebranded.

Facebook rebranded itself because its offering caused cancer of a different sort. And they, too, wanted to separate themselves from how their customers experienced their offering. The world mapped the Facebook brand to bullying, harming children, and misinformation that destroyed institutions. Sure, Facebook had the option to keep the name and logo and stop doing harm, but they chose to keep the harm and change the name and logo. Like the cigarette companies, they chose to keep the unskillful behavior and change their brand to try to sidestep their damaging ways. Yes, they could have changed their behavior and kept their logo, but they chose to change their logo and double down on their unhealthy heritage.

The cigarette companies and Facebook didn’t rebrand themselves to move toward something better, they rebranded to run away from the very thing they created, the very experience they delivered to their customers. In that way, they tried to distance themselves from their offering because their offering was harmful. And in that way, rebranding is most often about moving away from the experience that customers experience. And in that way, rebranding is hardly ever about moving toward something better.

One exception I can think of is a special type of rebranding that is a distillation of the brand, where the brand name gets shorter. Several made-up examples: Nike Shoes to Nike; McDonald’s Hamburgers to McDonald’s; and Netflix Streaming Services to Netflix. In all three cases, the offering hasn’t changed and customers still recognize the brand. Everyone still knows it’s all about cool footwear, a repeatable fast-food experience, and top-notch entertainment content. If anything, the connection with the heritage is concentrated and strengthened and the appeal is broader. If your rebranding makes the name longer or the message more nuanced, you get some credit for confusing your customers, but you don’t qualify for this special exception.

If you want to move toward something better, it’s likely better to keep the name and logo and change the offering to something better. Your brand has history and your customers have mapped the goodness you provide to your name and logo. Why not use that to your advantage? Why not build on what you’ve built and morph it slowly into something better? Why not keep the brand and improve the offering? Why not remap your good brand to an improved offering so that your brand improves slowly over time? Isn’t it more effective to use your brand recognition as the mechanism to attract attention to your improved offering?

In almost all cases, rebranding is a sign that something’s wrong. It’s expensive, it consumes a huge amount of company resources, and there’s little to no direct benefit to customers. When you feel the urge to rebrand, I strongly urge you to keep the brand and improve your offering. That way your customers will benefit and your brand will improve.

Image credit: Pixabay

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Organizational Change Lessons from Successful Transformations

Organizational Change Lessons from Successful Transformations

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, the ability to adapt and transform is an essential requirement for organizations striving for continued success. However, organizational change is not merely about deploying new technologies or adjusting strategies; it’s about fostering a culture of adaptability and continuous improvement. This article explores this concept further, drawing lessons from notable success stories in organizational change.

Case Study 1: Netflix – Transforming Entertainment

One of the most compelling examples of successful organizational change is Netflix. Originally established as a DVD rental service, Netflix reimagined its business model to become a leading streaming service and a formidable player in content production. This transformation was driven by a forward-thinking leadership team and a company culture that embraced change.

Key to Netflix’s success was its commitment to innovation. By fostering an internal culture that valued agility and customer-focused strategy, Netflix was able to pivot and expand its offerings in response to market demands. The company’s internal processes were designed to support rapid iteration and experimentation, allowing it to respond promptly to consumer behavior shifts.

This transformation teaches us that successful organizational change requires:

  • A Visionary Leadership: Leaders must anticipate market trends and guide their organizations toward future opportunities.
  • Cultural Flexibility: An organizational culture that accepts failure as a learning opportunity encourages innovation and growth.

Case Study 2: IBM – Reinventing Through Innovation

IBM, a company with more than a century of history, has undergone several transformations to maintain its relevance in the competitive landscape. Its most recent transition from a conventional hardware and services company to a modern cloud computing and artificial intelligence giant is particularly noteworthy. IBM’s restructuring involved investing in new technologies, strategic acquisitions, and forming partnerships with leading tech companies.

The restructuring process was challenging but crucial for IBM’s survival. By focusing on building a robust technological infrastructure and upskilling its workforce, IBM managed to transition smoothly into new business domains. Additionally, the company prioritized customer-centric solutions, ensuring their innovations aligned with client needs.

IBM’s change initiative highlights several lessons:

  • Strategic Investment: Investing in emerging technologies and aligning them with company goals is vital for long-term success.
  • Talent Development: Empowering and reskilling employees can drive successful transitions.

Core Lessons in Organizational Transformation

The narratives of Netflix and IBM emphasize key lessons pertinent to organizational change:

  • Adaptability: Organizations must be agile, constantly learning and evolving to maintain their competitive edge.
  • Innovation: A culture that embraces creativity and innovation can navigate uncertainties more effectively.
  • Leadership: Visionary and committed leadership is crucial in inspiring change and driving transformation.
  • Employee Engagement: Involving employees in the change process fosters buy-in and facilitates smoother transitions.

To delve deeper into the principles and practices that lead to effective organizational change, you can explore more on Change Leadership and Embracing Uncertainty and its dynamics in detail.

The Human Element in Change

One aspect that often goes unnoticed in change management is the human element. Change can trigger emotional responses and resistance among employees. Therefore, cultivating an inclusive atmosphere that acknowledges these emotions is essential. Communication and employee involvement lay the groundwork for minimizing resistance and ensuring everyone is aligned with the organizational objectives.

Empowering employees through transparent communication and by offering opportunities for active participation can lead to greater acceptance and a smoother transition process. It’s crucial to consider the human side of change to support effective transformations.

Conclusion

Organizational change is a multifaceted journey that demands strategic vision, cultural adaptation, and inclusive engagement practices. Successful transformations, as demonstrated by Netflix and IBM, are built on the foundation of continuous innovation, investment in talent, and visionary leadership. By integrating these core lessons, organizations can navigate the complexities of change more effectively and ensure sustainable growth.

For additional insights on nurturing innovative practices within your organization, download Braden Kelley’s whitepaper titled Five Ways to Make Your Innovation Culture Smell Better.

In conclusion, the future of organizational success hinges on the ability to adapt and transform. By learning from successful transformations, organizations can develop the resilience necessary to thrive in an ever-evolving world.

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

Image credit: Pexels

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Cultivating a Risk-Taking Culture in Your Organization

Cultivating a Risk-Taking Culture in Your Organization

GUEST POST from Art Inteligencia

In today’s rapidly evolving marketplace, organizations face the dual challenge of maintaining operational efficiency and fostering innovation. To stay ahead, many companies are finding that cultivating a risk-taking culture is essential. Embracing calculated risks can lead to breakthroughs, foster creativity, and fuel long-term success. This article explores how organizations can nurture an environment where risk-taking is encouraged, supported, and rewarded.

The Need for a Risk-Taking Culture

Organizations that prioritize safety and predictability may find themselves falling behind more agile competitors. A culture that embraces risk-taking opens the door to innovation and opportunity, allowing businesses to pivot quickly, respond to change, and seize new opportunities. However, building such a culture requires deliberate effort, strategic alignment, and a supportive environment.

Case Study 1: Netflix’s Decision to Stream

Netflix is a powerful example of a company that effectively adopted a risk-taking culture to propel its growth. In the early 2000s, Netflix made the strategic decision to shift from a DVD rental service to streaming digital content—a move that was incredibly risky considering the high costs and the nascent state of streaming technology at the time.

What set Netflix apart was its willingness to disrupt its own business model and invest in an uncertain future. Today, it stands as a giant in the entertainment industry. Netflix’s calculated risk-taking exemplifies the importance of envisioning future trends and aligning organizational resources and culture to pursue them, even when the path is uncertain.

Case Study 2: Amazon’s Launch of AWS

Amazon’s creation of Amazon Web Services (AWS) is another illustrative case. In the early 2000s, the idea of a retail company selling cloud computing services was unconventional, if not risky. Despite these challenges, Amazon ventured into this domain, identifying an unmet need for scalable, reliable, and affordable computing services.

Today, AWS is a major part of Amazon’s profit mix, illustrating how a willingness to take risks on seemingly unrelated business ventures can lead to new revenue streams and market dominance. Amazon’s leadership recognized the strategic potential of cloud services and was willing to allocate resources and support to see it through, a hallmark of a risk-taking culture.

Building a Risk-Taking Culture

Cultivating a risk-taking culture involves several strategic actions. Here are some steps organizations can take:

  • Create a safe environment: Encourage open communication and create a safe space where employees can express ideas without fear of rejection or punishment. Psychological safety is paramount.
  • Flat hierarchy and decentralized decision-making: Empowering employees at various levels to make decisions can speed up innovation and allow faster responses to challenges.
  • Celebrate failures and successes alike: Establish mechanisms to learn from failures and celebrate the courage to venture into the unknown.
  • Provide resources and support: Allocate time, budget, and mentorship to develop new ideas and test assumptions.

The Long-term Payoff of Risk-Taking

An organization’s capacity for risk-taking is a critical aspect of its innovativeness. As highlighted in both Google and 3M’s cases, fostering an environment that embraces risk enhances employee engagement and has direct correlations with business success. Organizations that prioritize nurturing risk-taking behaviors will likely discover a broader range of creative solutions and more sustainable growth trajectories.

Further Reading

If this article piqued your interest, I encourage you to explore these related articles here on the site:

Conclusion

Cultivating a risk-taking culture is not just a strategy—it’s an essential part of navigating today’s unpredictable business landscape. By prioritizing open-mindedness and experimentation, organizations can unlock the latent potential of their teams and foster innovations capable of driving growth and resilience. As you consider initiatives within your organization, remember that supporting calculated risks today can lead to the game-changing innovations of tomorrow.

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

Image credit: Pixabay

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How AI is Revolutionizing the Innovation Process

How AI is Revolutionizing the Innovation Process

GUEST POST from Chateau G Pato

The advent of Artificial Intelligence (AI) has brought about unprecedented changes in various fields, and the domain of innovation is no exception. From automating mundane tasks to providing deep insights through data analysis, AI is proving to be a game-changer in driving innovation. This article explores how AI is revolutionizing the innovation process and includes two illuminating case studies that showcase its transformative potential.

AI in Idea Generation and Concept Development

One of the early stages in the innovation process is idea generation and concept development. AI-driven tools are now capable of harnessing vast amounts of data to identify trends, predict consumer behaviors, and even generate new ideas.

Case Study 1: Netflix – Personalizing Content Through AI

Netflix is a prime example of how AI can be leveraged to innovate continuously and stay ahead of the competition. The streaming giant uses AI to analyze viewing patterns, demographic data, and user feedback to personalize content recommendations. This has resulted in a significant improvement in user engagement and retention. By utilizing AI algorithms, Netflix not only personalizes the content but also informs its original content production decisions. For instance, the success of shows like “House of Cards” can be partially attributed to data-driven insights that highlighted the demand for political dramas.

AI in Prototyping and Testing

AI is not just helpful in generating ideas but also in prototyping and testing them. Virtual prototyping through AI simulations can save time and resources by identifying potential errors and areas for improvement before physical prototypes are built.

Case Study 2: Boeing – Enhancing Aircraft Design

Boeing has harnessed the power of AI to innovate in aircraft design and manufacturing processes. By leveraging AI algorithms, Boeing can simulate various design parameters and test them under different conditions before creating physical prototypes. In one instance, Boeing utilized AI to develop optimized wing designs that improved fuel efficiency and performance. Additionally, AI-driven analytics have enabled Boeing to predict maintenance issues and optimize production schedules, leading to significant cost savings and enhanced safety.

Conclusion

The impact of AI on the innovation process is profound and far-reaching. From ideation to prototyping and testing, AI is helping organizations streamline their innovation processes, reduce costs, and accelerate time-to-market. As we continue to explore the capabilities of AI, it is clear that we are only scratching the surface of its potential. Companies that embrace AI-driven innovation will undoubtedly be better positioned to lead in their respective industries.

As Braden Kelley, my conviction is that organizations willing to invest in AI technologies and integrate them into their innovation framework will be the ones to shape the future. The transformation brought by AI is not just a technological shift but a paradigm shift in how we conceptualize and execute innovation.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

Image credit: Dall-E

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Balancing Data-Driven Decision Making with Intuition in Innovation

Balancing Data-Driven Decision Making with Intuition in Innovation

GUEST POST from Art Inteligencia

In the fast-paced world of innovation, leaders are often faced with the challenge of making critical decisions that can determine the success or failure of their initiatives. The rise of big data and advanced analytics has given organizations the tools to drive decisions based on empirical evidence. However, the role of intuition—those gut feelings honed by experience and tacit knowledge—remains irreplaceable. In this article, we will explore how to balance data-driven decision making with intuition, providing insights through two revealing case studies.

Case Study 1: Apple and the iPhone

When Steve Jobs introduced the iPhone in 2007, it revolutionized mobile technology. But this groundbreaking innovation wasn’t solely the product of data-driven decision making.

Data-Driven Insights

  • Apple analyzed the shortcomings of existing mobile phones in terms of user experience and functionality.
  • Market data indicated a growing interest in smartphones with internet capabilities, touchscreens, and multimedia features.
  • Advanced analytics helped Apple understand usage patterns, which influenced design elements like the touchscreen interface.

Intuitive Leadership

  • Steve Jobs’ intuition played a critical role in deciding to pursue the development of the iPhone despite potential risks.
  • He envisioned a device that combined a phone, an iPod, and an internet communicator, a concept unheard of at the time.
  • Jobs made bold decisions on user experience features based on his instinctual understanding of what users would love, rather than what traditional market research might suggest.

The iPhone’s success illustrates how data-driven insights and intuitive leadership can complement each other to bring about transformative innovation.

Case Study 2: Netflix’s Transition to Streaming

Netflix has become synonymous with streaming entertainment, but the company’s journey from DVD rental service to streaming giant was not an obvious path.

Data-Driven Insights

  • Netflix leveraged data from its DVD rental service to understand customer preferences and viewing habits.
  • Subscriber data indicated a shift in consumer demand towards digital content delivery, driven by increasing internet speeds and access to devices.
  • Advanced algorithms and predictive analytics were used to recommend content, enhancing user engagement and satisfaction.

Intuitive Leadership

  • Reed Hastings, co-founder, and CEO of Netflix relied on his intuition when deciding to invest heavily in streaming technology, a risky move at that time.
  • Hastings intuitively understood that consumer behavior was shifting towards a preference for on-demand content, even when the data was still emerging.
  • His vision for the future of entertainment included producing original content, an idea driven in equal parts by intuition and data analytics of viewing trends.

By balancing data insights with intuitive foresight, Netflix was able to successfully pivot its business model, fundamentally changing the entertainment landscape.

Strategies for Balancing Data and Intuition

  • Embrace Collaborative Decision-Making: Encourage teams to integrate both data and intuition when making decisions. Promote discussions that leverage diverse perspectives and experiences.
  • Cultivate a Test-and-Learn Culture: Implement policies that allow for experimentation based on intuition while using data to validate or refine these ideas.
  • Leverage Technology Wisely: Use advanced analytics tools to gather actionable insights, but don’t let them overshadow the value of human intuition and creativity.
  • Continuous Learning and Adaptation: Encourage ongoing learning for leaders and teams to enhance their intuitive abilities and stay updated with data analytics advancements.

Conclusion

In the quest for innovation, it is not a question of choosing between data-driven decision making and intuition. Rather, the key lies in finding the right balance, where data provides a solid foundation for insights and intuition injects creativity and foresight into the decision-making process. The cases of Apple and Netflix illustrate how the fusion of data and intuition can lead to groundbreaking innovations that redefine markets and industries. By adopting strategies that honor both elements, organizations can navigate uncertainty and foster a culture of sustained innovation.

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

Image credit: Pixabay

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The Role of Change Management in Driving a Successful Digital Transformation

The Role of Change Management in Driving a Successful Digital Transformation

GUEST POST from Chateau G Pato

Digital transformation has become a critical imperative for organizations across industries. With the rapid advancements in technology and the changing expectations of customers, businesses must continuously reinvent their strategies, processes, and offerings. However, for any digital transformation initiative to succeed, one essential element cannot be overlooked: effective change management. In this thought leadership article, we will explore the significance of change management in driving successful digital transformations, backed by two compelling case studies.

Case Study 1: Netflix’s Transformation from DVD Rentals to Streaming Powerhouse

Netflix is a prime example of a company that embraced change management to fuel its transition from a DVD-by-mail rental service to a digital streaming giant. In 2007, following the introduction of their streaming service, Netflix faced several barriers, including resistance from customers accustomed to DVDs and the need to negotiate licensing agreements with content providers. Recognizing the need for comprehensive change management, Netflix’s leadership team implemented a multi-pronged approach:

1. Visionary Leadership: Netflix CEO, Reed Hastings, championed the vision for digital streaming, communicating it clearly to the entire organization. This ensured that everyone understood the need for change and were aligned with the company’s transformation goals.

2. Employee Empowerment: Netflix focused on enabling and empowering their employees during the transition. They invested heavily in employee training programs to enhance digital skills and actively encouraged risk-taking and innovation. By embracing the change from within, employees played a pivotal role in driving the company’s digital transformation forward.

3. Customer-Centricity: To ensure customer buy-in, Netflix carefully considered its user experience design. They conducted extensive user research, actively solicited feedback, and adapted their platform based on user preferences. This customer-centric approach allowed Netflix to seamlessly steer customers towards digital streaming and make it a preferred mode of content consumption.

By combining visionary leadership, employee empowerment, and customer-centricity, Netflix successfully navigated the challenges associated with their digital transformation. Today, they are the unquestionable leader in the streaming industry.

Case Study 2: General Electric (GE) and the Industrial Internet of Things (IIoT)

GE, a renowned conglomerate, embarked on its digital transformation journey by embracing the Industrial Internet of Things (IIoT). To remain competitive in an evolving landscape, GE recognized the need to leverage technology to transform its products into intelligent, connected devices. With this objective in mind, GE adopted a change management strategy that involved the following key elements:

1. Change Communication: Clear and consistent communication played a critical role in GE’s digital transformation. The company established a robust communication framework to educate stakeholders about the benefits of IIoT and its potential impact on various departments. This transparency helped allay concerns, build support, and foster a shared understanding of the transformation’s goals.

2. Skills Development: GE prioritized the development of digital skills across its workforce. Recognizing that digital transformation necessitates significant shifts in day-to-day operations, the company offered training programs, mentorship, and reskilling initiatives for its employees. By equipping employees with the necessary skills, GE ensured that they were well-prepared to adapt to new technologies and play vital roles in the company’s digital future.

3. Agile Methodologies: Embracing agile methodologies, GE adopted a phased approach to its digital transformation. By breaking the transformation into manageable increments, the company could continuously evaluate progress, iterate on solutions, and drive organizational alignment. This iterative approach minimized disruption and ensured a smooth transition to the digital landscape.

Through effective change management strategies, GE successfully modernized its offerings, created new revenue streams, and positioned itself as a leader in the IIoT space.

Conclusion

The case studies of Netflix and GE highlight the importance of change management in driving successful digital transformations. From visionary leadership and employee empowerment to customer-centricity and robust change communication, these organizations demonstrated the power of change management in achieving their digital goals. As businesses increasingly undertake digital transformation journeys, they must prioritize change management efforts to navigate complexities successfully, foster organizational readiness, and secure long-term success in the digital era.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

Image credit: Unsplash

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