Tag Archives: reinvention

Top 10 Human-Centered Change & Innovation Articles of July 2024

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Top 10 Human-Centered Change & Innovation Articles of July 2024Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are July’s ten most popular innovation posts:

  1. Organizational Debt Syndrome Poses a Threat — by Stefan Lindegaard
  2. Do Nothing More Often — by Robyn Bolton
  3. Is Disruption About to Claim a New Victim? — by Robyn Bolton
  4. What Top Innovators Do Differently — by Greg Satell
  5. Four Hidden Secrets of Innovation — by Greg Gatell
  6. Rise of the Atomic Consultant — by Braden Kelley
  7. Do You Bring Your Whole Self to Work? — by Mike Shipulski
  8. Giving Your Team a Sense of Shared Purpose — by David Burkus
  9. Creating Effective Digital Teams — by Howard Tiersky
  10. Smarter Risk Taking — by Janet Sernack

BONUS – Here are five more strong articles published in June that continue to resonate with people:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last four years:

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Sustaining Imagination is Hard

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by Braden Kelley

Recently I stumbled across a new Royal Institute video of Martin Reeves, a managing director and senior partner in BCG’s San Francisco office. Martin leads the BCG Henderson Institute, BCG’s vehicle for exploring ideas from beyond the world of business, which have implications for business strategy management.

I previously interviewed Martin along with his co-author Dr. Jack Fuller in a post titled ‘Building an Imagination Machine‘. In this video you’ll find him presenting content along similar themes. I think you’ll enjoy it:

Bonus points to anyone who can name this napkin sketch in the comments.

In the video Martin explores several of the frameworks introduced in his book The Imagination Machine. One of the central tenets of Martin’s video is the fact that sustaining imagination is hard. There are three core reasons why this is so:

  1. Overspecialization – As companies grow, jobs become increasingly smaller in scope and greater in specialization, leading to myopia as fewer and fewer people see the problems that the company started to solve in the first place
  2. Insularity – As companies grow, the majority of employees shift from being externally facing to being internally facing, isolating more and more employees from the customer and their evolving wants and needs
  3. Complacency – As companies become successful, predictably, the successful parts of the business receive most of the attention and investment, making it difficult for new efforts to receive the care and feeding necessary for them to grow and dare I say – replace – the currently idolized parts of the business

I do like the notion Martin presents that companies wishing to be continuously successful, continuously seek to be surprised and invest energy in rethinking, exploring and probing in areas where they find themselves surprised.

Martin also explores some of the common misconceptions about imagination, including the ideas that imagination is:

  1. A solitary endeavor
  2. It comes out of nowhere
  3. Unmanageable

And finally, Martin puts forward his ideas on how imagination can be harnessed systematically, using a simple six-step model:

  1. Seduction – Where can we find surprise?
  2. Idea – Do we embrace the messiness of the napkin sketch? Or expect perfection?
  3. Collision – Where can we collide this idea with the real world for validation or more surprise?
  4. Epidemic – How can we foster collective imagination? What behaviors are we encouraging?
  5. New Ordinary – How can we create new norms? What evolvable scripts can we create that live inbetween the 500-page manual and the one-sentence vision?
  6. Encore – How can we sustain imagination? How can we maintain a Day One mentality?

And no speech in 2023 would be complete without some analysis of what role artificial intelligence (AI) has to play. Martin’s perspective is that when it comes to the different levels of cognition, AI might be good at finding patterns of correlation, but humans have more advanced capabilities than machines when it comes to finding causation and counterfactual opportunities. There is an opportunity for all of us to think about how we can leverage AI across the six steps in the model above to accelerate or enhance our human efforts.

To close, Martin highlighted that when it comes to leading re-imagination, it is important to look outward, to self-disrupt, to establish heroic goals, utilize multiple mental models, and foster playfulness and experimentation across the organization to help keep imagination alive.

p.s. If you’re committed to learning the art and science of getting to the future first, then be sure and subscribe to my newsletter to make sure you’re one of the first to get certified in the FutureHacking™ methodology.

Image credits: Netflix

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Organizational Change Lessons from Successful Transformations

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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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