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Neo-Feudalism and Innovation Impact

A System Designed to Concentrate Power – or Accelerate Breakthroughs?

LAST UPDATED: March 27, 2026 at 4:55 PM

Neo-Feudalism and Innovation Impact

by Braden Kelley and Art Inteligencia


The Return of Lords and Serfs — But This Time It’s Digital

For decades, we’ve told ourselves a reassuring story about progress. Markets would open. Technology would democratize opportunity. Innovation would decentralize power. The barriers to entry would fall, and with them, the dominance of entrenched elites.

And yet, as we step back and observe the system we’ve actually built, a different pattern begins to emerge. Power is concentrating, not dispersing. A small number of platforms, institutions, and individuals exert outsized influence over how value is created, distributed, and captured. Access — whether to customers, capital, data, or opportunity — is increasingly mediated by gatekeepers.

We may not call them lords. We may not call ourselves serfs. But the structural similarities are becoming difficult to ignore.

This is the uncomfortable premise at the heart of the growing conversation around neo-feudalism: that despite the language of free markets and open innovation, we are drifting toward a system defined less by competition and more by control — less by ownership and more by dependency.

At the same time, we are living through one of the most explosive periods of innovation in human history. Artificial intelligence, biotechnology, climate tech, and digital platforms are reshaping industries at a pace that would have been unimaginable even a generation ago. The capacity to innovate has never been greater.

How can we be experiencing both unprecedented innovation and unprecedented concentration of power at the same time?

Is this concentration a temporary distortion — something the system will eventually correct? Or is it an emergent feature of how innovation now scales in a digital, platform-driven world?

What does this mean for the future of innovation itself?

Because innovation is never neutral. It does not exist in a vacuum. It is shaped — constrained or accelerated — by the systems in which it operates. If those systems are evolving toward something that resembles a modern form of feudalism, then the implications extend far beyond markets and technology. They touch how we work, how we live, how we build wealth, and how we relate to one another.

Before we can assess whether neo-feudalism is helping or hindering innovation, we must first understand what it actually is — and what it is not.

What Is Neo-Feudalism? A Clear, Modern Definition

Neo-feudalism is a term increasingly used to describe a modern socio-economic system that echoes the structural dynamics of medieval feudalism, but in a contemporary, often digital, context. While not a perfect one-to-one comparison, the analogy is powerful because it highlights a shift away from open, competitive markets toward systems defined by concentrated power, controlled access, and growing dependency relationships.

At its core, neo-feudalism describes a world in which a relatively small number of dominant entities — whether corporations, platforms, or institutions — exercise outsized influence over how value is created and distributed. Individuals and smaller organizations, in turn, become increasingly dependent on these entities for access to customers, income, infrastructure, and opportunity.

Several key characteristics define this emerging pattern:

Concentration of Power: Economic and technological power is increasingly concentrated in the hands of a few dominant players, creating asymmetries that are difficult for others to overcome.

Control of Access: Instead of owning “land” in the traditional sense, modern power centers control platforms, ecosystems, and infrastructure — effectively determining who gets access to markets and audiences.

Reduced Mobility: Upward mobility becomes more constrained as success is tied to proximity to, or permission from, these dominant entities.

Dependency Relationships: Workers, creators, and even companies become reliant on platforms and systems they do not control, trading autonomy for access and stability.

This dynamic shows up clearly in today’s economy. Digital platforms function as gatekeepers to visibility and revenue. The gig economy often shifts risk downward while concentrating rewards upward. Ownership — whether of assets, data, or distribution channels — is increasingly replaced by access-based models.

It is important to note that neo-feudalism is not a universally accepted or precisely defined concept. Variations of the idea have emerged to describe different aspects of the same shift.

Techno-feudalism emphasizes the role of large technology platforms in exerting control over digital markets and behaviors. Corporate neo-feudalism highlights the growing influence of multinational corporations as quasi-governing entities. Neo-medievalism points to a broader fragmentation of authority, where power is distributed across states, corporations, and networks rather than centralized in traditional nation-states.

Whether one views neo-feudalism as a precise diagnosis or simply a provocative metaphor, it serves an important purpose: it forces us to examine how power, access, and opportunity are actually structured in the modern economy — not how we assume they function.

And that distinction matters, because the way we define the system ultimately shapes how we understand its impact on innovation.

Evolution of Economics Systems Infographic

What Thought Leaders Are Saying (Pro and Con)

As the idea of neo-feudalism has gained traction, it has sparked a vigorous debate among economists, technologists, and social theorists. Some argue that we are witnessing a fundamental shift in the structure of the economy. Others contend that the term is more metaphor than reality. Understanding this debate is essential, because how we interpret the system shapes how we respond to it.

The “Yes, This Is Neo-Feudalism” Camp

Proponents of the concept argue that capitalism has evolved into something meaningfully different. In their view, markets are no longer truly open. Instead, they are increasingly controlled by dominant platforms that act as gatekeepers, setting the rules of participation and extracting value from those who depend on them.

This perspective suggests that we are moving toward a system where economic power resembles sovereignty. A small number of organizations exert control not just over markets, but over infrastructure, data flows, and even the terms of social interaction. In this view, individuals and businesses operate less as independent actors and more as participants within controlled ecosystems.

Some thought leaders have gone so far as to label this shift “techno-feudalism,” arguing that the owners of digital platforms function much like modern-day lords — owning the “land” on which economic activity takes place and collecting rents from those who operate within it.

The “No, This Is Still Capitalism” Camp

Critics of the neo-feudalism framing argue that while inequality and concentration have increased, the underlying system remains capitalism. Markets still exist, competition still occurs, and individuals are not bound to specific employers or platforms in the way serfs were bound to land.

From this perspective, the term “neo-feudalism” risks overstating the case and obscuring more practical diagnoses such as monopoly power, regulatory failure, or the natural dynamics of late-stage capitalism. These critics argue that using an imprecise metaphor may make the problem feel more dramatic, but less actionable.

They also point out that technological disruption continues to create new entrants and new forms of competition, even in industries that appear highly concentrated.

The Middle Ground: A Useful Lens, Not a Literal System

Between these two poles lies a more nuanced view. In this framing, neo-feudalism is not a literal description of the current system, but a lens that helps illuminate important structural shifts—particularly around power, access, and dependency.

This perspective acknowledges that while we are not returning to medieval conditions, we are seeing the emergence of dynamics that echo them in meaningful ways. The language of neo-feudalism, therefore, becomes a way to surface risks that might otherwise remain hidden behind the more familiar vocabulary of markets and competition.

Ultimately, the debate itself is revealing. The lack of consensus reflects the reality that we are in a transitional moment. The system is evolving faster than our ability to define it, and the labels we use are struggling to keep up.

But regardless of what we call it, the underlying question remains the same: how do these structural shifts influence the way innovation is created, scaled, and distributed?

The Case FOR Neo-Feudalism as a Positive Force for Innovation

At first glance, the idea that neo-feudalism could have a positive impact on innovation feels counterintuitive. After all, concentration of power and dependency relationships seem fundamentally at odds with the open, exploratory nature of innovation. But history — and the present moment — suggest a more complicated reality.

Under certain conditions, the very structures that concentrate power can also accelerate innovation in ways that more distributed systems struggle to match.

Stability Enables Long-Term Investment

One of the defining advantages of concentrated power is the ability to think and act long term. Large, dominant organizations have the resources and stability to invest in high-risk, high-reward initiatives that smaller players simply cannot afford. From artificial intelligence to space exploration to advanced biotechnology, many of today’s most ambitious innovations are being funded and scaled by entities with near-sovereign levels of capital and control.

Platforms as Innovation Ecosystems

Modern platforms function as structured environments where innovation can occur rapidly. By providing standardized tools, infrastructure, and access to large user bases, they reduce friction for developers, entrepreneurs, and creators. In this sense, innovation happens “inside the castle walls,” where the rules are clear, the tools are accessible, and the pathways to scale are well established.

Talent Aggregation and Network Effects

Concentrated systems tend to attract concentrated talent. The best engineers, designers, and thinkers often cluster around leading organizations and ecosystems, creating dense networks of expertise. These environments increase the likelihood of idea collisions, accelerate learning cycles, and amplify the pace of innovation.

Reduced Coordination Costs

In highly decentralized systems, innovation can stall due to fragmentation, misalignment, and slow decision-making. Centralized structures, by contrast, can move quickly. Decisions are made faster, resources are allocated more efficiently, and large-scale initiatives can be executed without the same level of negotiation or compromise.

This speed can be a decisive advantage in domains where timing matters, from technology development to market entry.

The Rise of Patronage 2.0

In many ways, today’s innovation economy mirrors a modern form of patronage. Venture capital firms, large platforms, and corporate innovation arms provide funding, infrastructure, and distribution in exchange for equity, data, or dependence. While this relationship is not without tradeoffs, it enables individuals and startups to pursue ideas that might otherwise never get off the ground.

For many innovators, aligning with a powerful “patron” is the fastest — and sometimes only — path to scale.

Seen through this lens, neo-feudal dynamics do not simply constrain innovation. They can also create the conditions for rapid advancement, particularly at the frontier of technology.

The question, then, is not whether these structures can produce innovation. Clearly, they can. The more important question is what kinds of innovation they produce — and who ultimately benefits from them.

Neo-Feudal Stack Infographic

The Case AGAINST Neo-Feudalism as a Constraint on Innovation

While concentrated power can accelerate certain kinds of innovation, it can just as easily suppress others. From a human-centered perspective, neo-feudal dynamics introduce structural constraints that limit who gets to innovate, what gets built, and how value is ultimately distributed.

In many cases, the same forces that enable scale at the top create friction, dependency, and invisibility at the edges.

Innovation Becomes Permission-Based

In a neo-feudal system, access is controlled. Platforms, investors, and dominant institutions act as gatekeepers, determining which ideas receive funding, visibility, and distribution. This shifts innovation from an open exploration to a permission-based system, where success depends as much on alignment with gatekeepers as it does on the quality of the idea itself.

The risk is clear: truly disruptive ideas — especially those that threaten existing power structures — may never see the light of day.

Decreased Diversity of Thought

When influence is concentrated within a relatively small group, so too are perspectives. Innovation thrives on diverse viewpoints, lived experiences, and unconventional thinking. But tightly connected elite networks can become echo chambers, reinforcing shared assumptions and filtering out ideas that fall outside the dominant narrative.

The result is a narrowing of the innovation pipeline at precisely the moment when broader input is most needed.

Talent Trapped in Dependency Loops

For many workers, creators, and entrepreneurs, participation in the modern economy requires dependence on platforms they do not control. Income, visibility, and growth are tied to algorithms, policies, and business models that can change without warning.

This uncertainty discourages risk-taking. When livelihoods are fragile, people optimize for stability rather than exploration — reducing the willingness to pursue bold or unconventional ideas.

Extraction Over Creation

As platforms mature, their incentives often shift from enabling value creation to maximizing value capture. Business models become optimized for rent extraction — taking a percentage of transactions, attention, or data — rather than expanding the overall pool of value.

This can distort innovation priorities, encouraging incremental improvements that increase engagement or monetization rather than breakthroughs that create entirely new value.

Hidden Fragility Behind Scale

Highly centralized systems can appear robust due to their size and reach, but they often lack resilience. When innovation is concentrated within a few dominant entities, failures can have outsized consequences. At the same time, alternative approaches and redundant systems are less likely to emerge, reducing the overall adaptability of the ecosystem.

Erosion of the Innovation Commons

Perhaps the most significant long-term risk is the erosion of shared spaces for experimentation and collaboration. As knowledge, tools, and data become increasingly proprietary, the “commons” that historically fueled innovation begin to shrink.

What was once open becomes gated. What was once shared becomes owned. And what was once a collective engine for progress becomes fragmented across competing silos.

From this perspective, neo-feudalism does not just shape innovation — it constrains its potential. It limits participation, narrows possibility, and shifts the balance from exploration to control.

Which raises a deeper question: even if innovation continues, is it the kind of innovation we actually need?

Centralized vs. Decentralized Innovation

Editorial Perspective: Beyond Innovation — Impacts on People, Society, and the Future

Innovation is only one dimension of neo-feudalism’s impact. To understand the full picture, we must examine how these dynamics affect personal finance, customer experience, employee experience, societal cohesion, and the broader trajectory of humanity.

Personal Finance: Ownership vs. Access

Neo-feudal structures often shift value from ownership to access. Individuals increasingly rent rather than own assets — from housing to software, from transportation to digital goods. This reduces opportunities for wealth accumulation and long-term financial security, creating dependency on centralized platforms and institutions.

Customer Experience: Convenience vs. Control

Platforms often deliver seamless, integrated experiences that delight customers. Yet this convenience comes at a cost: reduced choice, limited transparency, and dependence on a small number of dominant providers. What feels like freedom can also become subtle control.

Employee Experience: Flexibility vs. Precarity

The rise of gig work and contract-based employment provides flexibility, but often at the expense of security, benefits, and long-term stability. Workers may gain autonomy but lose agency over income, career trajectory, and participation in the value they create.

Societal Cohesion: Fragmentation vs. Stability

Neo-feudal structures create “walled gardens” — both digital and physical — that fragment communities and weaken shared social identity. The focus shifts from collective well-being to alignment with the dominant gatekeepers, eroding trust and social cohesion over time.

Innovation Paradox

The same structures that accelerate innovation at the top can suppress it at the edges. While resources and talent are concentrated in elite hubs, the diversity, experimentation, and autonomy that fuel broader innovation ecosystems may diminish, limiting society’s overall creative potential.

Ultimately, the question is not whether neo-feudalism can produce innovation —it can. The critical questions are: what kinds of innovation, who benefits from it, and what broader costs are being imposed on society?

Understanding these trade-offs is essential for leaders, policymakers, and innovators seeking to design systems that are not only efficient but also equitable, resilient, and human-centered.

Three Neo-Feudalism Future Scenarios

What Comes Next? The Future of Humanity in a Neo-Feudal Trajectory

Looking ahead, the trajectory of neo-feudalism raises profound questions about the future of innovation, society, and humanity itself. While the current system exhibits both benefits and constraints, the ultimate outcome is not predetermined. Several potential futures are emerging.

1. Entrenched Neo-Feudalism

In this scenario, the concentration of power solidifies. Large platforms, corporations, and institutions become the primary arbiters of opportunity, innovation, and wealth. Innovation continues to occur, but primarily within the bounds set by dominant entities, reinforcing dependency and inequality.

2. Decentralized Rebellion

Technologies such as blockchain, decentralized autonomous organizations (DAOs), and open-source platforms could empower new models of governance and collaboration. Power becomes more distributed, enabling innovation and value creation outside centralized structures. Communities reclaim ownership, autonomy, and agency over their economic and creative lives.

3. Hybrid Renaissance (Most Likely)

A middle path may emerge in which concentrated power is balanced by decentralizing forces. Platforms and institutions retain some influence but are complemented by regulatory frameworks, public oversight, and decentralized networks. This hybrid system could preserve the benefits of scale and stability while expanding participation and opportunity for a wider range of innovators.

Each of these scenarios carries implications for innovation, wealth distribution, social cohesion, and human potential. Leaders and policymakers face the challenge of shaping a system that maximizes innovation while mitigating dependency, inequality, and fragility.

The critical question is this: will humanity design a future where innovation serves the many, or will it remain confined to the few who control the gates?

EDITOR’S NOTE: Stay tuned for future articles examining the impact on innovation of planned obsolescence, right to repair, CONTACT ME WITH OTHER SUGGESTIONS, etc.

Image credits: Gemini

Content Authenticity Statement: The topic area, key elements to focus on, etc. were decisions made by Braden Kelley, with a little help from ChatGPT to clean up the article and add citations.

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Change is More About Power Than Persuasion

Change is More About Power Than Persuasion

GUEST POST from Greg Satell

The greatest misconception about change is that it’s about persuasion. All too often, we think that once people understand our idea, they will embrace it. Nothing can be further from the truth. Anybody who’s ever been married or had kids knows how difficult it can be to convince even a single person of something.

Clearly, if you intend to influence an entire organization — much less an entire society—of something, you have to assume the deck is stacked against you. Still, organizations routinely pay armies of change management consultants to spend endless billable hours wordsmithing internal marketing campaigns. No wonder change so often fails.

The truth is that change isn’t about persuasion, but power. If you want change and can access the power to implement it, it will happen. If not, it won’t. That’s why effective change agents learn to leverage multiple sources of power. They mobilize people to influence institutions that can further their cause. That’s how you bring genuine transformation about.

The Paradox Of Hard Power

In early March, 2022 the prominent political scientist John Mearsheimer gave an interview to The New Yorker in which he argued that the United States had blundered greatly in its support of Ukraine. According to his theory we failed to recognize Russia’s role as a great power and its right to dictate certain things to its smaller and weaker neighbor.

That conclusion had a shelf like of about a week. Very quickly, the idea that America should have left Ukraine at the mercy of Russia became not only morally questionable, but patently absurd. How could such a respected expert of foreign affairs get things so wrong? Part of the reason has to do with his misinterpretation of key facts, but perhaps an even greater problem is his misunderstanding of power.

Mearsheimer’s error is that he focused on hard power—the power to coerce—to the exclusion of everything else. The problem with hard power is that the more you use it, the weaker it gets. After brutalizing its neighbors and meddling in the affairs of western nations for over a decade, Vladimir Putin had unleashed forces whose power greatly exceeded Russia’s.

Wise leaders, whether in a political or a business context, must learn to wield coercive power wisely. Use it too little and you undermine your authority and effectiveness, but use it too much and you undermine trust, which eventually will undercut and dilute your capacity. Hard power works best when combined with other sources.

The Attraction Of Soft Power

One factor that Mearsheimer failed to consider is soft power, which Joseph Nye, who coined the term, defined as the ability to influence others without coercion. To do that requires that you build up confidence and stature, which is no easy task. You can’t simply bully or bribe people into admiring and trusting you.

For years, Putin had wielded hard power, including Russia’s military, energy assets and intelligence services, with considerable skill and alacrity. Yet by doing so, he undermined his ability to attract others to his cause. In fact, many found Russia’s actions to be so repugnant and objectionable that they became determined to work against its interests.

Businesses, especially large corporations, are increasingly attentive to soft power. Consider Apple, which is no stranger to wielding hard power. It is known as a ruthless competitor, especially with regard to its supply chain. Yet it also works hard to position itself as a consumer advocate for privacy (while taking a shot at its competitors, of course).

One reason why protestors target corporations is that they are especially vulnerable to attacks on their soft power. When activists wanted to campaign against restrictive new voting laws in Georgia, they didn’t target the politicians who wrote the legislation, but companies like Coca-Cola and Delta Airlines. The firms quickly took a public stance against the laws.

Networked Power

As Anne-Marie Slaughter explained in The Chessboard and the Web, “Power in networks flows from connectedness: the number, type, and location of connections a node has… the most central nodes have the most connections and the highest likelihood of gaining more.” It is this power that Russia may have feared most in Ukraine.

It’s a salient fact that Russia sparked Euromaidan protests in 2013 not in response to any military moves, but because of an economic agreement between Ukraine and the EU. At the same time, Russia was trying to create its own network through a Eurasian Customs Union. Deeper connection between Ukraine and the EU would have undermined the centrality of that project, which had deep significance to Putin’s plans.

One of the biggest misperceptions about power in networks is that it depends on the number of connections. It doesn’t. What’s often far more important is your position in the network. Just like Ukraine’s position in between Russia and Europe increases its importance—and hence, its power—a person’s position in an organizational network or a company’s position in a market network can give them influence that far exceeds their hard or soft power.

In a now famous essay, Lina Kahn, who currently heads the Federal Trade Commission, pointed out that Amazon has attained massive network power by making itself the central node in then American retail industry. It’s not just Amazon either. The Federal Reserve has found that corporations have been increasing their power over the US economy in recent decades, leading to excessive market concentration in most industries, with lower competition and dynamism.

This is, of course, exactly the opposite of what we expected from the digital era, which was supposed to be a democratizing force. Nevertheless, here we are …

The Revenge Of Power

In 2013, the political scientist Moisés Naím published The End of Power, in which he argued that because of the increase in mobility and technology and decrease in poverty, the power of institutions was diminishing. Power hadn’t ended exactly but, as he put it, power was becoming “easier to gain but harder to use or keep.”

However, in his more recent book, The Revenge of Power, Naim points out that autocrats, governments, corporations and other institutions have been able to combine hard power, soft power and networked power to wring back control. It is the coordination and combination of the three, rather than a particular strength in any one, that yields results.

Unfortunately, few seem to learn this basic principle of change. The Occupy Movement focused exclusively on mobilizing people in the streets and, predictably, had no effect on institutions. Common Core activists, on the other hand, focused on institutions, left themselves open to mobilizations from grass-root activists and ran into serious problems.

To make a significant impact, you need to mobilize people to influence institutions and the best way to do that is through leveraging networks. In the final analysis, it is small groups, loosely connected, but united by a shared purpose that drives transformational change. As leaders, it’s our job to help those groups connect and to inspire them with purpose.

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

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Six Leadership Myths Sabotaging Your Team

Six Leadership Myths Sabotaging Your Team

GUEST POST from David Burkus

We all arrive at leadership with certain preconceptions about what makes a successful leader.

Sometimes we form an idea of what great leaders do based on historical leaders or modern-day leaders who are always getting media attention. Other times we form a picture of great leadership based on our own past experiences—both leaders we’ve worked under and even what attributes got us promoted into leadership. But those are often anecdotes.

And the plural of anecdote is not data. When you look at the data on effective leaders, pretty quickly you notice that some of these notions are misconceptions or outright leadership myths.

In this article, we’ll outline six leadership myths that are holding you back as a leader and may even be ruining your team—if you believe them of course.

Myth 1: Your Title Is Your Power

The first leadership myth is that your title is your power. It’s great that you’ve been promoted into a leadership role, but the mere title of leader doesn’t actually give you a lot of power over the team. Sure, your name is one box higher than your team members on the organizational chart. But if you work for a large organization, you may not actually have much ability to fire or punish people without getting approval from your boss or from human resources. Instead of trying to gain “legitimate power,” new leaders are better served by gaining rapport or respect from their team (what’s often called referent power and expert power respectively). When your team feels connected to you and respects your expertise, they’re much more likely to be influenced by you than if you’re merely trying to command them.

Myth 2: You Need To Have The Answers

The second leadership myth is that you need to have all the answers. This myth is most common in new leaders. Often, it’s the individual contributors who are hugely productive and who often have all the answers that get promoted into leadership roles. You were promoted for your expertise, so you protect your expertise at all costs. But the longer you stay in a leadership role, the more likely it is that your people know how to do the work better than you do. Pretending you know better may actually trigger their disrespect. In addition, leaders gain a lot of trust among their team when they’re willing to say, “I don’t know” and then look to the team for answers or commit to finding the answers and bringing them back. You don’t need to have all the answers, you just need to be committed to helping your find them.

Myth 3: Your Style Works For Everyone

The third leadership myth is that your style works for everyone. This myth is most common with middle managers. In the first leadership role, you often develop your preferred leadership style. And it often works because you’re leading a team of people who do a lot of the same work. But as you move up in an organization, and as your “team” starts to be a collection of different roles with different preferences, your preferred style becomes less important. It stops being about how you want to lead and starts being about how they want to be led—and led on an individual level. The best leaders understand the motivations and skillsets of each of their people individually and adjust their leadership style accordingly.

Myth 4: Disagreement Equals Disrespect

The fourth leadership myth is that disagreement equals disrespect. When someone on a team speaks up and disagrees with your idea, it can be easy to become defensive and see their disagreement as an act of defiance. And while some people can be downright belligerent, most disagreement on a team is healthy. The best teams are marked by a sense of psychological safety where everyone feels free to speak up, to express themselves, and even admit failure. And when team members disagree respectfully with you, how you respond affects how much psychological safety the team feels. Treat conflict as collaboration and remember that task-focused disagreement not only helps improve your idea, it helps everyone on the team know their opinions are valued.

Myth 5: Silence Signals Consent

The fifth leadership myth is that silence signals consent. This myth is the reverse of the previous one. Disagreement does not equal disrespect but at the same time, no one saying anything doesn’t mean everyone agrees with you. It could be that they have disagreements, but don’t yet feel safe to share them. (Or it could mean that everyone agrees…which means your team might not get much independent thinking.) When you feel your team reaching consensus early, or when no one is pushing back on your ideas, you’ll have to look harder for disagreements and encourage more candor on the team. Be willing to wait in silence for someone to speak up. Then treat that conflict as collaboration and over time your team will be less and less silent.

Myth 6: Performance Is Personal

The sixth leadership myth is that performance is personal. This final myth is less of a leadership myth and more of an organizational one. For most organizations, performance is measured individually and performance reviews conducted individually. But great leaders know it takes a team effort, and a growing body of research suggests that most of individual performance is better explained by the resources and collaboration of the team as a whole—whether high performance or low. So, when coaching members of your team, remember to take into consideration that much of their performance isn’t something they can fix, but rather something in the system or on the team that they need you to fix.

As you review this list, one myth in particular probably stood out to you—depending on your style and your leadership journey. That reaction is a good signal that the particular myth is one to focus your attention on and work on improving. But keep a lookout for the other myths as well. You may not believe them, but you may need to defend your team from other leaders who do. And as you move from myth to reality, your team will move toward greater performance until eventually they, and you, are doing their best work ever.

Image credit: Pixabay

Originally published at https://davidburkus.com on January 30, 2023

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Overcoming Resistance: The Persuasive Power of a Well-Told Story

Overcoming Resistance: The Persuasive Power of a Well-Told Story

GUEST POST from Art Inteligencia

As a thought leader focused on human-centered change and innovation, I’ve seen countless brilliant strategies—digital transformations, market pivots, organizational redesigns—fail not because of technical flaws, but because they ran headlong into the brick wall of human resistance. We, as change agents, often make a critical error: we speak in the cold, logical language of spreadsheets and PowerPoint decks, yet we expect people to respond with the emotional commitment required for true change. That gap, the gulf between data and devotion, can only be bridged by one thing: a powerful, well-told story.

Resistance to change isn’t malicious; it’s human. It’s born from fear of the unknown, loss of status, or the exhaustion of yet another corporate mandate. Facts and figures may convince the brain, but only a story can rewire the heart. Stories bypass the critical, analytical side of the brain that’s waiting to find fault, and instead engage the empathetic, imaginative centers. When you tell a story, you don’t just present a future state; you invite your audience to live in it—to experience the journey, feel the challenge, and ultimately claim ownership over the success. A compelling narrative acts as an organizational immune booster, inoculating the workforce against the cynicism and “this too shall pass” attitude that kills innovation from within.

The Three Essential Elements of the Change Story

A compelling narrative designed to drive change must contain three core, human-centered elements, regardless of whether you’re using a keynote speech or a short internal video:

  • 1. The Crisis and the Call (Why Now?): Define the stakes. What is the burning platform—the threat or the monumental opportunity—that mandates change? This must be personal, illustrating what failure or success means for the audience, not just the balance sheet.
  • 2. The Journey and the Hero (What’s the Path?): Establish the vision of the future, but focus on the process. Crucially, the hero of the story must be the audience. The leader is merely the guide or mentor. This element shifts the audience from passive listeners to active participants, increasing their willingness to take the risks necessary for innovation.
  • 3. The Triumphant Future (What’s the Reward?): Paint a vivid picture of the world after the change. The reward must be meaningful to the individual: less friction, more time with family, a more meaningful job, or restored customer trust. It cannot simply be a higher stock price.

“People don’t resist change; they resist being changed. A great story allows them to choose their role in the transformation.” — Peter Senge and Braden Kelley


Case Study 1: Transforming Customer Service at Zappos

The Challenge:

In the early 2000s, Zappos made a massive, non-intuitive strategic bet: they would differentiate their online shoe company not through price or selection, but through obsessive customer service. This meant turning their call centers, often seen as cost centers in retail, into premium experience hubs. Internal employees and investors faced resistance: why invest in expensive 24/7, US-based call centers and offer free, 365-day returns? The data (initial costs) looked terrifying.

The Power of the Story:

CEO Tony Hsieh didn’t lead with cost projections; he led with the story of the “Wow” experience. He told tales of employees who were empowered to spend eight hours on a single customer call, or who sent flowers to customers whose feet had been injured. The story wasn’t about the transaction; it was about building a movement defined by happiness—for employees and customers alike. The narrative centered on the employee as the hero, capable of delivering magical moments. This story made the astronomical cost of service acceptable because it redefined service as the core, non-replicable brand innovation. The resistance dissolved as employees rallied around a story that gave their work meaning far beyond simply answering a phone.

The Innovation Impact:

The story became the operational principle. The emotional commitment it generated led to legendary word-of-mouth marketing, turning customer service into the greatest driver of revenue and allowing Zappos to command a premium price. The company’s sale to Amazon for $1.2 billion validated that the emotional story of the “Wow” was the most valuable asset.


Case Study 2: NASA and the Moonshot

The Challenge:

In 1961, when President John F. Kennedy announced the goal of landing a man on the Moon and returning him safely to Earth before the end of the decade, the scientific, technical, and logistical obstacles were almost insurmountable. NASA engineers faced skepticism, limited technology, and a public wary of the massive, unprecedented expenditure. The raw data said: “Impossible.”

The Power of the Story:

The story was the Moonshot itself. It wasn’t framed as a complex series of engineering tasks, but as an epic quest—a simple, audacious narrative that transcended budgets and deadlines. Kennedy’s challenge provided the clear Crisis and the Call (a race against geopolitical rivals) and the Triumphant Future (a bold step for mankind). The story made every engineer, technician, and administrative assistant—down to the janitor—feel like an essential hero on a grand, world-changing journey. When Kennedy asked a janitor at the space center what his job was, the man famously replied, “I’m helping put a man on the moon.” The story had successfully redefined his job description and purpose.

The Innovation Impact:

The compelling narrative drove innovation at a furious, impossible pace. It created a culture of extreme dedication, risk-taking, and cross-functional collaboration. The power of the story overcame the technical resistance and institutional inertia, directly impacting key innovation metrics like speed of execution and employee-driven solutions necessary to solve problems that had no known technical solution at the time.


The Leader’s Mandate: From Analyst to Author

If you are a leader charged with driving significant change, you must recognize that your job is not merely to delegate tasks; it is to craft the narrative. Stop trying to force change with directives and start creating stories that make the desired future irresistible. This narrative isn’t just a speech; it should be woven into every communication, from town halls to interactive digital campaigns.

Embrace the role of the author. Define the villain (the status quo, the market threat, the friction), outline the plot (the transformation journey), and most importantly, position your people as the central characters—the ones who will achieve the extraordinary. This human-centered approach is the single most effective way to overcome resistance and ensure that your innovation initiatives succeed, translating emotional buy-in into faster adoption and greater employee ownership. To change a culture, you must first change the conversation.

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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How Do You Measure Power?

How Do You Measure Power?

GUEST POST from Geoffrey A. Moore

In a recent blog, I argued that management needs to be accountable not only for delivering current performance but also for investing in power initiatives that will fuel future performance. Compensation systems that focus solely on the former too often result in a hollowing out of the enterprise, as we have seen with any number of iconic companies that have “performed” their way to the sidelines.

But this begs a key question—how do you measure power? Specifically, what kind of metrics could supply a stable foundation for management accountability and executive compensation?

In my book Escape Velocity, when discussing managing for shareholder value, we introduced a framework called the Hierarchy of Powers. The idea is that investors, who are buying a share of your enterprise’s future performance, value your company based on how much power they think it has relative to other investments they could be making. In this context, we claimed there were five classes of power that got evaluated in the following order of priority:

  1. Category Power. Is your core business in a category that is growing, stable, or declining? This, we claimed, is the single biggest predictor of future performance.
  2. Company Power. Within that category, where is your company in the pecking order of companies? If you are number one, that is a huge advantage. If you are number two, it also provides tailwinds. After that, there are no more tailwinds to be had.
  3. Market Power. For companies that focus on one or more vertical markets, is your company the default choice for major prospects and customers in that segment? Wherever this is the case, it gives a material boost to your sales momentum and thus your company’s valuation.
  4. Offer Power. Do you get preference and/or premium pricing due to the differentiation of your offer? Do you win the lion’s share of any competitive bake-offs?
  5. Execution Power. Do you have a history of meeting or beating guidance on a consistent basis?

The model has stood up well over the years, but there is still the question of how to ensure accountability for investing in power when so much of our attention (and compensation) is focused on creating the next quarter’s performance. To that end, my colleague Philip Lay and I have been sorting through objective measures that signal material gains in power, ones that executive teams could readily track, and compensation programs could use to calibrate bonuses.

Here’s what we propose should be the top two metrics for each class of power:

Category Power. The focus here is on portfolio valuation—how many categories does the enterprise participate in, and how is each category faring. Meaningful changes in category power typically come through M&A, often supplementing organic innovation that is looking to scale quickly. Top two metrics for each category assessed:

  1. Category Maturity Life Cycle status. The key stages are secular growth, cyclical growth, stagnant, and declining.
  2. Technology Adoption Life Cycle status. This model focuses specifically on the period of secular growth, breaking it up into the following stages: Early Market, Chasm, Beachhead, Bowling Alley, Tornado, and Main Street. The two big valuation changers are winning a beachhead market segment in the Bowling Alley and participating with meaningful share in the Tornado.

Company Power. In high-growth categories, the focus is on bookings growth and competitive win rates. In mature categories, it is on the stability of the installed base as well as bargaining power both with suppliers and with customers. The top two metrics are:

  1. Market share within each category. By far the most important metric, as market ecosystems organize around and give preference to the category leader.
  2. Balanced mix of power and performance categories. For global enterprises, in particular, portfolio balance creates optionality to deal with both bull and bear markets.

Market Power. In emerging categories, dominating a target market segment, as opposed to merely participating in it, is critical to crossing the chasm and creating a sustainable franchise. In mature categories, target market segment focus is key to creating above-market growth. The top two metrics are:

  1. Segment share. The most important metric because ecosystems that serve market segments organize around a segment leader only when it has dominant segment share.
  2. Growth rates within target market segments. This is particularly important in any economic downturn that impacts different market segments to highly varying extents.

Offer Power. This metric and the next are closely aligned with delivering performance in the current fiscal year. That said, they still signal successful investments in power. The top two power metrics are:

  1. Magic quadrant status. This is the most widely circulated third-party measure of offer power.
  2. Win/loss record in head-to-head competitions. This is the most credible measure of offer power.

Execution Power. This really is the land of performance, but there is still power in reputation. Top two metrics are:

  1. History of “meeting or beating” commits, be they forecast or, release dates. This is what gives confidence to customers and partners to give your team the nod.
  2. Customer success metrics. These include Net Expansion Rate, Net Retention Rate, and Promoter Score, all of which validate that you are keeping your sales promises.

Guidelines for Using the Metrics

Metrics are a device to ensure visibility and accountability, and nowhere is this more important than when dealing with something as abstract as power. The key is to associate the right metrics with the right people, the ones who can have the most impact on the level of power in question. This works out as follows:

  • Top Executives: Category Power, Company Power. The two key levers here are using M&A to strategic advantage and using the annual budgeting process to allocate resources asymmetrically to achieve strategic objectives.
  • Middle Management: Market Power, Offer Power. The two key levers here are using market segmentation to strategic advantage and allocating the resources under your control asymmetrically to achieve dominant shares in target market segments.
  • Front Line: Execution Power. The key lever here is to align and focus the resources under your control or influence them in order to deliver the performance you have committed to.

For purposes of compensation, promotion, and overall alignment, these metrics align well with OKR objectives and can be used wherever OKRs are focused on increasing power. Again, the goal is not to replace performance metrics but rather to complement them.

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

Image Credit: Unsplash

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Rethinking Electric Vehicles and the Power Grid

Ford F150 Lightning Electric Truck

Ford just announced an electric truck for the masses, the Ford F-150 Lightning, with up to 300 miles of range starting at just under $40,000.

That is about as much detail as I’m going to go into about this new electric truck from Ford, and you won’t find me comparing it to Tesla’s Cybertruck or GM’s electric Hummer. I’ll leave that that to the gearheads.

The purpose for today’s article on Human-Centered Change™ and Innovation is not to compare electric truck specifications, but instead to highlight a somewhat buried feature of the new Ford F-150 Lightning Electric Truck:

Ford is providing an 80-amp home charging station that completely charges the truck in eight hours, or allows buyers to easily use the truck to power their entire home for around three days in the event of an electricity outage.

Sometimes what seems like a minor benefit outside the typical product feature set actually has the potential to shift mindsets and customer expectations. AND, it leads to a series of questions:

Have you spent $10,000-20,000 on a Tesla Powerwall battery backup system for your house?

Or thousands of dollars on a more traditional partial home generator?

Have you ever thought about using your car or truck to power your house?

What if this were to become a common expectation of consumers of electric vehicles?

If this became a key differentiator between internal combustion and electric vehicles, might this help to accelerate the transition to electric vehicles in the United States and elsewhere?

And what might the implications be for utilities and the power grid?

Stay tuned! It will be interesting to monitor how this situation develops and whether other electric vehicle manufacturers modify their marketing strategies, leading to one final question:

Innovation or not?

Image credit: yahoo


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Using Gravity to Save and Improve Lives

Using Gravity to Save and Improve Lives

I came across an IndieGogo project that is focused on building and trialing a gravity-powered power station that can serve either as a lantern or as a flexible power source that can be used to power a task light, recharge batteries, or potentially other things that users might dream up that the designers can’t yet imagine.

Check out their video from IndieGogo:

They have already raised FIVE TIMES the money they set out to raise on IndieGogo.

I found it interesting in their promotional video that initially they started with a design challenge of designing a system that would charge a light for indoor use using a solar panel, but that they decided to abandon the approach specified from the outset and pursue alternate power sources.

Also interesting from the IndieGogo project page are the following facts:

The World Bank estimates that, as a result, 780 million women and children inhale smoke which is equivalent to smoking 2 packets of cigarettes every day. 60% of adult, female lung-cancer victims in developing nations are non-smokers. The fumes also cause eye infections and cataracts, but burning kerosene is also more immediately dangerous: 2.5 million people a year, in India alone, suffer severe burns from overturned kerosene lamps. Burning Kerosene also comes with a financial burden: kerosene for lighting ALONE can consume 10 to 20% of a household’s income. This burden traps people in a permanent state of subsistence living, buying cupfuls of fuel for their daily needs, as and when they can.

The burning of Kerosene for lighting also produces 244 million tonnes of Carbon Dioxide annually.

So, what do you think, a meaningful innovation or an interesting but impractical invention?

More information available on their web site here.


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