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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:

Diverse Skill Sets: Ranging from creative thinking and technical expertise to market understanding.
Cultural Diversity: Different backgrounds and cultures bring varied perspectives.
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

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Case Studies in Human-Centered Design

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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

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Innovation Metrics that Matter

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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

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Well-being and Innovation

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Prioritizing Employee Happiness for Success

Well-being and Innovation: Prioritizing Employee Happiness for Success

GUEST POST from Art Inteligencia

In today’s fast-paced and competitive world, organizations strive to stay ahead by fostering innovation. However, fostering a culture of innovation goes beyond providing cutting-edge technology or fostering creativity. By prioritizing employee well-being and happiness, companies can unlock the true potential of their workforce. This article explores the link between employee well-being, innovation, and organizational success through an analysis of two compelling case studies.

Case Study 1: Google

Google is renowned for its commitment to employee well-being, creating an environment that fosters innovation and promotes personal happiness. One notable initiative is their implementation of a flexible work schedule. Employees at Google are encouraged to manage their own time and choose when they work best, leading to increased job satisfaction and work-life balance.

Additionally, Google offers a wide range of employee benefits. Wellness programs, such as gym memberships and on-site healthcare facilities, contribute to the physical well-being of Googlers. Investment in mindfulness programs and meditation rooms helps nourish their mental health. Such initiatives not only boost individual well-being but also lead to a more focused and inspired workforce, driving innovation across the organization.

Google’s commitment to employee happiness goes beyond tangible benefits. The company fosters a supportive work environment through open communication, employee empowerment, and transparency. By actively involving employees in decision-making processes and encouraging idea sharing through platforms like “20% Time” (where employees dedicate 20% of their workweek to innovative projects), Google ensures that employees feel valued and motivated. This approach has resulted in various groundbreaking innovations, such as Gmail and Google Maps.

Case Study 2: Patagonia

The outdoor clothing company, Patagonia, is an excellent example of how prioritizing employee well-being drives innovative solutions. Patagonia’s mission statement – “Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis” – aligns with employees’ passion for environmental sustainability.

One of Patagonia’s notable well-being initiatives is its Corporate Social Responsibility (CSR) program. Employees are encouraged to spend up to two months working on environmental projects of their choice, which not only benefits the planet but also enhances their sense of purpose and well-being. This approach promotes innovation by nurturing employees’ interests and allowing them to apply their skills beyond their regular job roles.

Moreover, Patagonia values work-life balance and encourages employees to take time off to enjoy outdoor activities. By prioritizing individual well-being, they recognize that employees return rejuvenated and inspired, leading to increased creativity and innovative thinking in their roles.

Connections and Key Takeaways:

Both Google and Patagonia demonstrate that by prioritizing employee well-being, organizations can drive innovation and achieve success. Key themes emerging from these case studies include:

1. Flexibility and autonomy: Offering flexible work schedules and empowering employees to manage their time leads to increased job satisfaction and productivity.

2. Comprehensive well-being programs: Investing in physical and mental well-being programs contributes to holistic employee welfare, ultimately enhancing productivity and innovation.

3. Purpose-driven work: Aligning organizational goals with employees’ personal values fosters motivation, engagement, and innovative thinking.

4. Work-life balance: Encouraging employees to prioritize self-care and providing opportunities to pursue passions outside of work improves overall well-being, creativity, and problem-solving abilities.

Organizations that prioritize employee well-being and happiness foster an environment that nurtures innovation, engagement, and success. By adopting such practices and learning from the experiences of companies like Google and Patagonia, organizations can unlock the incredible potential of their employees, leading to sustained growth and competitive advantage.

Image credit: Pixabay

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Five Steps to Change Success

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Five Steps to Change Success

GUEST POST from Art Inteligencia

Most people understand that change is inevitable, but few have mastered the art of successfully achieving it. No matter the size or scope of the change you’re trying to make, there are certain key elements that must be present in order to ensure success.

First and foremost, you need to have a clear vision of the desired outcome. What is the ultimate goal of the change? What are the specific steps that need to be taken to get there? It’s important to have this vision in mind so that you can effectively communicate it to the people who will be involved in the change.

Second, you need to have a plan. This plan should include a timeline and milestones that are attainable. It’s important to break the goal down into smaller, more manageable steps so that you can measure and monitor progress.

Third, you need to have the right people in place. It’s essential to have employees or team members who are on board with the change and who have the skills and experience necessary to carry it out. Additionally, having a team leader or manager who is dedicated to the change and can provide guidance and motivation is essential.

Fourth, you need to have the right resources available. This could include time, money, manpower, or material resources. You need to have a clear idea of what resources are available and how they can be best utilized.

Finally, you need to have a system of accountability in place. This means that everyone involved in the change must be held accountable for their actions. This will help ensure that the change is implemented in a timely, efficient manner.

By following these key elements, you can be sure that your change efforts will be successful. With the right vision, plan, people, resources, and accountability, you can make the changes you need and reach your desired outcome.

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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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Change Leadership in the Workplace: Strategies for Success

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Change Leadership in the Workplace: Strategies for Success

GUEST POST from Art Inteligencia

Organizational change is an inevitable part of any workplace, and successful change leadership can provide an invaluable competitive advantage. While many organizations struggle to effectively manage transformation initiatives, effective change leadership is both achievable and essential for workplace success. There are several strategies that organizations can take to ensure successful change leadership in the workplace.

1. Clear Goals and Objectives

The most successful change leadership initiatives begin by identifying clear goals and objectives that are both actionable and measurable. Outlining measurable goals gives organizations a framework for tracking progress, and as well as a roadmap to guide their organizational change efforts. Leaders should set realistic goals, and provide employees with tangible updates to track their progress.

2. Engagement and Communication

In times of change, actively engaging employees and keeping them informed is essential. Leaders must communicate the organization’s new vision to employees, as well as their role in helping move the organization forward. Leaders should create strategies for effective communication, and develop tools to inform stakeholders, such as newsletters, webinars, and town halls.

3. Leading by Example

Leaders should not underestimate the value of showing their commitment to change and leading by example. Leaders should demonstrate a transparent and effective process for implementing change initiatives, thereby creating an open and inclusive working environment. Leaders should involve employees and colleagues in the discussion, and give serious consideration to their ideas and suggestions.

The strategies discussed above can be illustrated through the following two case studies.

Case Study #1 – X Corp.

X Corp. is a multinational organization with offices in seven countries. The organization was in need of a major organizational transformation in order to maintain its competitive advantage. Executive leadership began by identifying clear goals and objectives. The organization then formed a team to outline and develop a comprehensive transformation plan. During this time, executive leadership actively engaged employees by providing regular updates, and soliciting feedback and input through town halls and survey initiatives. Finally, X Corp. demonstrated their commitment to the success of the organizational transformation by involving key staff in the strategic planning process.

Case Study #2 – Y Corp.

Y Corp. is a manufacturing organization that recently underwent a major restructuring. In preparation for the change, executive leadership identified clear objectives, and provided stakeholders with updates and resources. As part of their change leadership efforts, leadership sought feedback from employees, and demonstrated their commitment to change by putting the new organizational policies into practice. To ensure that employees felt engaged and involved in the transition, Y Corp. held town hall meetings, and created a task force to solicit and integrate employee suggestions into the new organizational structure.

Conclusion

With effective change leadership, an organization can create a strong foundation for organizational success. By identifying clear goals and objectives, actively engaging employee stakeholders, and leading by example, organizations can mitigate the risks of disruption and establish strong foundations for transformation.

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Preparing Your Team for Change Leadership Success

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Preparing Your Team for Change Leadership Success

GUEST POST from Art Inteligencia

Change is an ever-present force in the workplace. As technology and customer preferences evolve, organizations must adapt and stay competitive. To ensure successful change, teams need to be well-prepared to handle the new challenges. As a leader, you must be able to provide your team with the support and guidance needed to make the transition seamless.

By following the steps outlined in this article, you’ll be able to prepare your team for change leadership success.

1. Establish Clear Goals and Objectives

The first step to successful change is to create clear objectives and goals. It’s important to communicate these goals to your team from the outset. This will give your team a focus and provide clarity on the desired outcome of the change.

2. Assign Ownership

To ensure that change is successful, it’s important to assign ownership to different team members. This will help to ensure that everyone is on the same page and that everyone has a clear understanding of their tasks and responsibilities.

3. Provide Training

Providing training to your team will help them to gain the skills and knowledge necessary to successfully implement the change. This could include anything from technical training to leadership training.

4. Foster Collaboration

Encourage collaboration between team members so they can work together to find solutions and drive change. This could involve creating a team-building exercise or providing workshops on problem solving.

5. Celebrate Successes

Celebrating successes is an important part of the change process. Acknowledge and reward team members for their hard work and contributions. This will help to keep morale high and motivate team members to continue striving for success.

Case Study 1: Google

Google is a great example of a company that has successfully implemented change. When Google began, it was a search engine company, but since then it has expanded into many different areas. To ensure successful changes, Google has invested heavily in training and education. They also foster collaboration and provide incentives for employees to innovate.

Case Study 2: Apple

Apple is another example of a company that has successfully implemented change. Apple has been able to stay ahead of the competition by continually innovating and introducing new products. To ensure successful change, Apple invests heavily in research and development and provides extensive training and education to its employees.

Conclusion

By following these steps, your team will be well-prepared to handle the challenges of change and become successful leaders. With the right guidance and support, your team can make the transition seamless and help your organization stay competitive.

Image credit: Pixabay

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What’s Your Innovation Story?

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What's Your Innovation Story?

Many, but not all, innovations involve some kind of technology, and start as an invention. Many of these technology-based inventions that may eventually become innovations are created by startups, but many are created inside large companies as well. In both cases, these technology-based potential innovations are often created by engineers or technologists that are well-versed in the problems they are solving to make the technology work, but not always with the problems that the technology may solve for customers. Often the inventors speak the languages of science and technology, which is not always the same language as that understood by the potential customers for their invention that they hope will become an innovation.

As I wrote before in the always popular, and often linked and liked – Innovation is All About Value – there are three keys to achieving a successful transition from invention to innovation:

1. Value Creation

Value Creation is pretty self-explanatory. Your innovation investment must create novel or incremental value large enough to overcome the switching costs of moving to your new solution from the old solution (including the ‘Do Nothing Solution’). New value can be created by making something more efficient or effective, possible that wasn’t possible before, or by creating new psychological or emotional benefits. This creation of new value is what most people focus on, but you can’t achieve innovation without achieving success in the next two components as well.

2. Value Access

Value Access can also be thought of as friction reduction or experience design. How easy do you make it for customers and consumers to access the value you’ve created? How well has the product or service (or the experience of using it) been designed to allow people to access the value easily? How easy is it for the solution to be created? What is the employee experience like? How easy is it for people to do business with you?

These are some of the questions you must ask and answer as you seek to create success in the value access component of innovation.

3. Value Translation

Value Translation is all about helping people understand the value you’ve created and how it fits into their lives. Value translation is also about understanding where on a continuum your solution falls between the need for explanation and education. Incremental innovations can usually just be explained to people because they anchor to something they already understand, but radical or disruptive innovations inevitably require some level of education (often far in advance of the launch).

Done really well, value translation also helps to communicate how easy it will be for customers and consumers to exchange their old solution for the new solution.

Unfortunately, not all three parts of innovation success are equally understood or valued.

Most people understand that the creation of new value (aka value creation) is a key component of innovation success.

Many people understand the concept of barriers to adoption and that value access is thus also a key component to whether or not an invention successfully makes the transformation into an innovation.

BUT, few understand that value translation is probably the most critical component to innovation success. Because value translation inevitably requires both explanation AND education in varying amounts, having a good Evangelist (see The Nine Innovation Roles) that is a gifted storyteller on your innovation team will prove crucial to your innovation success. If people don’t understand how your new solution fits into their lives and why they should abandon their old solution, even if it is the ‘do nothing’ solution, then you stand no chance of your invention becoming an innovation.

And what’s the difference between an invention and an innovation? Wide adoption…

Achieving wide adoption comes not from some catchy advertising campaign, but from creating ridiculous amounts of value in the solution itself, the way that people access the solution (or the experience that they have), and in the story you create around it.

The Role of Experience in Your Innovation Story

Many true innovations create an experience that someone wasn’t able to have before, or take a painful experience and turn it into a delightful one. The automatic transmission liberated millions of people from the struggle of successfully starting a car on a hill and the worry of grinding their gears every time they go to shift gears.

How does using your potential innovation make people feel?

What is the experience like?

Where is the experience awkward or full of friction?

Could it be better?

Experience design has become increasing important because a good or bad user experience, customer experience, or employee experience creates stories, stories that get shared, stories that sometimes take on a life of their own. This is what happens when something goes viral. Sharing of the story itself becomes a new story, meaning that people are now sharing two stories (the original story, and a new story about the sharing of the original story). The power of these shared stories is why the various fields of experience design are growing both in terms of visibility and the numbers of people employed in these kinds of roles (customer experience, customer success, user experience, human-centered design, etc.).

When it comes to innovation, experience and design matter.

Bringing It All Together

Crafting a compelling innovation story requires both a compelling value proposition and a memorable experience. When you have both, your innovation story will be more engaging, easier to tell, and more likely to be shared.

Your innovation story also requires the same type of design thinking process to achieve. You must:

Understand who your audience is
Define what they will find convincing about the value proposition and the experience that your innovation will create
Come up with ideas on how you will tell your innovation story (including the appropriate level of explanation vs. education)
Choose one and prototype your innovation story
Test it with people
And iterate until you find that your innovation story (as well as your potential innovation) is resonating strongly with your target customers

So, plan ahead. Design your innovation story at the same time you’re designing a compelling innovation value proposition and innovation experience. Think about what people will say about your potential innovation as they begin using it. Show it to people and ask them for feedback about your potential innovation. Craft an explanation for it, build an education plan, and test both. Take all of what you learn from asking and testing these things to begin crafting your innovation story, while also refining the design of the product or service, and the experience of using it, to make both more compelling. In doing so, at the same time you’ll also make help your innovation story that much more powerful, and increase your chances of achieving innovation success!

If you need help telling your innovation story, I can help you on the tactical side (commissioned articles, white papers, webinars, collateral, keynotes, workshops, etc.) or by building you a complete innovation evangelism strategy (for an external audience, an internal one, or both). Click here to contact me.

This article originally appeared on CIO.com

Image credit: Dreamlightfugitive.wordpress.com

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Google’s Insights into Successful Teams and Managers

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A little over five years ago I created an evolution of a Gary Hamel framework from The Future of Management that I titled The Innovator’s Framework and included in my popular first book Stoking Your Innovation Bonfire.

The Innovator's Framework

Recently Google recently released some of its extensive research into the skills and character traits of good managers and effective teams, and surprisingly the secret to a high-performing team lies less in the individual team members and more in the broader team dynamics: “Who is on a team matters less than how the team members interact, structure their work, and view their contributions.” High-performing teams, they found, almost always displayed five characteristics:

Google High Performing Teams

According to their research, by far the most important team dynamic is psychological safety – the ability to be bold and take risks without worrying that your team members will judge you. Now have a look at Google’s previous findings on the Eight Characteristics of Great Managers:

Eight Characteristics of Great Managers

When you compare the traits of a successful team, a successful manager, and the heirarchy in The Innovators’ Framework its interesting where the three overlap and where they diverge.

What do you see?

Sources: World Economic Forum
Image Credits: Google re:Work

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