Tag Archives: pre-mortems

Why So Many Smart People Are Foolish

Why So Many Smart People Are Foolish

GUEST POST from Greg Satell

When I lived in Moscow, my gym was just a five-minute walk from my flat. So rather than use a locker, I would just run over in my shorts and a jacket no matter what the weather was. The locals thought I was crazy. Elderly Russians would sometimes scream at me to go home and get dressed properly.

I had always heard that Russians were impervious to the effects of weather, but the truth is that they get cold just like the rest of us. We tend to mythologize the unknown. Our brains work in strange ways, soaking up patterns from what we see. Often, however, those experiences are unreliable, such as the Hollywood images that helped shape my views about Russians and their impenetrability.

The problem is that myths often feel more real than facts. We have a tendency to seize on information that is most accessible, not the most accurate, and then interpret new evidence based on that prior perception. We need to accept that we can’t avoid our own cognitive biases. The unavoidable truth is that we’re easiest to fool when we think we’re being clever.

Inventing Myths

When Jessica Pressler first published her story about Anna Sorokin in New York Magazine, it could scarcely be believed. A Russian emigrant, with no assets to speak of, somehow managed to convince the cream of New York society that she was, in fact, a wealthy German heiress and swindled them out of hundreds of thousands of dollars.

Her crimes pale in comparison to Elizabeth Holmes of Theranos, who made fools of the elites on the opposite coast. Attracting a powerful board that included Henry Kissinger (but no one with expertise in life sciences), the 20-something entrepreneur convinced investors that she had invented a revolutionary blood testing technology and was able to attract $700 million.

In both cases, there was no shortage of opportunities to unmask the fraud. Anna Sorokin left unpaid bills all over town. Despite Holmes’s claims, she wasn’t able to produce a single peer-reviewed study that her technology worked even after 10 years in business. There were no shortage of whistle blowers from inside and outside the company.

Still, many bought the ruses and would interpret facts to support them. Sorokin’s unpaid bills were seen as proof of her wealth. After all, who but the fabulously rich could be so nonchalant with money? In Holmes’ case, her eccentricities were taken as evidence that she truly was a genius, in the mold of Steve Jobs or Mark Zuckerberg.

The Halo Effect

People like Sorokin and Holmes intentionally prey on our weaknesses. Whenever anybody tried to uncover the facts, they threw elaborate defenses, making counter-accusations of any who dared to question them. Often, they used relationships with powerful people to protect them. At Theranos, there was very strict corporate security and an army of lawyers.

Still, it doesn’t have to be so diabolical. As Phil Rosenzweig explains in The Halo Effect, when a company is doing well, we tend to see every aspect of the organization in a positive light. We assume a profitable company has wise leadership, motivated employees and a sound strategy. At the same time, we see the traits of poorly performing firms in a negative light.

But what if it’s the same company? Rosenzweig points out that, when Cisco was at its peak before the dot-com bust, it was said to have an “extreme customer focus.” But a year later, when things turned south, Cisco was criticized for “a cavalier attitude toward potential customers” and “irksome” sales policies. Did its culture really change so much in a year?

Business pundits, in ways very similar to swindlers, prey on how our minds work. When they say that companies that employ risky strategies outperform others who don’t, they are leveraging survivorship bias and, of course, firms that took big risks and failed are never counted in the analysis. When consulting companies survey industry executives, they are relying more on social proof than uncovering expert opinion.

The Principle Of Reflexivity

In the early 70’s, a young MBA student named Michael Milken noticed that debt that was considered below investment grade could provide higher risk-adjusted returns than other investments. He decided to create a market for the so-called junk bonds and, by the 80’s, was making a ton of money.

Then everybody else piled on and the value of the bonds increased so much that they became a bad investment. Nevertheless, investors continued to rush in. Inevitably, the bubble popped and the market crashed as the crowds rushed for the exit. Many who were considered “smart money” lost billions.

That’s what George Soros calls reflexivity. Expectations aren’t formed in a vacuum, but in the context of other’s expectations. If many believe that the stock market will go up, we’re more likely to believe it too. That makes the stock market actually go up, which only adds fuel to the fire. Nobody wants to get left out of a good thing.

Very few ever seem to learn this lesson and that’s why people like Anna Sorokin and Elizabeth Holmes are able to play us for suckers. We are wired to conform and the effect extends widely throughout our social networks. The best indication of what we believe is not any discernible fact pattern, but what those around us happen to believe.

Don’t Believe Everything You Think

One of the things that I’ve learned over the years is that it’s best to assume people are smart, hardworking and well-intentioned. Of course, that’s not always true, but we don’t learn much from dismissing people as stupid, lazy and crooked. And if we don’t learn from others’ mistakes, then how can we avoid the same failures?

Often, smart people get taken in because they’re smart. They have a track record of seeing things others don’t, making good bets and winning big. People give them deference, come to them for advice and laugh at their jokes. They’re used to seeing things others don’t. For them, a lack of discernible evidence isn’t always a warning sign. It can be an opportunity.

We all need to check ourselves so that we don’t believe everything that we think. There are formal processes that can help, such as pre-mortems and red teams, but most of all we need to own up to the flaws in our own brains. We have a tendency to see patterns that aren’t really there and to double down on bad ideas once we’ve committed to them.

As Richard Feynman famously put it, “The first principle is that you must not fool yourself—and you are the easiest person to fool.” Smart people get taken in so easily because they forget that basic principle. They mythologize themselves and become the heroes of their own stories. That’s why there will always be more stories like “Inventing Anna” and Theranos.

Suckers are born every minute and, invariably, they think they’re playing it smart.

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

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Forecasting Innovation Blockers Before They Happen

LAST UPDATED: March 27, 2026 at 3:17 PM

Forecasting Innovation Blockers Before They Happen

GUEST POST from Art Inteligencia


Section I: The High Cost of Reactive Innovation

In the modern landscape of human-centered innovation, the most dangerous phrase an organization can utter is: “We’ll cross that bridge when we come to it.” In the realm of innovation, by the time you reach the bridge, it is often already washed out by the torrents of organizational inertia and legacy thinking.

The Innovation Illusion

Many leaders mistake firefighting for innovation management. They wait for a project to stall, for a budget to be frozen, or for cultural resistance to peak before they intervene. This reactive stance creates an “Innovation Illusion” — the false belief that because we are solving problems, we are moving forward. In reality, we are merely exhausting our best talent by forcing them to navigate a gauntlet that should have been cleared weeks or months in advance.

“True innovation leadership isn’t about having the best ideas; it’s about architecting the path so those ideas can actually survive the journey.” — Braden Kelley

The Hidden Tax: Innovation Theater

When blockers are addressed only after they manifest, the organization pays a heavy “Hidden Tax.” This manifests as:

  • Velocity Atrophy: The slow death of momentum that turns a breakthrough concept into a multi-year slog.
  • Talent Hemorrhaging: High-potential employees leaving because they are tired of fighting the “corporate immune system.”
  • Innovation Theater: A state where plenty of sticky notes and workshops exist, but zero tangible value reaches the customer because the “blockers” were baked into the process from the start.

The Strategic Pivot: Proactive Forecasting

To move beyond this, we must adopt a future-ready stance. Forecasting innovation blockers isn’t about being pessimistic; it’s about radical realism. It requires us to look at our organizational DNA — our hierarchy, our incentives, and our history — and predict exactly where the friction will occur. By identifying these hurdles during the design phase rather than the execution phase, we transform innovation from a series of lucky breaks into a repeatable, sustainable discipline.

Section II: Mapping the Ecosystem of Resistance

To forecast blockers, we must first understand that they are rarely random. Resistance is a byproduct of a system doing exactly what it was designed to do: maintain equilibrium. In a human-centered innovation framework, we categorize these friction points into four distinct pillars that form the “Corporate Immune System.”

The Four Pillars of Resistance

  • Structural Blockers: These are the “hard” barriers built into the org chart. They include misaligned KPIs — where a manager is incentivized for efficiency while the innovation team needs experimentation — and budgetary silos that prevent cross-departmental resource sharing.
  • Cultural Blockers: The “soft” barriers that are often the hardest to break. Watch for the “Not Invented Here” syndrome and a lack of psychological safety, where employees fear that a failed experiment equals a failed career.
  • Technical & Resource Blockers: Innovation often dies on the vine because of legacy debt. If your new digital solution requires an API that the current infrastructure can’t support, the blocker was predictable before the first line of code was written.
  • Operational Blockers: This includes bureaucratic friction like rigid procurement cycles. When it takes six months to approve a $500 software subscription for a pilot, the system has effectively blocked innovation.

The Human Element: Change Weariness

Beyond systems and structures lies the most critical factor: The People. We often talk about “Change Management” as a set of tasks, but we ignore Change Weariness. This is the silent killer where your best innovators simply stop trying because the emotional energy required to push through the “No” becomes too high.

Forecasting this requires measuring the “Delta” between the ambition of the project and the current emotional bandwidth of the team. If the team is already underwater with “Run the Business” (RTB) tasks, your innovation project is a blocker waiting to happen.

By mapping this ecosystem early, we stop seeing resistance as a surprise and start seeing it as a data point for our next design iteration.

Section III: The “Pre-Mortem” Framework for Innovation

In most organizations, a “Post-Mortem” is conducted after a project has already failed — when the budget is spent and the morale is crushed. To forecast blockers effectively, we must flip the script and conduct a Pre-Mortem. This exercise creates a safe psychological space for team members to voice concerns without being labeled as “not a team player.”

Visualizing Failure: The Strategic Time Machine

The Hypothetical Disaster: Gather your core stakeholders and announce: “It is one year from today. This project has failed spectacularly. It is a disaster. Now, tell me why.” By shifting the focus to the future, you bypass the defensiveness often found in real-time project discussions.

Identifying “The Usual Suspects”: Teams often find that the reasons for failure aren’t new breakthroughs by competitors, but rather internal “friction points.” These are the historical blockers — like procurement delays or lack of executive buy-in—that have killed past initiatives.

The Pivot to Prevention: Once the list of failure points is generated, the team shifts to designing “Antidotes.” If the pre-mortem suggests failure due to “Middle Management Resistance,” the project plan must now include a strategy for early middle-management alignment.

Stakeholder Empathy Mapping

We cannot forecast blockers without understanding the empathy gap between the innovation team and those who must eventually adopt it. Middle Management is often the “Frozen Middle” not because they hate innovation, but because their performance metrics are built on stability and predictability.

By mapping the motivations of these stakeholders before the first prototype is built, we can identify where Middle Management Friction will occur. We must ask: “How does this innovation threaten their current status, budget, or daily routine?”

The Pre-Mortem transforms “unforeseen obstacles” into “anticipated design constraints,” allowing us to build a sturdier path for our ideas to travel.

Section IV: Identifying Early Warning Signals

Forecasting isn’t just a one-time exercise at the start of a project; it is an ongoing sensory discipline. We must develop “Organizational Radar” to detect the subtle shifts in climate that signal a blocker is forming. These early warning signals, if caught early, allow for micro-pivots that keep the innovation on track without requiring a massive course correction.

The “Silence” Signal

One of the most common early warning signs is The Wall of Silence. When a project stops being discussed in leadership meetings, or when cross-functional partners stop responding to requests for data, the blocker isn’t “busy-ness” — it is Deprioritization. In a human-centered framework, silence is a loud signal that the perceived value of the innovation has dropped below the threshold of operational noise.

The “Scope Creep” Camouflage

Often, a blocker doesn’t look like a “No.” It looks like a “Yes, and…” that slowly smothers the project. When stakeholders begin adding layers of complexity or demanding “just one more feature” before a pilot can launch, they are often unconsciously (or consciously) using scope creep as a defensive mechanism to delay the risk of a real-world launch. Recognizing this as a blocker rather than “helpful feedback” is key to maintaining velocity.

Metric Latency: The Idea-to-Value Gap

We must track the Idea-to-Value (I2V) Gap. If the time between a successful prototype and the first customer interaction begins to stretch, you are hitting a systemic blocker. This “Metric Latency” usually points to friction in the “last mile” of innovation — legal reviews, security audits, or procurement bottlenecks that were not cleared during the design phase.

By treating these signals as Leading Indicators rather than annoying delays, we can intervene while the project still has the political capital and budget to overcome them. The goal is to move from “Managing the Crisis” to “Managing the Momentum.”

Section V: Building the “Antidote” into the Design Phase

Forecasting a blocker is only half the battle. The true discipline of human-centered innovation is in the pre-emptive design of solutions. If we know a wall exists, we don’t wait to hit it; we build the door into our initial blueprint. This is about moving from “Innovation Management” to “Innovation Architecture.”

Invisible Architecture & Fast Tracks

Most blockers are caused by forcing “Change the Business” (CTB) initiatives through “Run the Business” (RTB) pipes. We must design Invisible Architecture — pre-negotiated “Fast Tracks” for procurement, legal, and IT security that are triggered automatically for projects under a certain risk threshold. If the path is pre-cleared, the blocker never manifests.

Dynamic & Trigger-Based Governance

Traditional annual budgeting is a primary innovation blocker. We must shift to Dynamic Governance, where funding is released based on “Value Triggers” rather than calendar dates. This prevents the “Budget Freeze” blocker that often kills high-potential projects mid-stream because they didn’t align with a rigid fiscal cycle.

Co-Creation as a Strategic Shield

The most effective way to neutralize a blocker is to turn the “Blocker” into an “Owner.” In the design phase, we must identify the departments most likely to resist and invite them into the co-creation process. When a skeptic helps build the solution, they are no longer defending the status quo; they are defending their contribution.

This isn’t just “alignment” — it is Psychological Anchoring. It transforms the corporate immune system from an adversary into a collaborative filter that improves the idea’s viability. By building these antidotes early, we ensure that when the immune system reacts, the project already has the necessary antibodies to thrive.

Safe-to-Fail Zones

Finally, we must architect “Safe-to-Fail” zones where the cost of a blocker is minimized. By ring-fencing these experiments, we reduce the organizational anxiety that triggers resistance. When the stakes of failure are lowered through intentional design, the number of blockers actively hunting your project drops significantly.

Section VI: Conclusion – The Leader as a Path-Clearer

The traditional image of the “Innovation Leader” is often someone who stands at the top of a mountain, pointing toward a distant, shiny future. But in a truly human-centered organization, the most effective leaders aren’t just visionaries — they are Path-Clearers. They understand that the greatest barrier to progress isn’t a lack of ideas, but the friction of the environment those ideas must live in.

The Mandate Shift: From “Approver” to “Obstacle Remover”

Stop asking, “Is this a good idea?” and start asking, “What is currently preventing this idea from succeeding today?” When leadership moves from being a gatekeeper to a facilitator, the entire psychological safety of the organization changes. Teams stop hiding potential blockers for fear of cancellation and start surfacing them as shared challenges to be solved collectively.

The 40/60 Rule of Innovation

Success in forecasting and mitigating blockers requires a fundamental reallocation of focus. Most teams spend 90% of their energy perfecting the “thing” — the product, the service, the app. However, the most resilient innovators adopt a different ratio: 40% focus on the Idea (Value Proposition & Design) and 60% focus on the Path (Culture, Structure, & Politics).

If the path is overgrown with bureaucratic weeds and cultural landmines, the most brilliant idea in the world will never reach the customer. By forecasting these blockers before they happen, you aren’t just “managing” a project; you are architecting a legacy. The future belongs to those who don’t just dream of a better way, but actively clear the way for it to arrive.

Frequently Asked Questions

What is the primary difference between a Pre-Mortem and a Post-Mortem?

A Post-Mortem analyzes why a project failed after the fact. A Pre-Mortem is a proactive exercise where a team imagines a project has already failed in the future and works backward to identify the “usual suspects” or friction points that caused it, allowing for the design of “antidotes” before execution begins.

How do you measure the “Idea-to-Value” ratio?

This metric tracks the elapsed time from the initial conceptual spark to the delivery of measurable value (revenue, efficiency, or experience). A stretching ratio typically indicates hidden bureaucratic blockers, decision latency, or resource cannibalization rather than technical complexity.

Why is Middle Management often seen as an innovation blocker?

Middle Management is rarely “anti-innovation” by nature. However, they are often incentivized by metrics tied to stability, predictability, and efficiency (RTB). Innovation, which is inherently messy and unpredictable (CTB), creates a perceived threat to their established performance goals and operational bandwidth.

Image credit: Google Gemini

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