Tag Archives: success

Four Lessons Learned from the Digital Revolution

Four Lessons Learned from the Digital Revolution

GUEST POST from Greg Satell

When Steve Jobs was trying to lure John Sculley from Pepsi to Apple in 1982, he asked him, “Do you want to sell sugar water for the rest of your life, or do you want to come with me and change the world?” The ploy worked and Sculley became the first major CEO of a conventional company to join a hot Silicon Valley startup.

It seems so quaint today, in the midst of a global pandemic, that a young entrepreneur selling what was essentially a glorified word processor thought he was changing the world. The truth is that the digital revolution, despite all the hype, has been something of a disappointment. Certainly it failed to usher in the “new economy” that many expected.

Yet what is also becoming clear is that the shortcomings have less to do with the technology itself, in fact the Covid-19 crisis has shown just how amazingly useful digital technology can be, than with ourselves. We expected technology and markets to do all the work for us. Today, as we embark on a new era of innovation, we need to reflect on what we have learned.

1. We Live In a World of Atoms, Not Bits

In 1996, as the dotcom boom was heating up, the economist W. Brian Arthur published an article in Harvard Business Review that signaled a massive shift in how we view the economy. While traditionally markets are made up of firms that faced diminishing returns, Arthur explained that information-based businesses can enjoy increasing returns.

More specifically, Arthur spelled out that if a business had high up-front costs, network effects and the ability to lock in customers it could enjoy increasing returns. That, in turn, would mean that information-based businesses would compete in winner-take-all markets, management would need to become less hierarchical and that investing heavily to win market share early could become a winning strategy.

Arthur’s article was, in many ways, prescient and before long investors were committing enormous amounts of money to companies without real businesses in the hopes that just a few of these bets would hit it big. In 2011, Marc Andreesen predicted that software would eat the world.

He was wrong. As the recent debacle at WeWork, as well as massive devaluations at firms like Uber, Lyft, and Peloton, shows that there is a limit to increasing returns for the simple reason that we live in a world of atoms, not bits. Even today, information and communication technologies make up only 6% of GDP in OECD countries. Obviously, most of our fate rests with the other 94%.

The Covid-19 crisis bears this out. Sure, being able to binge watch on Netflix and attend meetings on Zoom is enormously helpful, but to solve the crisis we need a vaccine. To do that, digital technology isn’t enough. We need to combine it with synthetic biology to make a real world impact.

2. Businesses Do Not Self Regulate

The case Steve Jobs made to John Sculley was predicated on the assumption that digital technology was fundamentally different from the sugar-water sellers of the world. The Silicon Valley ethos (or conceit as the case may be), was that while traditional businesses were motivated purely by greed, technology businesses answered to a higher calling.

This was no accident. As Arthur pointed out in his 1996 article, while atom-based businesses thrived on predictability and control, knowledge-based businesses facing winner-take-all markets are constantly in search of the “next big thing.” So teams that could operate like mission-oriented “commando units” on a holy quest would have a competitive advantage.

Companies like Google who vowed to not “be evil,” could attract exactly the type of technology “commandos” that Arthur described. They would, as Mark Zuckerberg has put it, “move fast and break things,” but would also be more likely to hit on that unpredictable piece of code that would lead to massively increasing returns.

Unfortunately, as we have seen, businesses do not self-regulate. Knowledge-based businesses like Google and Facebook have proven to be every bit as greedy as their atom-based brethren. Privacy legislation, such as GDPR, is a good first step, but we will need far more than that, especially as we move into post-digital technologies that are far more powerful.

Still, we’re not powerless. Consider the work of Stop Hate For Profit, a broad coalition that includes the Anti-Defamation League and the NAACP, which has led to an advertiser boycott of Facebook. We can demand that corporations behave how we want them to, not just what the market will bear.

3. As Our Technology Becomes More Powerful, Ethics Matter More Than Ever

Over the past several years some of the sense of wonder and possibility surrounding digital technology gave way to no small amount of fear and loathing. Scandals like the one involving Facebook and Cambridge Analytica not only alerted us to how our privacy is being violated, but also to how our democracy has been put at risk.

Yet privacy breaches are just the beginning of our problems. Consider artificial intelligence, which exposes us to a number of ethical challenges, ranging from inherent bias to life and death ethical dilemmas such as the trolley problem. It is imperative that we learn to create algorithms that are auditable, explainable and transparent.

Or consider CRISPR, the gene editing technology, available for just a few hundred dollars, that vastly accelerates our ability to alter DNA. It has the potential to cure terrible diseases such as cancer and Multiple Sclerosis, but also raises troubling issues such as biohacking and designer babies. Worried about some hacker cooking up a harmful computer virus, what about a terrorist cooking up a real virus?

That’s just the start. As quantum and neuromorphic computing become commercially available, most likely within a decade or so, our technology will become exponentially more powerful and the risks will increase accordingly. Clearly, we can no longer just “move fast and break things,” or we’re bound to break something important.

4. We Need a New Way to Evaluate Success

By some measures, we’ve been doing fairly well over the past ten years. GDP has hovered around the historical growth rate of 2.3%. Job growth has been consistent and solid. The stock market has been strong, reflecting robust corporate profits. It has, in fact, been the longest US economic expansion on record.

Yet those figures were masking some very troubling signs, even before the pandemic. Life expectancy in the US has been declining, largely due to drug overdoses, alcohol abuse and suicides. Consumer debt hit record highs in 2019 and bankruptcy rates were already rising. Food insecurity has been an epidemic on college campuses for years.

So, while top-line economic figures painted a rosy picture there was rising evidence that something troubling is afoot. The Business Roundtable partly acknowledged this fact with its statement discarding the notion that creating shareholder value is the sole purpose of a business. There are also a number of initiatives designed to replace GDP with broader measures.

The truth is that our well-being can’t be reduced to and reduced to a few tidy metrics and we need more meaning in our lives than more likes on social media. Probably the most important thing that the digital revolution has to teach us is that technology should serve people and not the other way around. If we really want to change the world for the better, that’s what we need to keep in mind.

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

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

Transformation Insights – Part Two

Transformation Insights - Part Two

“The world needs stories and characters that unite us rather than tear us apart.”~ Gale Anne Hurd, Producer of Aliens and The Terminator

GUEST POST from Bruce Fairley

In my early years I was fortunate to spend some time on film sets. Unlike how the entertainment industry is portrayed in the Netflix series, The Movies that Made Us, I did not come to blows with any of my directors as Eddie Murphy apparently did with John Landis during the making of Coming to America. Nor did I witness an entire crew mutiny, as James Cameron did on Aliens. Instead, I often saw the same dynamic I’ve witnessed in the tech sector from the first moment I stepped off set and into I.T.

People coming together.

Skilled, diverse, passionate people hard at work fighting against miscommunication, technical issues, and time constraints – coming together to achieve something significant. I referred to this in my previous Transformation Insights post, The Future Always Wins as:

Collaboration Between Complementary Influencers.

This dynamic is as true of a film set as it is of a firm engaged in digital transformation. In both cases, expertise in various areas is required to create a successful whole, with C-Suite leaders in the corporate sphere tasked with providing the articulated vision at the helm. Of course, the success of any endeavor comes down to human-powered action and decision making at every level of execution. And while the challenges of a digital transformation project may not be as bone-breaking dangerous as the stunts in an action film, getting to greatness requires a similar fusion of mind and machine – of talent and technology.

If that sounds like The Terminator, consider that its box office success speaks to the fusion of mind and machine as an unstoppable trajectory – but those who deepen their humanity rather than succumb to machine rule are the heroes that triumph. This was mirrored in the making of the film, which was nearly shut down when the crew put down their tools. Addressing their humanity and acknowledging the value of their contribution changed the story from disaster to blockbuster.

Humans lead – technology serves. Not the other way around.

When that is reversed, dystopia ensues whether on screen or in the boardroom. Having witnessed many occasions in which technology was expediently obtained before its value to the user could be established, I am convinced we have lost the plot in telling a wider, corporate story. Technology was supposed to liberate not enslave. Instead, how many times have you attended a Zoom meeting or prepared weeks for a presentation only to discover the sound not working, the slide deck freezing, or even a hidden ‘on’ button? These may be simple examples, but they rob the intrepid hero of the corporate journey; the chance to shine and advance their creative talent much like the crew of Aliens putting down their tools. Now multiply that by the large scale digital transformation projects I’ve spearheaded, and it becomes clear how a broken axis between human-powered decision making and technology can break the bottom line.

Optimism and momentum towards a more positive, successful outcome hinges on more than technological expertise. It requires an understanding of the whole story – and how the team, tech, leadership, and consumers each play a role. The story you wish to tell about your corporate journey requires buy-in at every level of service – human and tech. Obstacles are not indictments, they are merely obstacles. But they do often require a third-party complementary collaborator that understands how to transform pitfalls into profits.

When I launched the Narrative Group I wanted to amplify the genius of C-Suite executives through the optimization of the business-tech relationship. Similarly to how I observed the inner workings of a set and how all the pieces had to fit together to create a screen success, I spent years observing digital transformation from the inside. Across continents and boardrooms, I learned, led, and transformed as well. This only increased my commitment to helping talented leaders tell their story successfully.

If you’re a C-Suite leader that would like to storyboard the trajectory of your corporate success, please feel free to reach out and continue the conversation at:

connect@narrative-group.com

Image Credit: The Narrative Group

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

Transformation Insights

Future Always Wins

“The most damaging phrase in the language is, ‘We’ve always done it this way!”
Grace Murray Hopper

GUEST POST from Bruce Fairley

Nearly a century ago in 1923, General Motors made an evolutionary leap in car design with the chemical expertise of Dupont. Debuting the new Duco paint technology, they introduced consumers to a range of car colors, thus giving the Second Industrial Revolution more variety. This was antithetical to rival Henry Ford’s ‘keep it plain to make it rain’ approach. One car – one color was his contribution to humanity. But the robotic consistency that made Ford a legend also became his Achilles heel as glamor and luxury disrupted the auto business and he was dragged kicking and screaming into the future.

When people say ‘it’s lonely at the top’ – it’s not. It’s crowded with competition. In today’s Fourth Industrial Revolution – or Industry 4.0 – leaders that have the courage to change are able to do what some titans haven’t been able to do.

Pivot. Quickly.

Technological leaps have now advanced to an accelerated rate unprecedented in human history. Change is no longer a left curve surprise, but rather a constant evolution that offers both potentially great reward – and great risk. If growth doesn’t drive change – danger will. Visionary leaders navigate today’s ‘wild west’ landscape with an intelligent team approach. One that re-aligns technology to serve business goals rather than other way around.

But this is not a solo mission. Evolution thrives in collaboration, whether it’s upending an industry or upleveling a medium sized firm into a scalable trajectory. Optimizing the tech-business relationship takes multiple points of expertise and objective study. Where technology currently serves – and where it’s poised to strike is a critical question at the heart of any digital transformation worth undertaking. This may not be obvious at first glance. A previously valuable ‘built to last’ feature may now be hindering ‘built to evolve’ capabilities.

That is one reason why C-Suite leaders often turn to digital transformation firms such as The Narrative Group to fix the gap between their current technological resources and their ambitions. Just as GM partnered with Dupont to dazzle consumers nearly a hundred years ago, corporations that wish to present their best offer to the world need a similar confluence of five positive elements:

  • Collaboration Between Complementary Influencers
  • Creative and Analytical Engagement
  • Smart Use of Technology
  • Human Powered Learnability

And most importantly … The Willingness to Change Because the future always wins.

When I founded The Narrative Group, it was partly in response to this need for collaboration that I saw as critical to a corporation’s evolution. Going a step beyond ‘consulting’ to helping construct a corporation’s best future allows me to contribute to the safeguarding of that future for the many people that rely on a corporation’s healthy bottom line to build their own lives. Human potential is measured not only in outcome but also the way in which that outcome is achieved. Effective collaboration requires three key pillars that support an evolutionary leap:

  • Trust between the internal leadership team and the digital transformation firm hired to consult.
  • Transparency in the process from first contact through recommendations.
  • Trajectory in implementing recommendations in a way that maximizes the potential benefits.

This is part of a larger conversation that I enjoy having with clients and within my own team. I will elaborate on some of these points in future posts, but for now I hope I’ve sparked some reflection about the strength of character great leaders exhibit when they choose to master change rather than be blindsided by it.

If you’re a C-Suite leader that would like to discuss your corporation’s Industry 4.0 evolution and how to advance towards a best future outcome that aligns with your vision, reach out at:

connect@narrative-group.com

Looking forward to continuing the conversation…

Image Credit: The Narrative Group

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

Taking Personal Responsibility – Seeing Self as Cause

Taking Personal Responsibility – Seeing Self as Cause

GUEST POST from Janet Sernack

In our last two blogs on Taking Personal Responsibility, we stated that when people aren’t taking personal responsibility, they cannot be accountable, they will fail in their jobs, and their teams, and fail to grow as individuals and as leaders. Taking personal responsibility is an especially crucial capability to develop self-awareness and self-regulation skills in the decade of both disruption and transformation. It all starts with seeing self as the cause of what happens to us, rather than baling it on the effects events and problems have on us! Where people can learn to recognize the structures at play in their lives and change them so that they can create what they really want to create in their lives, teams, or organizations.

In the last two blogs, we shared a range of tips for shifting people’s location, by creating a line of choice, to help them shift from being below the line and blaming others for their reactive response, to getting above the line quickly.  Through shifting their language from “you, they and them” to “I, we and us” and bravely disrupting and calling out people when they do slip below the line. How doing this allows people to also systemically shift across the maturity continuum, from dependence to independence and ultimately towards interdependence.

In a recent newsletter Otto Scharmer, from the Presencing Institute states “Between action and non-action there is a place. A portal into the unknown. But what are we each called to contribute to the vision of the emerging future? Perhaps these times are simply doorways into the heart of the storm, a necessary journey through the cycles of time required to create change”.

Creating the place – the sacred pause

When I made a significant career change from a design and marketing management consultant to becoming a corporate trainer, one of the core principles I was expected to teach to senior corporate managers and leaders was taking personal responsibility.

Little knowing, that at the end of the workshop, going back to my hotel room and beating myself up, for all of the “wrongs” in the delivery of the learning program, was totally out of integrity with this core principle.

Realising that when people say – those that teach need to learn, I had mistakenly thought that I had to take responsibility for enacting the small imperfections I had delivered during the day, by berating myself, making myself “wrong” and through below the line self-depreciation!

Where I perfectly acted out the harmful process of self-blame, rather than rationally assessing the impact of each small imperfection, shifting to being above the line where I could intentionally apply the sacred pause:

  • Hit my pause button to get present, accept my emotional state,
  • Connect with what really happened to unpack the reality of the situation and eliminate my distortions around it,
  • Check-in and acknowledge how I was truly feeling about what happened,
  • Acknowledge some of the many things that I had done really well,
  • Ask myself what is the outcome/result I want for participants next program?
  • Ask myself what can I really learn from this situation?
  • Consciously choose what to do differently the next time I ran the program.

I still often find myself struggling with creating the Sacred Space between Stimulus and Response and have noticed in my global coaching practice, that many of my well-intentioned clients struggle with this too.

The impact of the last two and a half years of working at home, alone, online, with minimal social interactions and contact, has caused many of them to languish in their reactivity, and for some of them, into drowning in a very full emotional boat, rather than riding the wave of disruptive change.

Being the creative cause

In our work at ImagineNation, whether we help people, leaders and teams adapt, innovate and grow through disruption, their ability to develop true self-awareness and be above the line is often the most valuable and fundamental skill set they develop.

It then enables us to make the distinction that creating is completely different from reacting or responding to the circumstances people find themselves in by applying the sacred pause.

When people shift towards seeing self as the cause they are able to create and co-create what they want in their lives, teams or organization by learning to create by creating, starting with asking the question:

  • What result do you want to create in your life?
  • What is the reality of your current situation?

This creates a state of tension, it is this tension that seeks resolution.

In his ground-breaking book The Path of Least Resistance Robert Fritz, goes on to describe and rank these desired results as “Fundamental Choices, Primary Choices, and Secondary Choices.”

Because there is one thing that we can all do right and is totally in our control – is to shift towards seeing self as the cause and make a set of conscious choices, with open hearts, minds, and wills, as to how we think, feel and choose to act.

“We are the creative force of our life, and through our own decisions rather than our conditions, if we carefully learn to do certain things, we can accomplish those goals.”

We all have the options and choices in taking responsibility, empowering ourselves and others to be imaginative and creative, and using the range of rapid changes, ongoing disruption, uncertainty, and the adverse pandemic consequences, as levers for shifting and controlling, the way we think, feel.

Benefits of seeing self as the cause and being above the line

Applying the sacred pause to make change choices in how we act – and being brave and bold in shifting across the maturity continuum, will help us to cultivate the creativity, interdependence, and systemic thinking we all need right now because it:

  • Helps people self-regulate their reactive emotional responses, be more open-hearted and emotionally agile, and helps develop psychologically safe work environments where people can collaborate and experiment, and fail without the fear of retribution or punishment.
  • Enables people to be more open-minded, imaginative, and curious and creates a safe space for continuous learning, maximizing diversity and inclusion, and proactive intentional change and transformation.
  • Promotes ownership of a problem or challenging situation and helps develop constructive and creative responses to problems and an ability to take intelligent actions.
  • Gives people an opportunity to impact positively on others and build empowered trusted and collaborative relationships.
  • Enables entrepreneurs and innovators to invent creative solutions and drive successful innovative outcomes.
  • Building the foundations for accountability, where people focus their locus of control on what they promise to deliver, enables them to be intrinsically motivated, and take smart risks on negotiating outcomes that they can be counted on for delivering.

Tips for seeing self as the cause and operating above the line

Taking personal responsibility and seeing self as the cause involves:

  • Acknowledging that “I/we had a role or contributed in some way, to the fact that this has not worked out the way “I/we wanted.”
  • Clarifying the outcome or result in you want from a specific situation or a problem.
  • Seeking alternatives and options for making intelligent choices and actions, and using the language of “I/we can” and “I/we will” to achieve the outcome.
  • Replacing avoiding, being cynical and argumentative, blaming, shaming, controlling, and complaining with courageous, compassionate, and creative language and acts of intention.
  • People become victors who operate from “self as cause” where they are empowered to be the creative forces in their own lives by making fundamental, primary, and secondary change choices.
  • Trust your inner knowing and deep wisdom that everything has a specific and definable cause and that each and every one of us has the freedom to choose how to respond to it.

Back to leadership basics

As Stephen Covey says, people need to deeply and honestly say “I am what I am today because of the choices I made yesterday” because it’s not what happens to us, it’s our reactive response to what happens that hurts us.

Being willing to step back, retreat, and reflect on the gap between the results you want, and the results you are getting all starts with stepping inward, backward, and forwards, using the sacred pause, to ask:

  • What happened? What were the key driving forces behind it?
  • How am I/we truly feeling about it?
  • What was my/our role in causing this situation, or result?
  • What can I/we learn from it?
  • What is the result/outcome I want to create in the future?
  • What can I/we then do to create it?

As a corporate trainer, consultant and coach, I found out the hard way that developing the self-awareness and self-regulation skills in taking personal responsibility and seeing self as the cause is the basis of the personal power and freedom that is so important to me, and almost everyone else I am currently interacting with.

It’s the foundation for transcending paralysis, overwhelm, and stuck-ness and activating our sense of agency to transform society and ourselves.

This is the third and final blog in a series of blogs on the theme of taking responsibility – going back to leadership basics. Read the previous two here:

Find out about our learning products and tools, including The Coach for Innovators, Leaders, and Teams Certified Program, a collaborative, intimate, and deeply personalized innovation coaching and learning program, supported by a global group of peers over 9-weeks, starting Tuesday, October 18, 2022. It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus,  human-centric approach, and emergent structure (Theory U) to innovation, and upskill people and teams and develop their future fitness, within your unique context.

Image credit: Pixabay

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

You Must Be Comfortable with Being Uncomfortable

You Must Be Comfortable with Being Uncomfortable

GUEST POST from Janet Sernack

It’s been a tough two and a half for everyone since the COVID-19 crisis began. Some of us have been hit very, very hard, by the impact of the pandemic exacerbated by the rate of exponential change and now, by the impact of the conflict in Ukraine.

As result, many of us are feeling overwhelmed and exhausted and languishing in varying states of anxiety and discomfort. Some of us are struggling with “not knowing” how to deal with the extreme uncertainty existing within our business and personal environments, whilst many of us are optimistically seeking to prepare and manage for what might possibly come next.

At the same time, many of us are seeking collaborative partnerships to support us and explore options for keeping both ourselves, our people, and teams engaged in moving forward creatively in a constantly changing world.  Where both the work environment and the nature of work are in a state of flux, where we are going through exceptional and extraordinary changes, and, where to both survive and thrive, we need to get comfortable with being uncomfortable with it all.

Safely stepping into the unknown

This creates an opening and a threshold to partner with others in resourceful and creative ways to support them, to safely and bravely step into the unknown.

To perceive this unique moment in time as an opportunity for growth, shape-shifting, and change – by empowering and equipping them to cautiously abandon and exit their comfort zones and get comfortable with being uncomfortable. Because the patterned worlds of our “business as usual” existences, which traditionally kept us get comfortable and calm, and helped us stay emotionally and mentally even, free from anxiety and worry to a great degree, are no longer certain, predictable or stable.

Where constant and accelerating change, coupled with uncertainty are the harsh realities of today, and of tomorrow, in the decade emerging as one of both disruption and transformation.

Impact of our neurological survival mechanisms

As humans, we have an internal need for consistency, represented by our internally mapped, largely unconscious, neurological comfort zones, our own unique places for getting comfortable, and amenable to what we habitually do. When we experience cognitive dissonance, in an extremely uncertain and disruptive operating environment, we unconsciously encounter apparent inconsistencies between what is really happening and what we believe to be really true.

As result, we often, mostly unconsciously, slip into our auto-pilot range of varied aggressive and passive defensive, reactive responses: including avoidance, denial, anger, opposition, and resistance to change. Often described as the “retreat, freeze, or take flight or fight” reactions to what is “seemingly” going on. This is because we distort and generalize our thoughts or feelings into believing that have no control over events. Which is a normal and natural neurological, yet primitive, survival mechanism that enables us to cope with the situation.

However, when we operate this way, we lose our personal power and question our abilities to shape and manifest the outcomes we want, or feel we lack the ability to influence others or constructively impact our environments.

Resistance is futile

Manifesting as feelings of discomfort, most of us will do anything to move away from – because we want to avoid pervasive, visceral, challenging thoughts and feelings, derived from our conflicting beliefs and values.  Our auto-responses or neurological urges to remove the discomfort, and typically keep us in our comfort zones, where we procrastinate, make excuses, shift into denial, avoidance, and justification, resulting ultimately, in immobilisation and inaction.

The outcome is that we may feel paralysed, and become inert, inhibiting and preventing us from developing the mindsets, behaviours, and actions required to thrive in the future. Where our only “new normal” will depend on our abilities to flow with constant change, unpredictability, instability, and uncertainty and get comfortable with being uncomfortable.

Hidden costs of resistance

Resistance to change prevents us from:

  • Adapting to the current and future environment is not the survival of the fittest, it’s he or she who is the most adaptive, who ultimately survives, and thrives!
  • Exploiting this moment in time as an opportunity and threshold to improve our confidence, competence, and emotional capacity to effectively transition through the range of professional and personal crises, brought on by uncertainty and disruption.
  • Exploring possibilities and unleashing opportunities available in this moment in time as a turning point to learn and grow, as a coach, leader, or team.
  • Strategizing in the new global, hybrid, and virtual work environment to improve, competitiveness, productivity, and innovation grow our practices and help our members expand their roles, and grow their teams and businesses.
  • Breaking down silos that add to many of our member’s current states of disconnection and loneliness, and inhibit connection and collaboration.
  • Creating permission, tolerance, and safety for members to safely download and let go of their fears and anxieties, share their negativity and pessimism, fears of failure,  and co-create positivity and optimism towards thriving in an uncertain future, together.
  • Embracing the new world of digitisation and experimentation, from implementing change, enhancing individual and organisational agility, and developing the mindsets, behaviours, and skills to be comfortable in constantly changing contexts.

What can we do about it?

  • Being agile and adaptive

In normal times, creating a comfort zone is a healthy adaptation for controlling much of our lives. Yet having the boldness, bravery, and courage in extreme uncertainty, to step up and out of our comfort zones helps us be agile and adaptive in transitioning, growing, and transforming through the enormous challenges, disruptions, and adversities many of us are confronting.

  • Entering the learning zone

In fact, once we do take the first baby steps out of our comfort zones and into our fear zone (fear of loss, blame, shame, envy, punishment, retribution, opposition, being controlled, humiliation, being envied or made wrong) we can safely enter the learning zone. Being in the Learning Zone is the first stopping point toward generating creative energy and expanding our comfort zones.

  • Facing the fear

Doing this builds the foundations for being more comfortable with being uncomfortable by facing, feeling, acknowledging, and letting go of some of our deepest fears by dealing with them rationally and realistically, with empathy and compassion, and without bias and distortion.

  • Reducing our levels of anxiety

By withdrawing, discerning, and deciding to let go of the need to be constantly in charge and in control and be willing to enter the Growth Zone, where everything that happens is a resource for being tolerant, and accepting, of the possibilities for making positive change.

Stepping into being comfortable

This is a great opportunity to co-create a new playbook for ourselves, our people, and their teams by enabling and empowering the mindset shift to the Growth Zone, to transform cognitive dissonance, and use it as the creative tensions toward being comfortable with being uncomfortable.

This involves engaging in a set of consistent and regular practices, to build and support a willingness to embrace change, disruption, and uncertainty, to take on even the impossible.

  1. Hit your Pause Button: retreat from activity, get grounded in stillness and silence, and be fully present to your energetic state. Be mindful and pay deep attention to recognise your patterns, attune to what is really going on, and get unhooked from any internal chatter, stories, and unconscious default patterns.
  2. Label Your Thoughts and Emotions: be fully present and get connected to yourself and to others you are interacting with, feel the feeling, knowing that it is transient.
  3. Acknowledge and Accept: allow yourself to accept and embrace the range of feelings, be empathic, compassionate, and open-hearted with yourself and with others.
  4. Detach from and Observe your Thoughts and Emotions: be willing to create and sustain an open mind, be inquisitive and curious, explore the non-judgemental space between your feelings and how to effectively respond to them.
  5. Identify difficult feelings: as you experience them and find more appropriate ways of responding instead of reacting, be willing to become a “detached observer”.
  6. Be emotionally agile: learn to see yourself as the operating system, filled with possibilities, knowing that you are more than one part of it and flow with it
  7. Be courageous and brave: challenge the status quo, and your habitual thinking, feeling, and decision-making habits and build your confidence to reboot, consistently disrupt yourself and be comfortable with being uncomfortable.
  8. Be imaginative and creative: reimagine your most desirable future state, be optimistic and positive about choosing the best ways to reset, and walk your way forward into the unknown.

Focusing your attention and being intentional

Being comfortable with being uncomfortable, enables us to re-think creates openings and thresholds for developing 21st-century superpowers, limitless possibilities for change, growth, learning, and innovation.

By empowering us to respond positively to uncertainty, and dynamic change that respects and engages people’s values and humanity, in co-creative and innovative ways that improve the quality of people’s lives in ways they value, appreciate, and cherish.

An opportunity to learn more

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 9-weeks, starting Tuesday, May 4, 2022.

It is a blended and transformational change and learning program that will give you a deep understanding of the language, principles, and applications of an ecosystem focus,  human-centric approach, and emergent structure (Theory U) to innovation, and upskill people and teams and develop their future fitness, within your unique context.

Image Credit: Unsplash

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

Developing 21st-Century Leader and Team Superpowers

Developing 21st-Century Leader and Team Superpowers

GUEST POST from Janet Sernack

According to McKinsey & Co, in a recent article The new roles of leaders in 21st-century organizations they say that the focus of leaders, in traditional organisations, is to maximize value for shareholders. To do this effectively, they say that traditional leaders typically play four different roles – the planner (developing strategy and translating it into a plan); the director (assigning responsibility); and the controller (making sure everyone does what they should minimize variance against the plan). Whilst these represent the core and foundational business management and leadership roles essential to successful organisational performance, the world has changed significantly, and traditional organisations are being severely disrupted. Requiring the development of new, adaptive, and supplementary, and new leadership and team roles, which embrace the set of 21st-century superpowers for leaders and teams – strategically supported by digital technologies, and an ecosystem focus to thrive in the face of exponential change and a VUCA world.

Maximizing the dormant space

This creates a space of unparalleled opportunity towards reshaping the world anew by activating what might be considered the dormant space, between traditional leadership roles and the possibility of a set of 21st-century superpowers for leaders and teams.

To be embraced, enacted, and embodied by conscious leaders and collaborative teams in more purposeful, meaningful, and innovative ways that serve people, customers, and the common good.

The new roles of leaders and teams in the 21st century

The leadership paradigm has shifted, in the past 20 years, to focus more on “co-creating meaningful value with and for all stakeholders, expanding beyond shareholders to include customers, employees, partners, and our broader society”.

Taking the stance that in an open system, everyone must win through co-creation, collaboration, experimentation, and innovation that results in delivering great customer experiences.  To retain and sustain current customers, and to attract and attain new ones in an increasingly competitive global marketplace!

Making the key “leadership challenge of our times” as one which cultivates transformative eco-system-led learning and change, nurturing connections, exploration, discovery, creativity, collaboration, experimentation, and innovation at all levels of the system.

Requiring the traditional organisational leadership roles, to shift towards bravely and boldly “stepping into the uncharted territories of future possibility” and weaving these possibilities into the way people work and commune together.

To co-create new “holding spaces” for igniting, harnessing, and activating people’s collective intelligence to embrace and execute change and deliver the desired commercial outcomes their organisation wants.

Openings for unparalleled opportunities

It seems that we not only survived through the emotional and mental anxiety and overwhelm of living in “a world of disruption, drama, and despair” we also saw the range of disruptive events as a “crack” or opening in our operating systems, for unparalleled opportunities.

By intentionally embracing the “key changes that currently reshape all our innovative learning systems” including the action confidence (courage and capacity to step into something new and bring it into being, creating reality as we step into it) to:

  • Deepen the learning cycle (from head-centric to the whole person: heart, head, and gut-centric).
  • Broaden our perspectives and actions (from an individual focus to an eco-system focus).

A moment in time – taking a deep breath

One of the many challenges our collective at ImagineNation™ faced during the Covid-19 pandemic-induced lockdowns (we had six long ones here in Melbourne, Australia over 18 months) was the opportunity to slow down, hit our pause buttons, retreat and reflect and take some very deep and slow breaths.

To make time and space to rethink, respond, regroup, experiment, and play with a range of wondrous, imaginative, and playful ideas, to unlearn, learn and relearn new ways of being, thinking, and acting to sense and actualize a future that is wanting to emerge – even though, then and right now, it was and still is unclear how.

Acknowledging that whilst many of us, and the majority of our clients were experiencing the range of significant emotional reactions, mental stalling, and the anxiety and overwhelm of living in “a world of disruption, drama, and despair” as well as sensing and perceiving the world that is emerging as one of unparalleled opportunity”.

Stepping up and into new spaces of possibility and learning

Individually and collectively, we focussed on a range of rethinking, responding, and regrouping strategies including adopting new 21st-century leadership roles.

Initially by taking responsibility for sustaining our own, our partners, and our families, emotional energy, mental toughness, engagement, and overall wellness.

Then consciously enact and embody the new set of emerging 21st-century leadership roles as visionaries, architects, coaches, and catalysts:

  • Being visionaries: by co-creating a collaborative and global collective of aligned ecosystem partners with clear accountabilities within a virtual, profit share business model.
  • Being architects: by iterating, pivoting and sharing our IP and learning programs to close peoples’ “knowing-doing gaps” to help them unlearn, learn, relearn, reshape and develop their 21st-century superpowers for leaders and teams.
  • Being coaches: by exploring working with the range of innovative new coaching platforms, including BetterUp and CoachHub to better democratize, scale, and share our strengths, knowledge, and skills to help a significant number of people deal more effectively with the impact of virtual hybrid workplaces.
  • Being catalysts: by focussing on partnering with clients to break down their self-induced protective and defensive “silos” to support them to become aware, acknowledge, accept, and resolve their feelings of loneliness, isolation, and disconnection, and overall anxiety.

21st-century superpowers for leaders and teams

It seems that these are just some of the 21st-century superpowers for leaders and teams which act as the foundations necessary to survive and thrive through the emerging decade of both disruption and transformation.

Summing these up into more concrete actions for leaders and teams include cultivating and sustaining these five superpowers:

  1. Transformational Literacy: The ability to increase our capacity to collaborate and co-create across institutional and sector boundaries through “shifting consciousness from ego-system awareness to eco-system awareness.” to pioneer solutions that bridge the ecological, the social, and the spiritual divides existing in the 21st
  2. Nimbleness and Agility: The ability to shift and re-think and re-learn in changing contexts, to quickly experiment, iterate and pivot to adapt and move forwards collaboratively through mindset flips to emerge creative ideas and innovative solutions that are appreciated, valued, and cherished.
  3. Scalability: The ability to rapidly build desired and most relevant internal capabilities, to shift capacity and service levels through increasing creativity, invention, and innovation in ways that meet changing customer expectations, and satisfy their demands and future requirements.
  4. Stability: The ability to maintain “action confidence” and operational excellence under pressure that frees people from the constraints of “getting it right” and allows them to continuously unlearn, learn, relearn and change through “failing fast” or forward, without being blamed or shamed.
  5. Optionality: The ability to “get out of the box” to build and develop value chains, stakeholder engagements, or an ecosystem focus to acquire new capabilities through external collaboration.

Walking the path forward

According to Otto Scharmer, in a recent article “Action Confidence: Laying Down the Path in Walking” the leadership qualities we also need to nurture in order to lean into the current moment and to source the courage to act are: Humility. Vulnerability. Surrender. Trust.

It might be time to hit your own pause button, retreat and reflect, inhale a deep breath in this precious moment in time to develop your path forwards and develop an ecosystem focus and an ecosystem focus and a human-centric, future-fit focus.

To embrace, enact and embody a set of 21st-century superpowers for leaders and teams and reshape your innovative learning systems by developing the action confidence to adopt an ecosystem, whole person, and a whole perspective that contributes to the good of the whole.

Join our next free “Making Innovation a Habit” masterclass to re-engage 2022!

Our 90-minute masterclass and creative conversation will help you develop your post-Covid-19 re-engagement strategy.  It’s on Thursday, 10th February at 6.30 pm Sydney and Melbourne, 8.30 pm Auckland, 3.30 pm Singapore, 11.30 am Abu Dhabi and 8.30 am Berlin. Find out more.

Image credit: Unsplash

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

Everyone hates to fail, why do you?

Everyone hates to fail, why do you?

GUEST POST from Janet Sernack

If you have ever had a significant setback, made a serious mistake, or failed at completing an important task, you will have experienced some kind of deep emotional and visceral, largely unconscious, negative, reactive response to it.

By becoming passively or aggressively externally defensive and blaming and punishing others for the outcome, or by withdrawing internally, and attributing self-blame and self-punishment for what may have happened.

Everyone hates to fail because either type of reactive response stings and causes discomfort, dissonance, sorrow, suffering, and pain since you are feeling ashamed, judged, and shamed by yourself and by others. We need to re-think how we approach and digest failure, to scale and leverage it as one of our 21st-century superpowers.

Sabotaging your chances of success

According to a recent article in Psychology Today, this reactive response triggers your avoidance motivation, which then often exceeds your motivation to succeed!

Describing that the fear of failure causes us to then unconsciously sabotage our chances of success, as well as our ability to cultivate and manifest the superpowers necessary to thrive in the 21st century.

Self-doubt settles us into a denying the need to experiment, and a reluctance, full of excuses, to experiment further with adopting, iterating, and testing new and novel ideas. Or in taking smart risks, that help you connect, explore and discover and design opportunities for making important and necessary, personal and professional changes.

Pivot and adapt to disruptive events

Yet, our ability to experiment, test, validate and iterate creative ideas is critical to surviving and thriving through the current decade of both disruption and transformation – which more of us are viewing as a series of relentless, continuous, and exponential changes, requiring unlearning and radically new learning processes.

In a 2021 Deloitte survey of 2,260 private – and public-sector CXOs in 21 countries, 60% of the respondents said that they believe disruptions like those seen in 2020 will continue. The resulting challenge is underscored by another of the survey’s findings:

Seventy percent of the CXOs do not have complete confidence in their organisation’s ability to pivot and adapt to disruptive events.

This confidence can be developed by re-thinking how we approach and digest failure, to scale and leverage it as a 21st-century superpower.

Developing 21st-century superpowers

Here are the four key superpowers, to be supported by digital technologies:

  • Nimbleness: The ability to quickly pivot and move. (“We used to do this, and now we do that.”)
  • Scalability: The ability to rapidly shift capacity and service levels. (“We used to serve x customers; we now serve 100x customers.”)
  • Stability: The ability to maintain operational excellence under pressure. (“We will persist despite the challenges.”)
  • Optionality: The ability to acquire new capabilities through external collaboration. (“Our ecosystem of partners allows us to do things we couldn’t do previously do.”)

Rethinking our fears of failure

None of these 21st-century superpowers can be developed without experimentation and collaboration.

Where you are able to self-regulate your fears of making mistakes and failure, by becoming a smart risk-taker who willingly, stretches the envelope and steps outside of your safety and comfort zones.

This helps maximise your potential and ability to learn and develop in the growth zone, where we stop self-sabotaging our chances of adapting and learning, succeeding, and growing in an uncertain and unstable world.

Everyone hates to fail because it’s hard to self-regulate the basic emotions of disappointment, anger and frustration, and deep shame. Resulting from and the distorted thinking patterns that accompany failure, often immobilising you which results in an unwillingness and inability to disrupt yourself and take intelligent actions.

Slow down to rethink, respond, regroup, play and thrive

It all starts with leading, teaching, mentoring, and coaching people to slow down, to learn, and appreciate the value of taking “time-out” for retreat and reflection.

At ImagineNation, in last week’s blog, we described how this involves developing regular reflective practices, where people can pay deep attention, and learn how to master these basic emotions and unresourceful thought patterns. How this allows them to be playful and experimental in developing new mindsets, rethinking habits, and resourceful emotional states, which are foundational for developing 21st-century superpowers.

Failure can become valued as a process and resource for effecting significant human-centric change, deepening learning, and improving your future fitness.

Consequences of avoiding failure

According to the same article in Psychology today – “shame is a psychologically toxic emotion because instead of feeling bad about our actions (guilt) or our efforts (regret) shame makes us feel who we are”.

By getting to the core of your egos, your identities, your self-esteem, and your feelings of emotional well-being and resourceful thinking habits.

Because everyone hates to fail, we all unconsciously seek ways of mitigating the implications of a potential failure – “for example, by buying unnecessary new clothes for a job interview instead of reading up on the company – which allows us to use the excuse, “I just didn’t have time to fully prepare.”

Benefits of embracing failure

Rather than succumbing to the notion that everyone hates to fail, it is much more useful to develop healthier ways of embracing and flowing with it which might:

  • Motivate you to reflect deeply to consider and deliberate as to what might be the most intelligent and brave actions to take under the range of circumstances you find yourself in.
  • Inspire you to risk-taking those intelligent actions through developing sound risk anticipation, management, and mitigation strategies that help boost your confidence.
  • Commit to doing just a bit more, in inventive ways that add value to the quality of people’s lives as well to your customer’s experience of your product or service.
  • Encourage you to access your multiple and collective intelligence, be more courageous, compassionate, and creative in co-sensing, co-discovering, co-designing, and co-creating innovative solutions to complex problems.
  • Enable you to learn from others, and harness people’s collective intelligence to adapt and grow, through teaming, in ways that serve the common good.

Tips for rethinking and self-regulating fears of failure

A few tips to support you to rethink, respond, regroup and thrive that we will explore more deeply, through real-life stories and examples, in our next two ImagineNation™ blog posts (November and December):

  1. Be willing to redefine and reframe failure as what it means in your unique context, review past failures and see if you can find benefits that resulted from them.
  2. Set approach goals and not avoidance goals to view failure as a challenge that can be mastered.
  3. Control the controllable by intentionally managing your mindsets, shifting any negative perspective, and unpacking distortion and generalisations about failures and their negative consequences.
  4. Imagine yourself doing well, achieving your goals by composing and painting a picture or image of a desirable and compelling future success.
  5. Develop healthy self-compassion for when you do mess up, make mistakes and fail, by being kind and understanding, and empathic to your won humanness.
  6. Focus on every experience, no matter what it brings is an opportunity for deep learning and creative and inventive change.

Rather than living in a world where everyone hates to fail, why not adopt the rethink, respond, regroup, thrive pattern, be future-fit and develop your set of 21st-century superpowers in the face of the acute disruption of COVID-19?

Where it is expected that the business environment, over the next three to five years, will be the most exciting and innovative period that many of us may learn from and experience in our lifetimes?

Want to know why you might have a fear of failure?

Participate in our online research study “Ten Signs you may have a fear of failure” which we adapted from the article “10 Signs That You Might Have Fear of Failure… and 2 ways to overcome it and succeed” by Guy Winch Ph.D. in Psychology Today. Click here to access the survey.

We will happily share the results and findings with you if you leave your name and email address on the form provided. By sharing these details, you will also qualify for a complimentary 30 minute one on one online innovation coaching session, with one of our global professionally certified coaches to help you overcome your own anxieties and fears about failure and develop your 21st-century superpowers.

Join our next free “Making Innovation a Habit” masterclass to re-engage 2022!

Our 90-minute masterclass and creative conversation will help you develop your post-Covid-19 re-engagement strategy.  It’s on Thursday, 10th February at 6.30 pm Sydney and Melbourne, 8.30 pm Auckland, 3.30 pm Singapore, 11.30 am Abu Dhabi and 8.30 am Berlin. Find out more.

Image credit: Unsplash

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

Building a Successful Innovation Team

Key Strategies and Tips

Building a Successful Innovation Team

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, innovation has moved from a luxury to a necessity. Companies that want to remain competitive must cultivate a strong innovation culture. However, one of the most significant challenges isn’t the idea generation itself; it’s building the right team to bring those ideas to life. Based on years of research, observation, and practice, here are the essential strategies for building a successful innovation team, illustrated with two case studies.

Understanding Innovation Team Dynamics

To build a successful innovation team, one must first grasp the fundamentals of team dynamics. Innovation is inherently interdisciplinary. It thrives at the intersection of different ideas, perspectives, and skill sets. Hence, an innovation team must encompass:

  1. Diverse Skill Sets: Ranging from creative thinking and technical expertise to market understanding.
  2. Cultural Diversity: Different backgrounds and cultures bring varied perspectives.
  3. Interdisciplinary Collaboration: Encouraging collaboration across various departments.

Key Strategies for Building an Innovation Team

1. Recruit for Diversity

The bedrock of an innovative team is diversity. Look beyond the usual candidates. Focus on diversity in skills, backgrounds, ages, and genders. Diverse teams are proven to perform better because they bring multiple perspectives to tackle a problem.

Case Study: Google’s Project Aristotle

Google conducted ‘Project Aristotle,’ an in-depth study of its teams to understand what made them successful. They found that more than the individual talent, the team’s collective dynamic played a crucial role. Teams with diverse membership, both in terms of professional expertise and personal backgrounds, showed higher levels of creativity and problem-solving capabilities.

2. Foster a Culture of Psychological Safety

Team members must feel safe to take risks and express their ideas without fear of ridicule or retribution. This environment, known as psychological safety, is paramount for innovation.

Case Study: Pixar Animation Studios

Pixar, a company synonymous with creativity and innovation, places a high emphasis on psychological safety. During ‘braintrust’ meetings, anyone can give feedback on a project without hierarchy getting in the way. This practice ensures that even the most junior team member feels their input is valuable, fostering a more collaborative and innovative environment.

3. Provide Clear Vision and Objectives

While creativity requires freedom, innovation needs direction. A clear vision and specific objectives help the team align their creative efforts towards common goals.

4. Encourage Experimentation and Accept Failure

Innovation involves risks, and with risks come failures. Encourage your team to experiment and view failures as learning opportunities rather than setbacks.

5. Empower and Autonomy

An innovation team’s potential is unlocked when team members are empowered with autonomy over their projects. This empowers them to take ownership and feel more invested in their work.

Additional Tips for Success

  • Leverage Technology: Implement tools for collaboration, project management, and research to streamline innovation processes.
  • Continuous Learning: Invest in training and development to keep the team’s skills and knowledge up-to-date.
  • Cross-functional Collaboration: Facilitate regular interactions and projects with other departments.

Pulling It All Together

Building a successful innovation team is akin to cultivating a delicate ecosystem. It requires thoughtful selection, nurturing, and the right environment to thrive. By emphasizing diversity, psychological safety, clear objectives, and a culture of experimentation, organizations can unlock their true inventive potential.

Case Study: IBM’s InnovationJam

IBM’s InnovationJam is another excellent example. This massive, online brainstorming event involves IBM employees, clients, and partners. By casting a wide net and fostering an inclusive atmosphere where every participant’s ideas are valued and explored, IBM has been able to generate hundreds of breakthrough ideas, many of which have led to successful new products and services.

Conclusion

The path to successful innovation isn’t paved by luck or mere creativity. It is a strategic endeavor that hinges on building and nurturing the right team. By embracing diversity, fostering a safe and collaborative environment, providing clear direction, and encouraging a culture where failure can lead to progress, companies can build innovation teams that consistently deliver transformative ideas and solutions.

As the saying goes, “Innovation distinguishes between a leader and a follower.” Be the leader who knows how to build, inspire, and sustain an innovation team.

Bottom line: Understanding trends is not quite the same thing as understanding the future, but trends are a component of futurology. Trend hunters 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 and trend hunter.

Image credit: misterinnovation.com

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

Case Studies in Human-Centered Design

Real-Life Examples of Success

Case Studies in Human-Centered Design

GUEST POST from Chateau G Pato

In the dynamic world of design, the concept of human-centered design (HCD) has emerged as a transformative force. It’s a methodology that places the end-user at the core of the design process, ensuring that products, services, and solutions resonate deeply with the people they are intended to serve. This approach is not merely theoretical; it has demonstrable success stories that highlight its profound impact. In this article, I’ll delve into two compelling case studies that exemplify the success of human-centered design in action.

Case Study 1: The Revitalization of London’s Transport System

Context and Challenge

The London Underground, affectionately known as the Tube, is one of the oldest and most complex subway systems in the world. However, by the early 2000s, it was facing serious challenges. Overcrowding, outdated signage, and a sometimes confusing fare system were diminishing user experience and operational efficiency.

Human-Centered Approach

Transport for London (TfL) decided to employ a human-centered design approach to revamp their services. They started by conducting extensive user research to understand the real pain points experienced by the commuters. This included everything from observing commuter behavior and conducting in-depth interviews to gathering feedback through surveys.

Solutions and Implementation

1. Improved Signage and Wayfinding:
TfL introduced a new wayfinding scheme with clear, consistent signage throughout the Tube network. The famous Johnston typeface was refined for readability, and color-coded lines were made more distinct. High-contrast maps and thoughtfully placed signage facilitated easier navigation.

2. Contactless Payment System:
To simplify fare payment, TfL transitioned to a contactless payment system. This innovation allowed passengers to use their debit or credit card directly to pay for their journey, eliminating the need for Oyster cards or paper tickets. This move not only sped up boarding times but also reduced clutter and confusion around ticket machines.

3. Accessibility Enhancements:
TfL significantly improved accessibility by installing ramps, elevators, and step-free routes, making the system more navigable for people with disabilities, parents with strollers, and travelers with heavy luggage. These changes were based on direct feedback from affected users.

Impact and Results

The results were transformative. Commuter satisfaction rates increased, instances of fare evasion decreased, and operational efficiency saw a marked improvement. The contactless payment system became a global benchmark for transit systems worldwide. The Tube’s modernization illustrated how a human-centered approach could breathe new life into a century-old infrastructure, making it more inclusive, efficient, and user-friendly.

Case Study 2: Airbnb’s User-Driven Product Evolution

Context and Challenge

Airbnb, founded in 2008, was a fledgling start-up trying to carve out a niche in the hospitality industry. Initially, the platform struggled with user acquisition and retention, facing skepticism about user safety and reliability.

Human-Centered Approach

Airbnb’s founders, Brian Chesky, Joe Gebbia, and Nathan Blecharczyk, decided to immerse themselves in the user experience. They transformed their apartment into an Airbnb rental to better understand the host experience. Simultaneously, they traveled to meet with users personally, gathering firsthand feedback from hosts and guests.

Solutions and Implementation

1. Professional Photography Program:
One common piece of feedback was the inconsistency in listing photos, which often did not accurately represent the rental properties. Airbnb responded by offering free professional photography services to hosts. This initiative dramatically improved the quality and trustworthiness of property listings.

2. User-Generated Reviews and Ratings:
To build credibility and trust within their community, Airbnb established a robust review and rating system. These user-generated reviews provided transparency and built social proof, essential for reassuring new users of the platform’s safety and reliability.

3. Expanding Customer Support:
Airbnb recognized the need for strong customer support. They bolstered their support teams and introduced a 24/7 helpline to address any issues hosts or guests might encounter. They also created a comprehensive help center, filled with resources and FAQs driven by common user queries.

Impact and Results

These human-centered design interventions proved instrumental in Airbnb’s meteoric rise. High-quality photos increased booking rates, the review system fostered trust, and improved customer support boosted user satisfaction. Airbnb rapidly grew from a niche platform into a global giant, revolutionizing the travel and hospitality landscape.

Conclusion

The successes of London’s Transport System and Airbnb illustrate the transformative power of human-centered design. By prioritizing the needs, behaviors, and feedback of their users, these organizations not only tackled their initial challenges but also set new standards in their respective industries. Human-centered design is not merely a design philosophy; it is a strategic imperative that drives innovation, fosters user loyalty, and ensures sustained success.

As we continue to navigate an increasingly complex and user-driven world, the importance of embracing human-centered design cannot be overstated. These case studies serve as powerful reminders of what can be achieved when we place humans at the heart of the design process. So, let us take a leaf from their book, championing empathy, and user-centricity in all our design endeavors.

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: misterinnovation.com

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

Innovation Metrics that Matter

Measuring Success beyond ROI

Innovation Metrics that Matter

GUEST POST from Art Inteligencia

Innovation is the lifeblood of any successful organization, driving growth, market competitiveness, and industry disruption. Traditionally, Return on Investment (ROI) has been the primary metric used to assess the success of innovation initiatives. However, as innovation evolves and becomes more complex, relying solely on ROI as a measure of success may hinder organizations from realizing their true potential. In this thought leadership article, we explore alternative metrics that capture the multifaceted impact of innovation, presenting two case studies that highlight the importance of measuring success beyond ROI.

1. Beyond Financial Metrics: A Holistic Approach to Measuring Innovation Success
Innovation initiatives extend far beyond the financial aspect, encompassing elements such as market reach, stakeholder satisfaction, brand reputation, and employee engagement. Organizations committed to achieving long-term success must adopt a holistic approach to measuring innovation, going beyond ROI. By leveraging a range of metrics, organizations can gain a comprehensive understanding of the true impact of their innovation efforts. Let us delve into two case studies that exemplify the power of looking beyond traditional ROI metrics.

Case Study 1: Airbnb – Establishing Trust and Experience

Airbnb, the disruptive hospitality platform, revolutionized the way people experience travel accommodations. To gauge the success of their innovation initiatives, Airbnb moved beyond ROI to measure metrics such as customer satisfaction, brand loyalty, and community engagement.

By tracking Net Promoter Score (NPS) and customer feedback, Airbnb discovered that building trust and ensuring positive experiences were crucial aspects of their innovation strategy. These non-financial metrics correlated strongly with increased bookings and customer retention, validating their focus on establishing trust as a key driver of success. By incorporating trust-building initiatives into their metric framework, Airbnb elevated their innovation outcomes and solidified their position as a market leader.

Case Study 2: Tesla – Shaping an Eco-Friendly Future

Tesla, the renowned electric vehicle manufacturer, disrupted the automotive industry with its commitment to sustainability and renewable energy. While financial success is vital, Tesla recognized the significance of measuring metrics that reflected their overall mission.

By capturing metrics related to the reduction of greenhouse gas emissions, the number of miles driven using electric vehicles, and customer testimonials about their environmental impact, Tesla highlighted the broader societal benefits of their innovation initiatives. By showcasing their influence on reducing carbon footprints and contributing to a greener future, Tesla not only attracted investors but also cultivated a loyal customer base. This validation propelled their innovation endeavors forward, reinforcing the importance of considering impact beyond financial returns.

Conclusion

Innovation cannot be adequately captured through a single metric like ROI. Organizations must adopt a more holistic and inclusive approach to assess the true success of their innovation initiatives. By incorporating metrics that delve into customer satisfaction, trust-building, social impact, and employee engagement, organizations can harness the full potential of their innovations. The case studies of Airbnb and Tesla illustrate the power of these alternative metrics, which not only drive sustainable growth but also shape industries and create positive societal change. As businesses focus on measuring success beyond ROI, they can unlock innovation’s immense potential and achieve lasting impact.

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: misterinnovation.com

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