Tag Archives: passion

Get Social with Your Innovation

Get Social with Your InnovationIf your organization is struggling to sustain its innovation efforts, then I hope you will do the following things.

  • Find the purpose and passion that everyone can rally around.
  • Create the flexibility necessary to deal with the constant change that a focus on innovation requires for both customers and the organization.
  • Make innovation the social activity it truly must be for you to become successful.

If your organization has lost the courage to move innovation to its center and has gotten stuck in a project – focused, reactive innovation approach, then now is your chance to regain the higher ground and to refocus, not on having an innovation success but on building an innovation capability. Are you up to the challenge?

There is a great article “ Passion versus Obsession ” by John Hagel that explores the differences between passion and obsession. This is an important distinction to understand in order to make sure you are hiring people to power your innovation efforts who are passionate and not obsessive. Here are a few key quotes from the article:

“The first significant difference between passion and obsession is the role free will plays in each disposition: passionate people fight their way willingly to the edge to find places where they can pursue their passions more freely, while obsessive people (at best) passively drift there or (at worst) are exiled there.”

“It’s not an accident that we speak of an “object of obsession,” but the “subject of passion.” That’s because obsession tends towards highly specific focal points or goals, whereas passion is oriented toward networked, diversified spaces.”

More quotes from the John Hagel article:

“The subjects of passion invite and even demand connections with others who share the passion.”

“Because passionate people are driven to create as a way to grow and achieve their potential, they are constantly seeking out others who share their passion in a quest for collaboration, friction and inspiration . . . . The key difference between passion and obsession is fundamentally social: passion helps build relationships and obsession inhibits them.”

“It has been a long journey and it is far from over, but it has taught me that obsession confines while passion liberates.”

These quotes from John Hagel’s article are important because they reinforce the notion that innovation is a social activity. While many people give Thomas Edison, Alexander Graham Bell, and the modern-day equivalent, Dean Kamen, credit for being lone inventors, the fact is that the lone inventor myth is just that — a myth, one which caused me to create The Nine Innovation Roles.

The fact is that all of these gentlemen had labs full of people who shared their passion for creative pursuits. Innovation requires collaboration, either publicly or privately, and is realized as an outcome of three social activities.

1. Social Inputs

From the very beginning when an organization is seeking to identify key insights to base an innovation strategy or project on, organizations often use ethnographic research, focus groups, or other very social methods to get at the insights. Great innovators also make connections to other industries and other disciplines to help create the great in sights that inspire great solutions.

2. Social Evolution

We usually have innovation teams in organizations, not sole inventors, and so the activity of transforming the seeds of useful invention into a solution valued above every existing alternative is very social. It takes a village of passionate villagers to transform an idea into an innovation in the marketplace. Great innovators make connections inside the organization to the people who can ask the right questions, uncover the most important weaknesses, help solve the most difficult challenges, and help break down internal barriers within the organization — all in support of creating a better solution.

3. Social Execution

The same customer group that you may have spent time with, seeking to understand, now requires education to show them that they really need the solution that all of their actions and behaviors indicated they needed at the beginning of the process. This social execution includes social outputs like trials, beta programs, trade show booths, and more. Great innovators have the patience to allow a new market space to mature, and they know how to grow the demand while also identifying the key shortcomings with customers who are holding the solution back from mass acceptance.

Conclusion

When it comes to insights, these three activities are not completely discrete. Insights do not expose themselves only in the social inputs phase, but can also expose themselves in other phases — if you’re paying attention.

Flickr famously started out as a company producing a video game in the social inputs phase, but was astute enough during the social execution phase to recognize that the most used feature was one that allowed people to share photos. Recognizing that there was an unmet market need amongst customers for easy sharing of photos, Flickr reoriented its market solution from video game to photo sharing site and reaped millions of dollars in the process when they ultimately sold their site to Yahoo!.

Ultimately, action is more important than intent, and so as an innovator you must always be listening and watching to see what people do and not just what they say. Build your solution on the wrong insight and nobody will be beating a path to your door.

NOTE: This article is an adaptation of some of the great content in my five-star book Stoking Your Innovation Bonfire (available in many local libraries and fine booksellers everywhere).

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Is working smarter for suckers?

Work Smarter Manifesto

Last night I dreamed about the extremely unbalanced view of work in our societies, and woke up wondering whether working smarter is for suckers.

Why is that we lionize the workaholics among us and penalize those that find ways to be more efficient?

Why is that we say “thank you for working so hard” to someone who takes sixty hours to complete a task and penalize the person who figures out how to do it in twenty hours by giving them more work to do?

Out of one side of our mouth we talk about the importance of work life balance and out of the other side we praise those who worked the weekend. What’s worse, we often also speak behind the back of those who find a way to leave promptly at 5 PM every day, and look down upon them instead of admiring them.

There is the old saying “Work smarter, not harder”, but what’s the point when you get punished for doing so?

Where’s the reward?

We reward companies for getting more efficient and more profitable by raising their stock price. Where’s the reward for the individual for finds a way to get more efficient?

And why do people who work neither hard or smart get a free ride?

I am reminded of the saying “If you want something done, give it to a busy person.”

The attitudes about work in our society that make this quote a truism, along with the penalties for working smarter, make it nearly impossible to achieve work life balance in our culture unless you’re lazy and difficult to fire.

People marvel at how much I seem to achieve between working full-time, traveling the world delivering keynotes on innovation and change, writing books and articles, helping to run Innovation Excellence, and getting ready to launch a new collaborative, visual change planning toolkit.

The only way I’m able to pull it off is by doing my best not to explode while I work harder at working smarter.

Books like Essentialism by Greg McKeown (and many other similar ones) serve as a great continuing education and gentle reminders for the legions of us trying to working smarter.

My wife also helps keep me focused only on the ground in front of me and becoming comfortable with whatever forward progress I’m able to make on my content creation efforts as I move through the world and all of the requirements and expectations that I’ve signed up for. The importance of family also lead me to protect evenings and weekends against potentially encroaching work.

Work Smarter Not HarderBut many organizations, and our culture at large, definitely doesn’t make it easy by inflicting their own inefficient processes, policies, and expectations on us.

So, what could we do better as organizations and leaders to teach people how to be more efficient in their jobs and have the foresight to let them use that improved efficiency to allow them to go home at a decent hour to their families?

We must remember, all parents have another job to go home to, and single employees have passions to explore that work probably is not fulfilling.

Help your employees work smarter and let them reap the rewards and you too will be rewarded with a stronger next generation of employees, increased employee retention, and MORE INNOVATION. Not a bad deal, right?

P.S. For my part soon I will be releasing a new collaborative, visual change planning toolkit to help organizations work smarter by planning their change initiatives (and projects) in a less overwhelming, more human way that will help literally get everyone one the same page.

I’m looking to select a handful of companies to teach how to use the toolkit for free and feature their experience in my next book on the best practices and next practices of organizational change. If you would like to get a jump on the competition by increasing your speed of change (and your ability to work smarter), register your interest here.


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We Are Target. Who Are You?

By now you’ve probably seen the video of the Target employee standing on the checkout counter delivering a Mel Gibson, Braveheart inspired speech to fellow employees prior to opening the doors on Black Friday (nearly 4 million views and counting).

The video ends with “Because we are more than just a store. This is a team! This is a family! This is Target!!!”

It left me with one central idea at the end, and that’s the title of this article “We Are Target. Who Are You?” and the reason it left me with this idea is that in our companies we too often take the passion out of business. We inadvertently, through the way we communicate internally, end up sending the message that people should leave their passion at home, or feel passionate about something else other than our company.

What would happen if didn’t kill people’s passion at the same time we time we’re busy killing their creativity?

What kinds of connections with our customers could we form if we were (from the top to the bottom) passionate about serving our customers, about crushing the competition, and trying to be better than them in every way?

Do you want to work for a mediocre company?

Does your company want to be mediocre?

Does your company want to provide crappy customer service?

If not, then first work on making your company excellent in every way possible, and then give people permission to be passionate about serving customers and about demonstrating that excellence.

Then you’ll be ready to shout it from the rooftops!
(or at least from the counter)


Build a common language of innovation on your team

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Innovation Quotes of the Day – April 29, 2012


“If you go into a bar in most places in America and even say the word poetry, you’ll probably get beaten up. But poetry is a really strong, beautiful form to me, and a lot of innovation in language comes from poetry.”

– Jim Jarmusch


“One of the ways that you can attract people to your innovation efforts is to leverage the power of passion. Seek to identify what people are passionate about when it comes to your company or your products. Passion can be extremely contagious.”

– Braden Kelley


“Great spirits have always encountered violent opposition from mediocre minds.”

– Albert Einstein


What are some of your favorite innovation quotes?

Add one or more to the comments, listing the quote and who said it, and I’ll share the best of the submissions as future innovation quotes of the day!

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Innovation Quotes of the Day – April 27, 2012


“If you put fences around people, you get sheep.”

– William McKnight (former CEO of 3M)


“For people without passion and talent, information has no value.”

– Jef Staes


“We must find a way to strike a balance between what employees need to do for the organization and what they want to do for the organization. Otherwise, human capital is being wasted, flushed down the drain.”

– Braden Kelley


What are some of your favorite innovation quotes?

Add one or more to the comments, listing the quote and who said it, and I’ll share the best of the submissions as future innovation quotes of the day!

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