Tag Archives: Strategy

Re-Skilling and Upskilling People & Teams

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Re-Skilling and Upskilling People & Teams

GUEST POST from Janet Sernack

The pandemic has increased the pace of change in a digitally accelerated world, and at the same time, it is forcing organizations, leaders, and teams to become more purposeful, human, and customer-centric. Where managing both the future and the present simultaneously requires people to unlearn what has worked in the past and relearn new mindsets and behaviors as to what might be possible, useful, and relevant in the future.

This is crucial to enabling people to perform at their best, and it requires investment in reskilling and upskilling people to be future-fit to meet the needs of previously unheard-of occupations, newly emerging flexible job options. All of which are being transformed by the pandemic, coupled with technologies created by accelerated digitization. Where organizations, leaders, and teams can increase speed, agility and improve simplicity and strategically generate new ways of tapping into the power of and harnessing and mobilizing people’s collective intelligence.

To better enable them to balance and resource organizational digital, agile, or cultural transformational initiatives with the needs of its people, users, customers, and communities, and execute them accordingly.

Collective Intelligence

Collective intelligence is group intelligence that emerges from the collaboration, efforts, and engagement of diverse groups, tribes, teams, and collectives. Which poses a great opportunity, which is also critical to recovery, for organizations to attract, retain, manage and leverage talent  through reskilling and upskilling people to be future-fit by:

  1. Enhancing flexible work options

The recent World Economic Forum Job Reset Summit reported that – “in 2020, the global workforce lost an equivalent of 255 million full-time jobs, an estimated $3.7 trillion in wages and 4.4% of global GDP, a staggering toll on lives and livelihoods.”

McKinsey & Co in a recent article state that – as many as 25 percent more workers may need to switch occupations than before the pandemic.

This means that in a hybrid work environment, without the constriction of location, and with the ability to leverage connection digitally, at little, or no cost, there is a greater talent pool to draw from. Including, according to a recent Harvard Business Review article “What your future employees want most” untapped pools of talent such as the “home force” which includes bringing people back into the workforce including people who put their careers on hold due to raising children, caring for the elderly and retired baby boomers.

It also means that some people will be more likely to prioritize lifestyle (family and personal interests) over proximity to work, and will pursue jobs in locations where they can focus on both – even if it means taking a pay cut. Workers will be more likely to move out of cities and other urban locations if they can work remotely for a majority of the time, creating new work hubs in rural areas.

  1. Measuring the value delivered and not the volume

Designing people and customer-centric work experiences, roles gives people the space to unlock their full potential, maximize their impact by delivering transformative results that contribute to the common good and to the future of humanity.

It also encourages cross-fertilization of creative ideas through teaming and networking, maximizing the power of collaboration and collaborative technologies to create and capture value, through inventing new business models, services, and products that users and customers appreciate and cherish.

  1. Prioritizing continuous learning, reskilling and upskilling

At the same time, customer expectations and preferences are also constantly changing, giving rise and opening doors to new roles and opportunities, that may have never previously existed.

Organizations also need to discover and explore new ways of competing and future-proofing against uncertainty and disruption. They also need to invent new ways of boosting productivity and improving efficiency, through adapting and flexing to flow with the new reality and to ultimately grow and thrive within it.

There are also opportunities to solve complex problems by increasing reciprocity and collaboration through cross-functional partnerships, collectives, tribes, and ecosystems, designed to capture and deliver value co-creatively.

Continuous learning

Reskilling and upskilling people to be future-fit by maximizing collective intelligence require disrupting complacency and stagnation and creating an environment of continuous learning and trust.

Where people are focused on delivering a great customer experience and have the permission and safety and are “allowed” to:

  • Value and leverage differences and diversity in ways that evoke, provoke, and create new ways of being through unlearning, and through relearning to adopt a beginner’s mind, develop a paradox lens, and elastic thinking strategies to pivot quickly into new roles and structures as situations demand.
  • Challenge the status quo, by withholding judgment and evaluation, through developing vital generative questioning, listening, and debating skills to deep dive into and unleash creative and inventive ideas.
  • Continuously learn, to remain both agile and adaptive, collaborative and innovative, to discover, evolve, and grow talent in ways that are both nimble and sustainable.
  • Create lines of sight between strategy, structures, systems, people, and customers, identifying and maximizing interdependencies, through intentional collaboration where everyone knows that their efforts contribute to, and make a difference to the delivery of organizational outcomes.
  • Provide rigor, discipline by driving accountability and by constantly measuring and sharing feedback and results to allow for engaging people in continuous learning, iterative process, and real-life pivots.

Leveraging collective genius

Only by prioritizing reskilling and upskilling people to be future-fit organizations will leverage people’s collective genius and enhance their agility to survive and thrive, flow, and flourish in a VUCA world.

Organizations that are future-focused will create meaningful and purposeful hybrid workplaces that increase peoples’ job satisfaction and support.  That provides flexible work options, continuous learning, and focus on generating value delivery will build people’s loyalty and retention and lower hiring costs over time.

An uncertain future

According to the World Economic Forum Job Reset Summit – “While vaccine rollout has begun and the growth outlook is predicted to improve, and even socio-economic recovery is far from certain”.

Yet, with so much uncertainty about the future, there is one thing that we can all control and is controllable, are our mindsets – how we think, feel, and choose to act in any situation, especially in our communication, problem-solving, and decision-making processes.

All of us have the freedom to choose, to develop our independent wills, and create new ways of being, thinking, feeling, and doing – to meet the needs of a wide range of previously unheard-of occupations that are emerging, to provide more flexible, meaningful and purposeful job options.

To leverage the current turning point, which is full of possibilities and innovative opportunities for enabling organizations, people, and customers to be more equitable, resilient, sustainable, and future-fit, in an ever-changing landscape, impacted by the technologies created by accelerated digitization.

This is the next blog a series of blogs, podcasts, and webinars on Developing a Human-Centric Future-Fitness organization

Find out more about our work at ImagineNation™

Find out about The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 8-weeks, starting October 19, 2021. It is a blended learning program that will give you a deep understanding of the language, principles, and applications of a human-centered approach to innovation, within your unique context. Find out more.

Image credit: Pixabay

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Where Do Innovation Strategies Usually Go Wrong?

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GUEST POST from Jesse Nieminen

Innovation strategy is a common source of anxiety for many innovation managers: they always want one, but few think their organization has a clearly defined one.

However, the good news is that innovation strategy is just a set of decisions on how to best fulfill the company’s overall strategic goals related to creating something new or improved. So, even if your organization doesn’t yet have a clearly defined innovation strategy, it’s often a surprisingly straightforward task to derive it from the overall corporate strategy.

Having said that, there still are a handful of ways in which innovation strategies often go wrong. In this article, we’ll explore some of these more common mistakes, and seek to provide you with some actionable tips for avoiding them.

Innovation Strategy

The Classic Strategy Mistakes

Let’s start by covering the five classic strategy mistakes. These are not specific to innovation strategies but are by far the most common problems in those too.

The Five Classic Strategy Mistakes

At first glance, these classic mistakes seem like very basic rookie mistakes that no senior leader worth their salt will make. However, they are actually very difficult to avoid completely in a large organization. Most strategies, even some of the best, thus usually include some of these elements.The point is that if you start to see more than one or two of these, or if they’re obvious issues, odds are that your strategy will run into challenges down the road. Let’s next cover each of these mistakes briefly.

  1. Daydreaming. This is the classic case of management coming up with a big, bold vision but not having any idea on how to get there, and no concrete plans for figuring that out. For front-line employees and managers, it’s immediately obvious that the strategy just isn’t rooted in reality.
  2. Alignment is a related, but more nuanced challenge, and one that almost every large organization struggles with. Bridging the gap between the big picture goals and the day-to-day across the entire organization is just a very difficult task that is nearly impossible to get right from the get-go. The key is getting most of the way there, and then actively working to further improve alignment as you execute on the strategy.
  3. Hoping for the best is a classic mistake for the big-picture style of leaders who think that their job is to get the big picture right, and its’ then other people’s job to make things happen. In reality, as Professor Martin well put it, it just doesn’t work like that. If your strategy doesn’t consider the execution, you’re just hoping for the best and usually that won’t happen. There’s a reason for the CEO being the Chief Executive
  4. Not deciding is probably the second most common challenge right after alignment. We’ve all seen strategies that are basically a variation of “we do everything for everyone because that’s the biggest market”, and that lack of focus can only lead to spectacular failure when it comes time to execute the strategy. Another variation of this is strategies like “we focus on growth”, “we will become a market leader”. These aren’t meaningful choices; they are the end results, and very abstract ones at that. Nevertheless, growth can be made into an effective strategy if it’s focused on a very specific area, and the strategy includes the compromises you’re willing to make to achieve that growth, for example profitability. However, that’s just not what most companies are doing when they say their strategy is growth.
  5. The 5-year plan is our nickname for running an extremely intensive one-off strategy process where a detailed roadmap is created for the next five (or however many) years. The problem is that no matter how well you know the business and do your research, no one gets it right from the get-go, and even if you theoretically would, there are very few markets that are so stagnant that nothing significant will change in the next five years. Good strategies are always a result of an iterative, on-going process.

In a nutshell, innovators plan for the long-term and towards specific goals – but remain flexible on the ways to get there and make strategy an iterative learning process focused on getting things done and continuously moving in the right direction. There are many good frameworks for this. Be it Future-Back, Discovery-Driven Planning, Blue Ocean Strategy, or the Lean Startup, they all essentially talk about variations of the same thing.

The Real Challenge is Implementation

Let’s say you get the big picture right and avoid the classic mistakes we’ve just covered. The good news is that you’re now in the game! The bad news is that you’re still a long way from successfully pulling off your strategy.

The implementation is the hard part, and the part that makes all the difference. In essence, a great strategy, be it an innovation strategy or any other kind of strategy, sets the upper limit for the performance of the organization. A poor strategy, even when executed perfectly, will still lead to poor performance. But so does a perfect strategy when implemented poorly.

Strategy execution is the hard part

Reliable figures for the failure rate of strategy execution are hard to come by, but the consensus seems to be in the range of 60-90%. I haven’t seen research on the same figures for innovation focused strategies but based on the stats that are available, I’m quite confident they aren’t much better.

Anyone can, after all, say that they want to change the world or become a global leader at something, but few can make that happen.

So, a great innovation strategy is built on a nuanced understanding of an organization’s operating environment and is built on choices that give the organization the best possible odds of success. And, in that, keeping the implementation and the day-to-day realities top of mind during each phase of the strategy work is key.

A great innovation strategy is built on a nuanced understanding of an organization’s operating environment and is built on choices that give the organization the best possible odds of success.

The details will naturally vary depending on the business and industry, but before we wrap up, we’ll briefly cover some of the key principles that most organizations pursuing an innovation focused strategy should pay attention to.

Getting Implementation Right

1. Tell the What, focus on the Why, and leave room for the How

The first of our principles is to understand that you as a leader don’t have all the answers. Whatever plan you create will need to be adjusted, and it should be done by the people executing the strategy. So, make sure your strategy tells the big picture mission and key choices you’ve made (the What), but focuses especially on the rationale behind them (the Why) while leaving room for people to figure out what the best methods are for achieving those goals (the How).

Statistically speaking, no one will remember your strategic goals, but with a couple of well-chosen examples, you can get your employees to remember the rationale behind key choices, which has far reaching consequences throughout the organization. If you get that right, alignment and execution will become dramatically easier.

2. Speed is key, systematically seek out and remove barriers for it

As we’ve covered earlier, executing an innovative strategy is an iterative learning process. The faster you can move, the faster you will learn, and the more you can accomplish. This leads to compounding returns, and that’s why I think pace of innovation is the ultimate competitive advantage any organization may have.

There are a number of things that can help make an organization more agile, innovative, and faster, but in the end it comes down to systematically seeking out and removing any and all barriers that prevent people from executing the strategy – and innovating. Sometimes this is straightforward if you just keep an ear to the ground, but often you may need to resolve more complex structural issues.

3. Decentralize

While it’s been shown that an extraordinary CEO can temporarily get an organization to execute well with sheer will of force, things will unravel the moment they leave if capabilities and responsibilities aren’t spread out across the organization. Thus, smart leaders will focus on controlled decentralization and capability building from the get-go.

The same principle applies for both strategy execution and innovation. Simply put, decentralization will help your organization make more informed decisions and move even faster.

Conclusion

As we all know, strategy plays a big role in determining the success of any organization. It essentially sets the upper limit for their performance, and a poor one will prevent the organization from ever reaching its full potential.

But, in any industry, there are likely dozens if not hundreds of companies with great, often even nearly identical strategies. Some just seem to pull it off, where others don’t.

Thus, it’s the implementation that makes the difference and really determines the success of an organization, and planning for execution and adapting to a changing reality must be crucial parts of your strategy from the get-go.

Image credits: Unsplash, Jesse Nieminen, unsplash

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Co-creating Future-fit Organizations

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Co-creating Future-fit Organizations

GUEST POST from Janet Sernack

In our second blog in this series of three, we opened the door to a threshold for a new kind of co-creative, collaborative and cohesive team spirit that catalyzes change through “innovation evangelism”. Focusing on building both internal and external talent, through empowering, equipping, and enabling internally cohesive and effective innovation teams.  They apply their collaborative and collective intelligence towards initiating open innovation initiatives co-creating future-fit organizations that are human-centric, adaptive, engaging, inclusive, collaborative, innovative, accountable, and digitally enabled.

Innovation evangelists are change catalysts who courageously experiment with different business models and processes, to crowdsource broad and deep innovation capabilities. Usually in new ways that breakthrough corporate antibodies and barriers and deliver sustainable, meaningful, and purposeful change.  Where, according to the recent Ideascale “Crowd Sourced Innovation Report 2021” “crowdsourced innovation capabilities have grown and innovation output indicators like implementation rate and time to implement have improved. In fact, businesses that were able to rapidly adapt and focus on innovation(in 2020) are poised to outperform their peers in the coming years”.

Innovation teams don’t innovate

The purpose of an innovation team is to create a safe environment that unlocks organizational and its key external stakeholder’s collective intelligence and innovation agility (capacity, competence, and confidence) to build the capability to change as fast as change itself.

Where the goal is to create a high performing, connected, and networked workplace culture where people:

  • Understand and practice the common language of innovation, what exactly it means in their organizational context, as well as exactly what value means to current and potential customers as well as to the organization,
  • Develop a shared narrative or story about why innovation is crucial towards initiating and sustaining future success,
  • Have the time and space to deeply connect, collaborate, and co-create value, internally and externally with customers, suppliers, and other primary connection points to build external talent communities and value-adding ecosystems,
  • Maximize differences and diversity of thought within customers as well as within communities and ecosystems,
  • Generate urgency and creative energy to innovate faster than competitors,
  • Feel safe and have permission to freely share ideas, wisdom, knowledge, information, resources, and perspectives, with customers as well as across communities and ecosystems.

How innovation teams learn and develop

Sustaining success in today’s uncertain, unstable, and highly competitive business environment is becoming increasingly dependent on people’s and team’s abilities to deeply learn, adapt and grow. Yet most people and a large number of organizations don’t yet seem to value learning and adaptiveness as performance improvement enablers, especially in enabling people and teams to thrive in a disruptive world.  Nor do they understand how people learn, nor how to strategically develop peoples’ learning agility towards potentially co-creating future-fit organizations that sustain high-impact in VUCA times.

At ImagineNation™ we have integrated the four E’s of learning at work; Education, Experience, Environment, and Exposure with 12 key determining factors for co-creating future-fit organizations that sustain high-impact in VUCA times through our innovation team development, change, learning, and coaching programs.

Case Study Example

  1. Educational customisation and alignment

After conducting desktop research and key stakeholder sensing interviews, we customized our innovation education curriculum specifically to align with the learning needs of the innovation team.

We aligned the program design to the organization’s strategic imperatives, values, and leadership behaviors, we reviewed the results of the previous culture, climate and engagement surveys, as well as the range of business transformation initiatives. We then applied design thinking principles to “bring to life” the trends emerging, diverging, and converging in our client’s and their customer’s industry sectors.

Focusing on:

  • enabling people to perform well in their current roles,
  • building people’s long-term career success,
  • developing their long-term team leadership and membership development capabilities,
  • laying the foundations for impacting collectively towards co-creating future-fit organizations.
  1. Experiential learning a virtual and remote environment

We designed and offered a diverse and engaging set of high-value learning and development experiences that included a range of stretch and breakthrough assignments as part of their personal and team development process.

Focusing on:

  • encouraging people to engage in a set of daily reflective practices,
  • offering a series of customized agile macro learning blended learning options, that could be viewed or consumed over short periods of time,
  • engaging playful activities and skills practice sessions, with structured feedback and debrief discussions,
  • providing an aligned leadership growth individual and team assessment process,
  • introducing key criteria for establishing effective team cohesion and collaboration,
  • linking team action learning activities and evidence-based assignments to their strategic mandate ensuring their collective contribution towards co-creating future-fit organizations.
  1. Environment to support and encourage deep learning

We aimed at creating permission, tolerance, and a safe learning environment for people to pause, retreat, reflect, and respond authentically and effectively, to ultimately engage and upskill people in new ways of being, thinking, and acting towards co-creating future-fit organizations.

Focusing on:

  • developing peoples discomfort resilience and change readiness,
  • encouraging people to be empathic, courageous, and compassionate with one another, to customers as well as to those they were seeking to persuade and influence,
  • allowing and expecting mistakes to be made and valued as learning opportunities and encouraging smart risk-taking,
  • reinforcing individual learning as personal responsibility and team learning as a mutual responsibility and establishing a learning buddy system to support accountability,
  • offering a series of one-on-one individual coaching sessions to set individual goals and support people and the teams’ “on the job” applications.
  1. Exposure to different and diverse learning modalities

We designed a range of immersive microlearning bots by providing regular, consistent, linked, multimedia learning options and a constantly changing range of different and diverse learning modalities.

Focusing on:

  • providing an informative and targeted reading list and set of website links,
  • setting a series of coordinated thought leading webinars, videos, podcasts, and magazine articles aligned to deliver the desired learning outcomes,
  • outlining fortnightly targeted team application and reinforcement tasks,
  • helping the team to collaborate and set and communicate their passionate purpose, story, and key outputs to the organization to build their credibility and self-efficacy,
  • designing bespoke culture change initiatives that the innovation team could catalyse across the organization to shift mindsets and behaviors to make innovation a habit for everyone, every day.

Collectively contributing to the good of the whole

Co-creating future-fit organizations require creativity, compassion, and courage to co-create the space and freedom to discuss mistakes, ask questions, and experiment with new ideas. To catalyse change and help shift the workplace culture as well as crowdsource possibilities through open innovation.

In ways, that are truly collaborative, and energize, catalyze, harness, and mobilize people’s and customers’ collective genius, in ways that are appreciated and cherished by all. To ultimately collectively co-create a future-fit organization that contributes to an improved future, for customers, stakeholders, leaders, teams, organizations as well as for the good of the whole.

This is the final blog in a series of three about catalyzing change through innovation teams, why innovation teams are important in catalyzing culture change, and what an innovation team does, and how they collectively contribute toward co-creating the future-fit organization.

Find out about our learning products and tools, including The Coach for Innovators Certified Program, a collaborative, intimate, and deep personalized innovation coaching and learning program, supported by a global group of peers over 8-weeks, starting Tuesday, October 19, 2021.

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of a human-centred approach and emergent structure (Theory U) to innovation, within your unique context. Find out more

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Implementing Effective Change Management Strategies in Your Organization

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Implementing Effective Change Management Strategies in Your Organization

GUEST POST from Chateau G Pato

Change is an essential aspect of any organization’s growth and success. However, managing change can be a challenging task. Organizations must develop effective change management strategies to ensure smooth transitions and maximize the benefits of change. This article explores two case studies that highlight successful implementation of change management strategies, providing practical insights and lessons learned.

Case Study 1: Organization A – Streamlining Technology Integration

Background:
Organization A, a global technology company, was experiencing productivity challenges due to the lack of streamlined processes and fragmented technology systems. They recognized the need for change to improve efficiency, collaboration, and innovation. However, they faced resistance from employees accustomed to their existing systems.

Change Management Strategy:
Organization A developed a comprehensive change management strategy to address both the technical and human aspects of the change. Key steps included:

1. Communicating the Vision: Clear communication about the vision for change was vital in gaining employee buy-in and support. Organization A conducted town hall meetings, sent regular updates via email newsletters, and used internal social media platforms to foster transparency and encourage feedback.

2. Engaging Stakeholders: Involving employees and stakeholders in the planning and decision-making process created a sense of ownership and empowerment. Organization A formed cross-functional teams to gather insights, address concerns, and design the new technology integration plan collaboratively.

3. Training and Support: Providing adequate training and ongoing support to employees was crucial. Organization A organized training sessions, workshops, and one-on-one coaching to ensure employees gained the necessary skills and confidence to adapt to the new technology.

Results and Lessons Learned:
By effectively implementing their change management strategy, Organization A achieved impressive results. Productivity and collaboration improved significantly, and employees reported higher job satisfaction. The success of this case study demonstrated the importance of clear communication, stakeholder engagement, and robust support mechanisms in driving successful technology integration.

Case Study 2: Organization B – Cultural Transformation

Background:
Organization B, a traditional manufacturing company, recognized the need for a cultural transformation to adapt to a rapidly changing market landscape. They aimed to shift from a hierarchical and siloed culture to a more agile, collaborative, and innovative one. However, existing mindsets and resistance to change posed significant challenges.

Change Management Strategy:
Organization B designed a change management strategy centered around three core pillars:

1. Leadership Alignment: Top-level leaders embraced the change and conveyed a clear commitment to a new culture. They attended workshops, openly discussed the benefits of the transformation, and led by example.

2. Empowering Middle Managers: Organization B acknowledged the crucial role of middle managers in driving change. They provided training, coaching, and equipped them with the necessary skills to effectively communicate and support the transformation to their teams.

3. Cultural Reinforcement: Organization B implemented various activities to reinforce the desired cultural shift. This included recognition and rewards programs, cross-functional collaboration initiatives, and regular feedback mechanisms to monitor progress.

Results and Lessons Learned:
Following the successful implementation of their change management strategy, Organization B witnessed a significant shift in their organizational culture. Employees showed increased collaboration, innovation, and adaptability. This case study highlighted the importance of leadership alignment, empowering middle managers, and ongoing cultural reinforcement for a successful cultural transformation.

Conclusion

Implementing effective change management strategies plays a vital role in facilitating successful organizational transformations. The case studies of Organization A and Organization B demonstrated that clear communication, stakeholder engagement, training, support, leadership alignment, empowering middle managers, and cultural reinforcement are fundamental factors contributing to successful change implementation. By adopting these principles, organizations can navigate change and unleash their potential for growth, innovation, and sustained success.

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

Image credit: Pixabay

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Accelerating Complexity vs. Accelerating Change

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Accelerating Complexity vs. Accelerating Change

Does the quickening pace of change or the accelerating pace of complexity pose a greater threat for humans and organizations?

Change can be incredibly disruptive to both humans and organizations.

So much so that I decided to create a more modern, visual, collaborative and effective set of methods and tools to help organizations beat the 70% change failure rate and better keep pace with the accelerating pace of change – the Change Planning Toolkit™ – introduced in my latest book Charting Change.

In the book I highlight that the pace of change is accelerating, and use the increasing rate of change in the S&P 500’s membership as a proof point:

Innosight Average Company Lifespan

Another proof point is the fact that all of our high technology has been developed in roughly the last 100 years.

There can be no doubt that the pace of change and disruption is quickening.

But how much of the accelerating disruption that we see can be attributed to what I see as an increasing pace of complexity?

If anyone doubts that we live in a time of accelerating complexity, I encourage you to check out the book The Toaster Project by Thomas Thwaites, or this TED talk given by Thomas:

I find this video quite frightening because it highlights how fragile our high-technology society is, and how much we need each other.

If a single person can’t make the simplest of electrical appliances by themselves, even over the course of a year, then imagine the complexity that organizations must manage to make even more complicated products.

Imagine the challenge of making changes to our organizations after we’ve optimized things to successfully manage this complexity.

If both complexity and change are accelerating, how can we cope?

Here are four key ways to better manage complexity and change:

  1. Choose carefully which complexity to inflict upon the organization

  2. Learn how to architect the organization for continuous change

  3. Continuously evaluate your organization’s trade-offs between flexibility and fixedness

  4. Leverage the modern, visual, and collaborative tools from the Change Planning Toolkit™ that are easily adapted to our new virtual work environment

Grab the ten free tools from the Change Planning Toolkit™ before purchasing a license so you can keep these three key frameworks front and center as you plan a more modular and conscious approach to managing the growing complexity in your organization:

  • PCC Change Readiness Framework
  • Organizational Agility Framework
  • Architecting the Organization for Continuous Change

Download the 10 Free Tools

Keep innovating!


Accelerate your change and transformation success

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Design Thinking for Innovation: Strategies to Generate New Ideas

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GUEST POST from Art Inteligencia

Innovation is the driving force behind the success of any organization. In a rapidly evolving world, businesses need to constantly generate new ideas and find creative solutions to stay ahead of the competition. Design thinking has emerged as a powerful approach to encourage innovation by putting the user at the center of the problem-solving process. By empathizing, defining, ideating, prototyping, and testing, design thinking enables organizations to come up with innovative solutions that meet user needs and exceed expectations. In this article, we will explore two case study examples that showcase the effectiveness of design thinking in generating new ideas and fostering innovation.

Case Study 1: Airbnb

Airbnb, an online marketplace for vacation rentals, revolutionized the hospitality industry by utilizing design thinking principles. In the early stages, the founders faced the challenge of building trust between strangers to ensure the success of their platform. Understanding the user’s perspective, the founders discovered that potential guests were hesitant to stay at someone else’s home due to the lack of trust and a fear of the unknown.

To tackle this challenge, Airbnb employed design thinking methodologies to generate innovative ideas. They conducted extensive research, interviewing potential users to understand their concerns and needs. This empathetic approach allowed them to identify the key issues users faced and guided their problem-solving process.

One innovative idea that emerged from this process was the concept of a verified host and guest system. By implementing a robust identity verification process, Airbnb reassured users about the trustworthiness of hosts and guests. This solution helped build trust and elevated the user experience, resulting in increased adoption rates and rapid growth for the company.

Case Study 2: IDEO’s Shopping Cart Project

IDEO, a global design and innovation company, undertook a unique design thinking project aimed at reimagining the shopping cart experience for customers. The project began with deep empathy research, where IDEO’s designers immersed themselves in the customers’ environment, observing their shopping behaviors, and interviewing them to understand their pain points.

After identifying the key challenges, IDEO’s design team brainstormed numerous ideas to improve the shopping cart. They came up with concepts like “the cart as a companion” and “smart shopping carts” which featured innovative functionalities such as personalized shopping recommendations, quick check-out options, and even mobile charging stations.

Prototyping and testing played a vital role in refining the ideas. IDEO created physical prototypes and simulated shopping experiences, allowing real users to test and provide feedback. This iterative process helped IDEO narrow down the design options and eventually develop a more user-centric shopping cart that better aligned with customers’ needs and preferences.

Conclusion

Design thinking has proven to be an effective strategy for generating new ideas and fostering innovation. By prioritizing empathy, defining the problem, brainstorming concepts, prototyping, and testing, companies like Airbnb and IDEO have been able to create transformative solutions that push the boundaries of traditional thinking. By adopting design thinking methodologies, organizations can unlock their creative potential, adapt to changing market demands, and gain a competitive edge in today’s dynamic business landscape.

Bottom line: Futurists are not fortune tellers. They use a formal approach to achieve their outcomes, but a methodology and tools like those in FutureHacking™ can empower anyone to be their own futurist.

Image credit: Pexels

References:
– Brown, T. (2008). Design Thinking. Harvard Business Review, 86(6), 84-92.
– Kelley, T., & Kelley, D. (2013). Creative Confidence: Unleashing the Creative Potential Within Us All. Crown Business.
– Liedtka, J., & Ogilvie, T. (2011). Designing for Growth: A Design Thinking Toolkit for Managers. Columbia University Press.

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Cultural Change Management: Strategies for Success

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Cultural Change Management: Strategies for Success

GUEST POST from Art Inteligencia

In today’s dynamic business environment, organizations often face the need for cultural change to stay competitive and adapt to new market demands. Cultural change management refers to the structured approach and strategies employed by leaders to facilitate successful transformations within an organization’s culture. This article aims to explore effective strategies for cultural change management by presenting two case studies that exemplify successful cultural change initiatives.

Case Study 1 – IBM

IBM, a technology giant, embarked on a significant cultural change management initiative in the 1990s. At the time, the company was facing multiple challenges, including a rigid hierarchy and siloed departments that hindered collaboration. Recognizing the need for change, IBM’s CEO, Lou Gerstner, implemented several strategies:

1. Clear Vision and Communication: Gerstner articulated a clear vision for IBM’s future as a client-focused, solutions-driven company. He communicated this vision extensively to employees, shareholders, and customers, ensuring a unified understanding of the desired cultural transformation.

2. Training and Development: IBM invested heavily in training and development programs to equip employees with the necessary skills to adapt to the changing landscape. The company developed educational programs, such as the “e-business Institute,” which provided training in emerging technologies and client-oriented practices.

3. Collaborative Decision-Making: IBM fostered a culture of collaboration and inclusiveness by involving employees at all levels in decision-making processes. Initiatives such as “World Jam,” an online brainstorming platform, enabled employees worldwide to share ideas and engage in dialogue, breaking down silos and promoting a sense of ownership.

4. Recognizing and Celebrating Success: IBM acknowledged and celebrated the achievements of individuals and teams who embraced the cultural change. This recognition fostered a positive environment, encouraging others to embrace the desired behaviors.

The successful implementation of these strategies led to a cultural shift at IBM, transforming the company from a hardware-focused business to a global technology and consulting leader.

Case Study 2 – Zappos

Zappos, an online retailer renowned for its exceptional customer service, underwent a cultural change management initiative to maintain its strong organizational culture during rapid growth. In 2013, the company implemented a managerial framework called “Holacracy” to enhance employee empowerment, autonomy, and decision-making.

1. Holacracy Implementation: Zappos introduced Holacracy, a non-hierarchical management approach that aimed to distribute authority and decision-making throughout the organization. The framework emphasized self-organization, accountability, and transparency. Employees were grouped into self-governing roles and circles, allowing greater flexibility and adaptability.

2. Employee Involvement: Zappos actively involved employees in the implementation of Holacracy by encouraging their input and soliciting feedback. The company recognized the importance of engaging employees in the change process and allowing them to shape their own work environment.

3. Continuous Learning: Zappos placed a strong emphasis on providing training and support to help employees understand and adapt to the new management framework. Regular workshops, mentoring programs, and knowledge-sharing initiatives were conducted to nurture a learning culture.

4. Respecting Core Values: Throughout the cultural change, Zappos remained committed to its core values of delivering exceptional customer service and maintaining a positive, supportive company culture. This consistent focus on values helped anchor the change within a familiar framework.

Zappos’ cultural change management efforts based on Holacracy resulted in increased employee engagement, operational efficiency, and innovation.

Conclusion

Cultural change management requires a holistic and strategic approach tailored to an organization’s specific needs. The case studies of IBM and Zappos showcase successful strategies, including clear vision and communication, training and development, employee involvement, and upholding core values. These strategies, when implemented effectively, foster a positive cultural shift and enable organizations to thrive amidst change. By embracing cultural change management, companies can remain adaptable, innovative, and ready to meet the challenges of the ever-evolving business landscape.

Image credit: Pixabay

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Adapting to Change: The Power of Futures Research

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Adapting to Change: The Power of Futures Research

GUEST POST from Chateau G Pato

In the modern world, the ability to navigate and anticipate change is essential for success. Futures research is becoming a popular method for strategizing for the future, allowing businesses and other organizations to plan ahead for changes in their industries. Futures research takes a deep dive into trends and events to anticipate and identify possible scenarios for the future, allowing the organization to create plans that will ensure their success in any given situation. Here are two examples of how organizations have used futures research to adapt to changing times and maximize their success.

Case Study #1: Coca-Cola

Coca-Cola is one of the most iconic companies in the world, and it faces intense competition from other soft drink and beverage companies. In order to stay ahead of the game, Coca-Cola has embraced futures research. They often hire futurists to examine current events and trends in their industry, identify possible scenarios for the future, and devise proactive strategies to address them. With the help of their futurists, Coca-Cola used futures research to anticipate the rise of health and wellness trends in the industry and reacted dependently. To capitalize on the changing market, Coca-Cola developed healthier options, including plant-based drinks, juices, and vitamin-infused beverages. These products have been instrumental in helping Coca-Cola remain a competitive leader in the beverage market.

Case Study #2: Walmart

Walmart is another great example of a company that has used futures research to stay ahead of the game. As Walmart faced increased competition from online retailers, the company decided to embrace technology to keep up with changing customer wants and needs. Through futures research, Walmart was able to anticipate customer preferences better and created a plan to stay ahead of the competition. Walmart took a multi-pronged approach that included the development of online shopping options, delivery services, and the use of artificial intelligence. All of these initiatives have allowed the company to stay agile and adapt to changing customer trends in the digital age.

Conclusion

Adapting to change is essential for any organization’s success. Futures research is an invaluable tool for anticipating and predicting change, allowing organizations to create proactive strategies that leverage the opportunities of new trends. Coca-Cola and Walmart are just two examples of how the power of futures research can be used to maximize success in a rapidly changing marketplace.

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

Image credit: Pexels

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Developing a Holistic Strategy for Change Leadership

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Developing a Holistic Strategy for Change Leadership

GUEST POST from Art Inteligencia

Change leadership is a highly sought-after skill in today’s business world. Companies are constantly in a state of flux, and leaders who can successfully manage change are invaluable. Developing a holistic strategy for change leadership is essential for any organization looking to stay competitive.

Change leadership requires a comprehensive approach that takes into account the complexities of the organization and its environment. A holistic strategy for change leadership should include an analysis of the organization’s current situation and future goals, an assessment of the organization’s strengths and weaknesses, and an understanding of the external environment. It should also involve a thorough analysis of the organization’s culture, values, and systems, as well as a plan for how to address any potential resistance to change.

Once the organization’s current situation and desired future state have been identified, it is important to develop a plan for how to get there. This plan should include clear objectives, a timeline for achieving each goal, and a strategy for how to implement the changes. It should also include an evaluation process to ensure that the organization is progressing towards its goals and identify areas that need improvement.

Communication is key to successful change leadership. Leaders must be able to effectively communicate the objectives and timeline of the change initiative to the entire organization. It is also important to ensure that everyone involved in the process understands their role and is willing to take responsibility for their part. Regular feedback should be sought in order to keep the process on track and to identify any potential roadblocks.

Taken differently, here are eight key components that should be part of any holistic strategy for change leadership:

1. Create a Vision and Goals: Establish clear and measurable objectives for the change process.

2. Understand the Change: Conduct research to identify the drivers of change and the underlying dynamics of the organization.

3. Develop a Change Plan: Create a comprehensive plan that outlines the steps necessary to achieve the desired change.

4. Communicate the Plan: Clearly and consistently communicate the change plan to all stakeholders.

5. Engage Stakeholders: Establish meaningful relationships with stakeholders to ensure their support and commitment to the change process.

6. Implement the Plan: Develop and implement the resources and processes necessary to effect the change.

7. Monitor Progress: Track the progress of the change process and make necessary adjustments.

8. Reinforce the Change: Establish processes to reinforce the desired behaviors and ensure long-term success.

Finally, it is important to recognize that successful change does not happen overnight. Change initiatives often require a long-term commitment and dedication from everyone involved. Leaders need to be patient and supportive of the process, and be willing to make adjustments as needed.

Developing a holistic strategy for change leadership is essential for any organization looking to remain competitive. Taking the time to thoroughly analyze the organization’s current situation, understand its culture and values, and create a plan for how to implement change is the key to success. With a well-thought-out strategy and effective communication, change can be successfully managed, and the organization can reach its goals.

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13 Change Management Experts Share Their Tips

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13 Change Management Experts Share Their Tips

Recently my colleague Daniel Lock collected and published points-of-view (POV) from 13 change management experts on implementing fast, dramatic and powerful change.

Here is mine:

If your change effort or project begins in a Microsoft Word document, you’re already in a whole world of trouble. Change is a human endeavor, so the most powerful way to embark on creating a dramatic and powerful change on an aggressive timeline is to surface the key challenges and opportunities as early as possible.
That doesn’t happen with a single individual tapping away at the keys entering prose or data into a traditional project charter. Instead, I recommend taking the following three steps to accelerate your change effort or project and increase its chances of success:

1. Evaluate the Change Readiness of Your Organization

Too often we just jump in and announce the start of projects and change initiatives without even looking around to see if the resources that are going to be crucial to our success are even available.

Convene a cross-functional change planning team to identify the resources you are going to need to successfully complete the project (physical, financial, human, etc.). Then begin to draft an initial high level project schedule including when different resources will need and map that against their availability (including their commitments to other existing and potential projects and change initiatives) to create a change readiness heat map.

My PCC Change Readiness Framework and Worksheet from the Change Planning Toolkit™ are also useful tools for evaluating your change readiness.

2. Architect Your Organization for Change

One of the biggest barriers to successful change initiatives is viewing change management as a subset of project management when we should really all be instead viewing project management as a subset of change management, and but one of Five Keys to Successful Change.

Consciously approaching the design of our organization and how it operates from the outside as changes in the environment dictate changes inside our organization can benefit from using a tool like the Architecting the Organization for Change framework.

3. Develop a Holistic View of the Change You’re Trying to Make

Change planning should never be a solo activity. You must identify those individuals who can verbalize the current and desired states, the risks and resources, identify the potential barriers and benefits, craft effective communications, etc.

You need to also involve people who know how to leverage a human-centered approach to affecting change using The Eleven Change Roles and who can build and maintain momentum by understanding and harness The Eight Change Mindsets that cause people to choose change.

I truly believe that only by taking a more visual, collaborative approach to change and capturing the key information on a single page using the Change Planning Canvas™ as you build your change plan, will you ever create and sustain the alignment necessary to beat the 70% change failure rate.

Click here to read responses from the 12 other change management experts


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