Tag Archives: transformation

Creating the World’s Best Change & Transformation Book

The Perfect Change & Transformation BookOn Friday I was speaking with my publisher Palgrave Macmillan (now part of Springer) about doing a second edition of Charting Change.

This means that my publisher is interested in having me create a new version of Charting Change that would include most, if not all, of the content contained in the first edition, while also adding thousands of words of new insights (plus new pictures and tools).

This causes me to ask you the following questions:

  1. What human-centered change and transformation topics are missing from Charting Change?
  2. What information would the perfect change & transformation book contain?
  3. What tools do change management professionals and transformation leaders need to enjoy greater success in their jobs, projects, and programs?
  4. Toolkit subscribers – which of my new tools should I highlight in the second edition that I didn’t introduce in the first edition?
  5. Who do you think has something compelling to add to the conversation in an additional guest expert section in the book? And what is the topic you want to hear from them on?

Charting Change introduced my Human-Centered Change™ methodology and a suite of 50+ tools available for purchase (book buyers get access to 26 of the 50+ tools). That toolkit has since grown to a collection of 70+ tools available to toolkit subscribers.

Thank you so much to everyone who has supported the first edition thus far and also to my Human-Centered Change™ Toolkit subscribers.

I’m interested to hear in the comments below your thoughts on the questions above!
(or send me an email)

If you don’t already have a first edition copy of Charting Change, you can get one here:

https://www.amazon.com/dp/1137536950/
(support my sharing of free Human-Centered Change & Innovation tools and insights)

And don’t forget to download your Free Human-Centered Change Tools!

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Organizational Change Lessons from Successful Transformations

Organizational Change Lessons from Successful Transformations

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, the ability to adapt and transform is an essential requirement for organizations striving for continued success. However, organizational change is not merely about deploying new technologies or adjusting strategies; it’s about fostering a culture of adaptability and continuous improvement. This article explores this concept further, drawing lessons from notable success stories in organizational change.

Case Study 1: Netflix – Transforming Entertainment

One of the most compelling examples of successful organizational change is Netflix. Originally established as a DVD rental service, Netflix reimagined its business model to become a leading streaming service and a formidable player in content production. This transformation was driven by a forward-thinking leadership team and a company culture that embraced change.

Key to Netflix’s success was its commitment to innovation. By fostering an internal culture that valued agility and customer-focused strategy, Netflix was able to pivot and expand its offerings in response to market demands. The company’s internal processes were designed to support rapid iteration and experimentation, allowing it to respond promptly to consumer behavior shifts.

This transformation teaches us that successful organizational change requires:

  • A Visionary Leadership: Leaders must anticipate market trends and guide their organizations toward future opportunities.
  • Cultural Flexibility: An organizational culture that accepts failure as a learning opportunity encourages innovation and growth.

Case Study 2: IBM – Reinventing Through Innovation

IBM, a company with more than a century of history, has undergone several transformations to maintain its relevance in the competitive landscape. Its most recent transition from a conventional hardware and services company to a modern cloud computing and artificial intelligence giant is particularly noteworthy. IBM’s restructuring involved investing in new technologies, strategic acquisitions, and forming partnerships with leading tech companies.

The restructuring process was challenging but crucial for IBM’s survival. By focusing on building a robust technological infrastructure and upskilling its workforce, IBM managed to transition smoothly into new business domains. Additionally, the company prioritized customer-centric solutions, ensuring their innovations aligned with client needs.

IBM’s change initiative highlights several lessons:

  • Strategic Investment: Investing in emerging technologies and aligning them with company goals is vital for long-term success.
  • Talent Development: Empowering and reskilling employees can drive successful transitions.

Core Lessons in Organizational Transformation

The narratives of Netflix and IBM emphasize key lessons pertinent to organizational change:

  • Adaptability: Organizations must be agile, constantly learning and evolving to maintain their competitive edge.
  • Innovation: A culture that embraces creativity and innovation can navigate uncertainties more effectively.
  • Leadership: Visionary and committed leadership is crucial in inspiring change and driving transformation.
  • Employee Engagement: Involving employees in the change process fosters buy-in and facilitates smoother transitions.

To delve deeper into the principles and practices that lead to effective organizational change, you can explore more on Change Leadership and Embracing Uncertainty and its dynamics in detail.

The Human Element in Change

One aspect that often goes unnoticed in change management is the human element. Change can trigger emotional responses and resistance among employees. Therefore, cultivating an inclusive atmosphere that acknowledges these emotions is essential. Communication and employee involvement lay the groundwork for minimizing resistance and ensuring everyone is aligned with the organizational objectives.

Empowering employees through transparent communication and by offering opportunities for active participation can lead to greater acceptance and a smoother transition process. It’s crucial to consider the human side of change to support effective transformations.

Conclusion

Organizational change is a multifaceted journey that demands strategic vision, cultural adaptation, and inclusive engagement practices. Successful transformations, as demonstrated by Netflix and IBM, are built on the foundation of continuous innovation, investment in talent, and visionary leadership. By integrating these core lessons, organizations can navigate the complexities of change more effectively and ensure sustainable growth.

For additional insights on nurturing innovative practices within your organization, download Braden Kelley’s whitepaper titled Five Ways to Make Your Innovation Culture Smell Better.

In conclusion, the future of organizational success hinges on the ability to adapt and transform. By learning from successful transformations, organizations can develop the resilience necessary to thrive in an ever-evolving world.

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

Image credit: Pexels

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Top 100 Innovation and Transformation Articles of 2021

Top 100 Innovation and Transformation Articles of 2021

2021 marked the re-birth of my original Blogging Innovation blog as a new blog called Human-Centered Change and Innovation.

Many of you may know that Blogging Innovation grew into the world’s most popular global innovation community before being re-branded as InnovationExcellence.com and being ultimately sold to DisruptorLeague.com.

Thanks to an outpouring of support I’ve ignited the fuse of this new multiple author blog around the topics of human-centered change, innovation, transformation and design.

I feel blessed that the global innovation and change professional communities have responded with a growing roster of contributing authors and more than 15,000 newsletter subscribers.

To celebrate we’ve pulled together the Top 100 Innovation and Transformation Articles of 2021 from our archive of over 700 articles on these topics.

We do some other rankings too.

We just published the Top 40 Innovation Bloggers of 2021 and as the volume of this blog grows we may bring back a monthly ranking to complement this annual one.

But enough delay, here are the 100 most popular innovation and transformation posts of 2021.

Did your favorite make the cut?

1. All Leadership is Change Leadership – by Randy Pennington

2. Next Generation Loyalty – Part One – by Braden Kelley

3. Visual Project Charter™ – 35″ x 56″ (Poster Size) and JPG for Online Whiteboarding – by Braden Kelley

4. Where Do Innovation Strategies Usually Go Wrong? – by Jesse Nieminen

5. Black Friday Shows No Loyalty – by Braden Kelley

6. The Fail Fast Fallacy – by Rachel Audige

7. Top 40 Innovation Bloggers of 2020 – by Braden Kelley

8. What is Human-Centered Change? – by Braden Kelley

9. 10 Clever Ways to Stop Ideation Bullies from Hogging Your Brainstorming Sessions – by Howard Tiersky

10. 50 Cognitive Biases Reference – Free Download – by Braden Kelley

11. Free Customer Experience Maturity Assessment – by Braden Kelley

12. The Human-Centered Change Methodology – by Braden Kelley

13. Innovation vs. Invention vs. Creativity – by Braden Kelley

14. America Drops Out of the Ten Most Innovative Countries – by Braden Kelley

15. The One Movie All Electric Car Designers Should Watch – by Braden Kelley

16. Nine Innovation Roles – by Braden Kelley

17. No Regret Decisions: The First Steps of Leading through Hyper-Change – by Phil Buckley

18. Free Innovation Maturity Assessment – by Braden Kelley

19. Myths About Physician Entrepreneurs – by Arlen Meyers

20. Human-Centered Change – Free Tools – by Braden Kelley

21. The Five Keys to Successful Change – by Braden Kelley

22. Discipline Has a Role in Innovation – by Jesse Nieminen

23. Advances in the Management of Worthless Meeting Syndrome – by Arlen Meyers

24. 550 Quote Posters – by Braden Kelley

25. The Jobs-to-be-Done Playbook – by Braden Kelley

26. We Need a More Biological View of Technology – by Greg Satell

27. Free Human-Centered Change Tools – by Braden Kelley

28. Stoking Your Innovation Bonfire – by Braden Kelley

29. The Pyramid of Results, Motivation and Ability – by Braden Kelley

30. Experience Thinking – The Next Evolution for Design Thinking – by Anthony Mills


Build a common language of innovation on your team


31. Scaling Innovation – The What, Why, and How – by Jesse Nieminen

32. Charting Change – by Braden Kelley

33. The Experiment Canvas™ – 35″ x 56″ (Poster Size) – by Braden Kelley

34. To Change the World You Must First Learn Something About It – by Greg Satell

35. Digital Transformation Virtual Office Hours – Session One – by Braden Kelley

36. Lead Innovation, Don’t Manage It – by Arlen Meyers

37. Are doctors wasting their time on entrepreneurship? – by Arlen Meyers

38. What is design thinking? – EPISODE FIVE – Ask the Consultant – by Braden Kelley

39. Zoom Tutorial – Amazing New PowerPoint Background Feature – by Braden Kelley

40. COVID-19 Presents an Opportunity to Create an Innovation Culture – by Pete Foley

41. Increasing Organizational Agility – by Braden Kelley

42. Innovation Requires Going Fast, Slow and Meta – by Greg Satell

43. Remote Project Management – The Visual Project Charter™ – by Braden Kelley

44. Is innovation everyone’s job? – by Braden Kelley

45. What is your level of Innovation Maturity? – by Braden Kelley

46. Flaws in the Crawl Walk Run Methodology – by Braden Kelley

47. Innovation Teams Do Not Innovate – by Janet Sernack

48. We’re Disrupting People Instead of Industries Now – by Greg Satell

49. Don’t Forget to Innovate the Customer Experience – by Braden Kelley

50. Change Management Needs to Change – by Greg Satell


Accelerate your change and transformation success


51. Everyone hates to fail, why do you? – by Janet Sernack

52. Going with the Flow – by John Bessant

53. Can You Be TOO Strategic? – by Howard Tiersky

54. Competing in a New Era of Innovation – by Greg Satell

55. Fast Company is Wrong – by Braden Kelley

56. A New Age Of Innovation and Our Next Steps – by Greg Satell

57. Avoid the Addition Bias – by Paul Sloane

58. Visualizing Project Planning Success – by Braden Kelley

59. Innovation Ecosystems and Information Rheology – by Arlen Meyers

60. Rise of the Evangelist – by Braden Kelley

61. Creating 21st Century Transformational Learning – by Janet Sernack

62. Re-Skilling and Upskilling People & Teams – by Janet Sernack

63. Creating a Movement that Drives Transformational Change – by Braden Kelley

64. How to Scale Your Culture – by Arlen Meyers

65. A Trigger Strategy for Driving Radical, Transformational Change – by Greg Satell

66. Human-Centered Innovation Toolkit – by Braden Kelley

67. You Must Play and Experiment to Create and Innovate – by Janet Sernack

68. Managing Both the Present and the Future – by Janet Sernack

69. Why Change Failure Occurs – by Greg Satell

70. Developing a Future-Fitness Focus – by Janet Sernack

71. Using Intuition to Drive Innovation Success – by Braden Kelley

72. The Academic Intrapreneur Dossier – by Arlen Meyers

73. The Rise of Employee Relationship Management (ERM) – by Braden Kelley

74. An Example of Successful Alchemy – by John Bessant

75. The Dreaded Perfect Entrepreneur – by Arlen Meyers

76. Should intrapreneurs really ask for forgiveness and not permission? – by Arlen Meyers

77. Don’t Stop Thinking About Tomorrow – by Robert B. Tucker

78. Importance of Long-Term Innovation – by Greg Satell

79. Co-creating Future-fit Organizations – by Janet Sernack

80. What you should learn from the Google Health failure – by Arlen Meyers


Get the Change Planning Toolkit


81. Teaching to Win the 4th Industrial Revolution – by Arlen Meyers

82. Catalysing Change Through Innovation Teams – by Janet Sernack

83. Innovation and the Scientific Method – by Jesse Nieminen

84. Being Too Focused on the Test is Dangerous – by Arlen Meyers

85. Architecting the Organization for Change – by Braden Kelley

86. Healthcare Jugaad Innovation of a 17-Year-Old – by Braden Kelley

87. New Capability Mapping Tools for Business Architects – by Braden Kelley

88. How can I create continuous innovation in my organization? – EPISODE TWO – Ask the Consultant – by Braden Kelley

89. Thank You for Your Thinkers50 Nominations – by Braden Kelley

90. Preparing for Organizational Transformation in a Post-COVID World – by Greg Satell

91. Why Change is Hard – by Braden Kelley

92. Building a Better Change Communication Plan – by Braden Kelley

93. What is digital transformation? – EPISODE THREE – Ask the Consultant – by Braden Kelley

94. ACMP Standard for Change Management® Visualization – 35″ x 56″ (Poster Size) – Association of Change Management Professionals – by Braden Kelley

95. Borrow an Idea from a Different Field – by Paul Sloane

96. How to Go From Nail It to Scale It – by Arlen Meyers

97. Innovation in the time of Covid – Satisfycing Organizations – by Pete Foley

98. Sickcare Culture of Conformity versus a Culture of Creativity – by Arlen Meyers

99. Start 2021 with a Free Innovation Audit (Now in Portuguese or English) – by Braden Kelley

100. Outsmarting Those Who Want to Kill Change – by Greg Satell

Curious which article just missed the cut? Well, here it is just for fun:

101. Why so much medical technoskepticism? – by Arlen Meyers

These are the Top 100 innovation and transformation articles of 2021 based on the number of page views. If your favorite Human-Centered Change & Innovation article didn’t make the cut, then send a tweet to @innovate and maybe we’ll consider doing a People’s Choice List for 2021.

If you’re not familiar with Human-Centered Change & Innovation, we publish 1-5 new articles every week focused on human-centered change, innovation, transformation and design insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook feed or on Twitter or LinkedIn too!

Editor’s Note: Human-Centered Change & Innovation is open to contributions from any and all the innovation & transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have a valuable insight to share with everyone for the greater good. If you’d like to contribute, contact us.

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Why Most Corporate Mindset Programs Are a Waste of Time

What to Focus on Instead

Why Most Corporate Mindset Programs Are a Waste of Time

GUEST POST from Alain Thys

You may know that I’m hunting for a Transformation Algorithm

Its goal is to help us move beyond the >70% failure rate of corporate transformations and create transformative experiences for employees, customers and society. Ambitious? Moi?

To get there, I’m walking around the problem.

Looking at it from all perspectives (Japan style). So without claiming expertise in any domain, I’m blending systems thinking with neuroscience, behavioral psychology, philosophy and my background in experience design. There’s even a little math (I couldn’t resist .

It’s a work in progress, but I’m getting there.

Meanwhile, here are some more thoughts as I put together the puzzle. The article starts a bit gloomy, but it ends more upbeat… I promise.

It’s all work in progress in which I’m still improving both language and content.
So don’t hold back on comments, compliments or corrections.

These days, every company wants to see a ‘mindset change’.

People need to be customer-centric. Digital. Agile. Sustainable. Innovative. More in love with the color blue. After all, the consultants, executive trainers and software vendors say this is the future. Not to mention Mark’s metaverse:

To make this happen, organizations unleash a barrage of initiatives

They do enthusiastic presentations. Introduce new KPIs and dashboards. Launch internal communication programs and training academies. Create new journey maps. Introduce AI. Get some fancy software.

Some even call me (obviously the smartest ones ).

At first, the signs are good.

After all, with enough pressure, you can get water to go uphill. Also, any decent third-party consultant or vendor will make sure that employees leave those workshops with a smile and some quick wins. Especially those that show progress in pretty graphs and numbers.

But then – one by one – the ‘old ways’ assert themselves

They raise dozens of practical, budgetary, emotional and IT concerns which are all valid and require the change program to be calibrated. After all, leaders need to be pragmatic. These thousand slight cuts erode the big transformative vision and expectations get lowered. Things might even become as they were.

#endofmindsetchange?

What if we were aiming at the wrong target?

If you look up mindset in a dictionary, you find it is a mental attitude or inclination. The combined set of assumptions, methods and notions with which each of us approaches problems and the world at large (our perspective). Something rooted in the way we view the world and our perception of reality (our paradigm).

This means that every mindset change is in fact a change in perspective or paradigm.

Let me illustrate with a consumer electronics company that wanted to go from product- to customer-centric value propositions. Digging deep, we found that from the engineer’s perspective, the requested mindset change meant letting go of their long held belief that as the world’s best technical experts they knew how to make the best products on the planet (and had the awards and accolades to prove it).

Instead, they had to embrace that the customer knew better what great looked like and their opinion didn’t matter as much as they thought.

If you’ve worked all your life to become that smart and esteemed technical expert, this is an existential pill to swallow. Especially if the only rationale from the top is that “our Net Promoter Score should improve”.

These shifts in perspective lurk in any transformation

Being agile means seeing that we live in a chaotic world where we can never really be sure of our best next step. True sustainability means accepting that there are limits to growth, also ours. Going digital means letting go of activities we have long considered to be uniquely human (ours?). Innovation requires unlearning the orthodoxies and beliefs we may have held since childhood. And so on.

For some people, these steps may be easy. But for most, they can challenge the core of who they are (even if they may not admit this to themselves).

Ignoring this deeper reality can doom your transformation from the start.

If the new KPIs, processes, systems and incentives you introduce do not match the worldview of the people you target, they will reject them. Sometimes they rebel. Sometimes they stand in the way without realizing it themselves. Either way, your culture will eat your strategy for breakfast, lunch and dinner.

So what to do instead?

Frustration

If you want mindset change, focus on the paradigm shift first.

Before you expect people to approach problems differently (mindset), work on the way they perceive these problems and their context. Clearly describe the required paradigm shift in a FROM… TO… statement and make it as compelling as possible. All while acknowledging the uncomfortable bits head on.

Then, give people opportunities to embrace this new narrative through experiential programs (remember: the old brain doesn’t do PowerPoint).

Once they see the world with fresh eyes, the mindset and changes will follow.

Or as my ultimate change guru Antoine de Saint-Exupéry used to say: “if you want to build a ship, don’t drum up the men to gather wood, divide the work and give orders. Instead, teach them to yearn for the vast and endless sea.”

But always remember that your perception as a leader is flawed too.

When you say: ‘I want a mindset change’, you are actually saying: ‘I want you to see the world as I do’.

This is often a big ask, as chances are you live in a world that is more affluent, more educated and more informed (I won’t mention diversity … oops, I did). You probably have a different education, live in a different social media bubble and even shop in different stores. You may even have the freedom to make your own decisions.

Seeing life your way, may not be as easy for someone who has grown up, works and lives in a different context (no value judgment here, just observation).

Inversely, unless you’ve done their jobs and lived their lives, you will have difficulties to imagine the world through the eyes of your people. No matter how you try.

So before you talk about mindset change.

Understand and start from your people’s perspective and then expand it in the direction you propose. And if the gap between the two is too big, consider adapting your strategy.

Perhaps your world view and sense of possibility need an update too.

Image Credits: Pixabay

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Not Everyone Can Transform Themselves

Not Everyone Can Transform Themselves

Here’s What Makes the Difference

GUEST POST from Greg Satell

The conservative columnist John Podhoretz recently took to the New York Post to denounce the plotline of Disney’s new miniseries The Falcon and the Winter Soldier. In particular, he took umbrage with a subplot that invoked the Tuskegee experiments and other historical warts in a manner that he termed “didactic anti-Americanism.”

His point struck a chord with me because, in my many years living overseas, I always found that people in other countries were more than aware of America’s failures such as slavery, Jim Crow, foreign policy misadventures and so on. What they admire is our ability to take a hard look at ourselves and change course.

It also reminded me of something I’ve noticed in my work helping organizations transform themselves. Some are willing to take a hard look at themselves and make tough changes, while others are addicted to happy talk and try to wish problems away. Make no mistake. You can’t tackle the future without looking with clear eyes at how the present came into being.

A Pregnant Postcard

The genesis of shareholder capitalism and our modern outlook on how things are supposed to work can, in some sense, be traced back to Paris in 1900. It was there and then that an obscure graduate student named Louis Bachelier presented his thesis on speculation to a panel of judges including the great Henri Poincaré. It described the fluctuation of market prices as a random walk, a revolutionary, albeit unappreciated, idea at the time.

Unfortunately for Bachelier, his paper went mostly unnoticed and he vanished into obscurity. Then, in 1954, he was rediscovered by a statistician named Jimmie Savage, who sent a postcard to his friend, the eminent economist Paul Samuelson, asking “ever hear of this guy?” Samuelson hadn’t, but was intrigued.

In particular, Bachelier’s assertion that “the mathematical expectation of the speculator is zero,” was intriguing because it implied that market prices were essentially governed by bell curves that are, in many respects, predictable. If it were true, then markets could be tamed through statistical modeling and the economy could be managed much more effectively.

Samuelson, who was pioneering the field of mathematical finance at the time, thought the paper was brilliant and began to actively promote it. Later, Eugene Fama would build Bachelier’s initial work into a full-blown Efficient Market Hypothesis. It would unleash a flurry of new research into financial modeling and more than a few Nobel Prizes.

A Refusal to Reckon

By the 1960s, the revolution in mathematical finance began to gain steam. Much like had happened in physics earlier in the century, a constellation of new discoveries such as efficient portfolios, the capital asset pricing model (CAPM) and, later, the Black-Scholes model for options pricing created a “standard model” for thinking about economics and finance.

As the things gathered steam, Samuelson’s colleague at MIT, Paul Cootner, compiled the most promising papers in a 500-page tome, The Random Character of Stock Market Prices, which became an instant classic. The book would become a basic reference for the new industries of financial engineering and risk management that were just beginning to emerge at the time.

However, early signs of trouble were being ignored. Included in Cootner’s book was a paper by Benoit Mandelbrot that warned that there was something seriously wrong afoot. He showed, with very clear reasoning and analysis, that actual market data displayed far more volatility than was being predicted. In essence, he was pointing out that Samuelson and his friends were vastly underestimating risk in the financial system.

In a response, Cootner wrote that Mandelbrot forced economists “to face up in a substantive way to those uncomfortable empirical observations that there is little doubt most of us have had to sweep under the carpet until now.” He then added, “but surely before consigning centuries of work to the ash pile, we should like to have some assurance that all of our work is truly useless.”

Think about that for a second. Another term for “empirical observations” is “facts in evidence,” and Cootner was admitting that these were being ignored! The train was leaving the station and everybody had to either get on or get left behind.

The Road to Shareholder Value

As financial engineering transformed Wall Street from a clubby, quiet industry to one in which dashing swashbucklers in power ties and red suspenders became “barbarians at the gate,” pressure began to build on managers. The new risk management products lowered the perceived cost of money and ushered in a new era of leveraged buyouts.

A new breed of “corporate raiders” could now get control of companies with very little capital and demand that performance—and “performance” meant stock performance— improve. They believed that society’s interest was best determined by market forces and unabashedly pursued investment returns above all else. As Wall Street anti-hero Gordon Gekko put it, the overall sentiment was that “greed is good.”

Managers were put on notice and a flood of new theories from business school professors and management consultants poured in. Harvard’s Michael Porter explained how actively managing value chains could lead to sustainable competitive advantage. New quantitative methods, such as six sigma, promised to transform management into, essentially, an engineering problem.

Today, the results are in and they are abysmal. In 2008 a systemic underestimation of risk—of exactly the type Mandelbrot warned us of—caused a financial meltdown. We are now in the midst of a second productivity paradox in which technological advance does little to improve our well-being. Income inequality, racial strife and mental health are at historic levels.

Since 1970, we have undergone three revolutions—financial, managerial and digital—and we are somehow worse off. It’s time to admit that we had the wrong theory of the case and chart a new course. Anything else is living in denial.

A Different Future Demands You Reject the Past

Underlying Mr. Podhoretz’s column is a sense of aggrievement that practically drips from each sentence. It’s hard to see the system in which you have succeeded as anything other than legitimate without tarnishing your own achievements. While he is clearly annoyed by what he sees as “didactic,” he seems unwilling to entertain the possibility that a large portion of the country desperately wants to come to terms with our history.

We often see the same thing with senior executives in our transformation work. Yet to chart a new path we must reject the past. As Thomas Kuhn pointed out in his classic, The Structure of Scientific Revolutions, every model is flawed. Some can be useful for decades or even centuries, but eventually circumstances change and they become untenable. After a period of tumult, they collapse and a new paradigm emerges.

What Podhoretz misses about both The Falcon and The Winter Soldier is that they were able to make common cause around the values that they shared, not the history that divided them, and partner on a shared mission. That’s what separates those who are able to transform themselves and those who are not. You need to take a hard look and achieve a level of honesty and integrity with yourself before you can inspire trust in others.

In order to improve we first must look with clear eyes on what needs to be corrected in the first place. To paraphrase President Kennedy, we don’t do these things because they are easy, but because they are worthwhile.

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

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Voting Closed – Top 40 Innovation Bloggers of 2021

Vote for Top 40 Innovation BloggersFor more than a decade I’ve devoted myself to making innovation insights accessible for the greater good, because I truly believe that the better our organizations get at delivering value to their stakeholders the less waste of natural resources and human resources there will be.

As a result we are eternally grateful to all of you out there who take the time to create and share great innovation articles, presentations, white papers, and videos with Braden Kelley and the Human-Centered Change and Innovation team. As a small thank you to those of you who follow along, we like to make a list of the Top 40 Innovation Bloggers available each year!

Our lists from the ten previous years have been tremendously popular, including:

Top 40 Innovation Bloggers of 2015
Top 40 Innovation Bloggers of 2016
Top 40 Innovation Bloggers of 2017
Top 40 Innovation Bloggers of 2018
Top 40 Innovation Bloggers of 2019
Top 40 Innovation Bloggers of 2020

Do you just have someone that you like to read that writes about innovation, or some of the important adjacencies – trends, consumer psychology, change, leadership, strategy, behavioral economics, collaboration, or design thinking?

Human-Centered Change and Innovation is now looking to recognize the Top 40 Innovation Bloggers of 2021.

It is time to vote and help us narrow things down.

The deadline for submitting votes is December 31, 2021 at midnight GMT.

Build a Common Language of Innovation on your team

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions to this web site by an author will be a BIG contributing factor (through the end of the voting period).

You can vote in any of these three ways (and each earns points for them, so please feel free to vote all three ways):

  1. Sending us the name of the blogger by @reply on twitter to @innovate
  2. Adding the name of the blogger as a comment to this article’s posting on Facebook
  3. Adding the name of the blogger as a comment to this article’s posting on our Linkedin Page (Be sure and follow us)

The official Top 40 Innovation Bloggers of 2021 will then be announced here in early January 2022.

Here are the people who received nominations this year along with some carryover recommendations (in alphabetical order):

Adi Gaskell – @adigaskell
Alex Goryachev
Andy Heikkila – @AndyO_TheHammer
Arlen Meyers – @sopeofficial
Braden Kelley – @innovate
Chad McAllister – @ChadMcAllister
Chris Beswick
Dan Blacharski – @Dan_Blacharski
Daniel Burrus – @DanielBurrus
Daniel Lock
Dr. Detlef Reis
David Burkus
Douglas Ferguson
Drew Boyd – @DrewBoyd
Frank Mattes – @FrankMattes
Gregg Fraley – @greggfraley
Greg Satell – @Digitaltonto
Janet Sernack – @JanetSernack
Jeffrey Baumgartner – @creativejeffrey
Jeff Freedman – @SmallArmyAgency
Jeffrey Phillips – @ovoinnovation
Jesse Nieminen – @nieminenjesse
Jorge Barba – @JorgeBarba
Julian Birkinshaw – @JBirkinshaw
Julie Anixter – @julieanixter
Kate Hammer – @Kate_Hammer
Kevin McFarthing – @InnovationFixer
Lou Killeffer – @LKilleffer

Accelerate your change and transformation success

Mari Anixter- @MariAnixter
Maria Paula Oliveira – @mpaulaoliveira
Matthew E May – @MatthewEMay
Michael Graber – @SouthernGrowth
Mike Brown – @Brainzooming
Mike Shipulski – @MikeShipulski
Mukesh Gupta
Nick Partridge – @KnewNewNeu
Nicolas Bry – @NicoBry
Pamela Soin
Paul Hobcraft – @Paul4innovating
Paul Sloane – @paulsloane
Pete Foley – @foley_pete
Ralph Christian Ohr – @ralph_ohr
Richard Haasnoot – @Innovate2Grow
Robert B Tucker – @RobertBTucker
Saul Kaplan – @skap5
Scott Anthony – @ScottDAnthony
Scott Bowden – @scottbowden51
Shelly Greenway – @ChiefDistiller
Soren Kaplan – @SorenKaplan
Stefan Lindegaard – @Lindegaard
Stephen Shapiro – @stephenshapiro
Steven Forth – @StevenForth
Tamara Kleinberg – @LaunchStreet
Tim Stroh
Tom Koulopoulos – @TKspeaks
Yoram Solomon – @yoram

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We’re curious to see who you think is worth reading!

Nominations Closed – Top 40 Innovation Bloggers of 2021

Nominations Open for the Top 40 Innovation Bloggers of 2021Human-Centered Change and Innovation loves making innovation insights accessible for the greater good, because we truly believe that the better our organizations get at delivering value to their stakeholders the less waste of natural resources and human resources there will be.

As a result we are eternally grateful to all of you out there who take the time to create and share great innovation articles, presentations, white papers, and videos with Braden Kelley and the Human-Centered Change and Innovation team. As a small thank you to those of you who follow along, we like to make a list of the Top 40 Innovation Bloggers available each year!

Our lists from the ten previous years have been tremendously popular, including:

Top 40 Innovation Bloggers of 2015
Top 40 Innovation Bloggers of 2016
Top 40 Innovation Bloggers of 2017
Top 40 Innovation Bloggers of 2018
Top 40 Innovation Bloggers of 2019
Top 40 Innovation Bloggers of 2020

Do you just have someone that you like to read that writes about innovation, or some of the important adjacencies – trends, consumer psychology, change, leadership, strategy, behavioral economics, collaboration, or design thinking?

Human-Centered Change and Innovation is now looking for the Top 40 Innovation Bloggers of 2021.

The deadline for submitting nominations is December 24, 2021 at midnight GMT.

You can submit a nomination either of these two ways:

  1. Sending us the name of the blogger and the url of their blog by @reply on twitter to @innovate
  2. Sending the name of the blogger and the url of their blog and your e-mail address using our contact form

(Note: HUGE bonus points for being a contributing author)

So, think about who you like to read and let us know by midnight GMT on December 24, 2021.

We will then compile a voting list of all the nominations, and publish it on December 25, 2021.

Voting will then be open from December 25, 2021 – January 1, 2022 via comments and twitter @replies to @innovate.

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions by an author to this web site will be a contributing factor.

Contact me with writing samples if you’d like to self-publish on our platform!

The official Top 40 Innovation Bloggers of 2021 will then be announced on here in early January 2022.

We’re curious to see who you think is worth reading!

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Digital Transformation – Ask Me Anything on LinkedIn

Digital Transformation - Ask Me Anything on LinkedIn

Ask Me Anything on LinkedIn about Digital Transformation

On Tuesday, August 31, 2021 at 11am EDT I will we be hosting an Ask Me Anything session on LinkedIn about Digital Transformation.

To participate in this first in a series of virtual office hours, you only need do two things:

  1. Follow me on LinkedIn
  2. Visit my LinkedIn profile at 11am EDT this Tuesday, August 31, 2001 and post a comment on the 11am EDT post with your question and I will answer it!

I’ve written extensively about Digital Transformation for a number of publications including CEO World, the HCL Technologies Blog, and of course Human-Centered Change and Innovation. Please feel free to check out some of my writings to inspire your questions August 31st at 11am EDT!

Join me with your questions Tuesday, August 31, 2021 at 11am EDT on LinkedIn!
(watch for the post and add your question as a comment)

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The Rebirth of Blogging Innovation

The Rebirth of Blogging Innovation

Join Us Here at Human-Centered Change and Innovation

Fifteen years ago I started writing Blogging Innovation on a cumbersome platform called Blogger.

It started as a place to share my observations and insights about business and innovation. Leveraging what I learned operating and optimizing the marketing engine powering what is now VRBO.com from Expedia, Blogging Innovation grew.

Blogging Innovation drew an increasingly large audience and its mission grew into:

“Making innovation insights accessible for the greater good.”

This led me to invite other leading innovation voices onto this growing platform to broaden the chorus of voices across a range of innovation-related specialties and topics.

I had the opportunity to go out and do video interviews with luminaries like Dean Kamen, Seth Godin, Dan Pink, John Hagel, and many others, sharing them with you on the blog and via my YouTube channel.

A global innovation community was born with Blogging Innovation transforming into Innovation Excellence and then into Disruptor League before I stepped away.

Recently I posted a slideshow on LinkedIn of the Top 40 Innovation Bloggers of 2020 and in communicating with the authors recognized for their contributions on the list it surfaced that people would be interested in contributing guest posts here.

Please follow the link, give it a like or leave a comment on LinkedIn supporting your favorite author on the list or add a name of someone I should watch for this year’s list.

Because people expressed interest in contributing articles to Human-Centered Change and Innovation, I’ve decided to allow some guest posts from select authors.

Here are the first three:

1. How to Conduct Virtual Office Hours
by Arlen Meyers

2. Innovation organization only thrives along with innovation culture
by Nicolas Bry

3. Catalysing Change Through Innovation Teams
by Janet Sernack

If you’ve contributed articles to Blogging Innovation in the past and are interested in contributing to Human-Centered Change and Innovation, please contact me and I’ll set you up with a user account.

Topics of particular interest include:

  • Innovation Culture
  • Innovation Methods
  • Change and Transformation
  • Human-Centered Design
  • Behavioral Science and Economics
  • Customer Experience and Insights
  • Employee Experience and Engagement
  • Organizational Psychology

Keep innovating!


Accelerate your change and transformation success

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What is Human-Centered Change?

by Braden Kelley

Arriving into the profession of change management and leadership honestly, having led organizational change programs for world-beating organizations like Wunderman and Microsoft, I’m excited to help others take their change efforts to new heights using new tools.

What is Human-Centered Change?

People Are the Heartbeat of Change

It should go without saying that if anything should be human-centered, it should be change. But, ten years ago, and even to a great extent today, the practice of change management is still very much process-centric instead of human-centric.

Worse yet, digital transformations are unfortunately often technology-centric instead of human-centric.

Because of this mismatch between what’s needed to plan and execute change successfully and the tools available to organizational change management (OCM) professionals, I decided to create a Human-Centered Change methodology. At its core is the Change Planning Toolkit and my latest book Charting Change explains how to put the 70+ visual, collaborative tools and frameworks into practice.

Only by using the more visual and collaborative methods that humans prefer can you give yourself the opportunity to literally get everyone all on the same page for change, and to beat the 70% change failure rate.

Are People Ready for Change?

Too often we run head long into yet another change initiative without considering what the levels of change readiness and change saturation are across the organization’s various human, financial and physical resources.

PCC Change Readiness Framework

To help people identify whether the people AND the organization are ready for change I created the PCC Change Readiness Framework. It starts with the organization’s shared understanding history and context and then helps you evaluate various components of:

  1. Psychology
  2. Capability
  3. Capacity

Exploring these three areas in detail will allow you to uncover many of the human elements that not only will determine whether your change effort will be a success or not, but that you will need to create a plan to manage.

Business Model Canvas and Change Planning Canvas

What does Human-Centered Change look like?

Visual, collaborative tools like the Empathy Map, Business Model Canvas, Service Design Blueprint, Lean Canvas, Value Proposition Canvas, Experience Maps, and even Customer Journey Maps have laid the groundwork for a more powerful modern way of working that leverages the whole brain of individuals and groups:

  1. Cognitive (thinking)
  2. Conative (doing)
  3. Affective (feeling)

And where these tools all represent the beginning of a visual, collaborative endeavor to create change, they are missing the tools to help plan for and execute the changes that are being proposed.

Outcome-Driven Change Framework by Braden Kelley

This is where the Change Planning Toolkit comes in. It has been designed with the Change Planning Canvas™ at its core to feel familiar to those already using the aforementioned tools and empower teams to take the next steps on their journey to be successful:

  1. Change Initiatives
  2. Digital Transformation
  3. Design Thinking
  4. Service Design
  5. Experience Design
  6. Customer Experience (CX) Improvement Efforts
  7. Projects (make sure you also get the Visual Project Charter™)
  8. Innovation and Intrapreneurship
  9. Startup Creation
  10. New Product Development (NPD)

What About Other Change Methodologies like ProSci ADKAR or the ACMP Standard for Change Management?

The human-centered change methodology is informed by the very best thinking in the various change disciplines to date, and consistent with other methodologies like ProSci’s ADKAR, PMI’s PMBOK, and the Association of Change Management Professionals (ACMP) Standard for Change Management. These other methodologies have their uses, and in fact I’ve created a poster-size visualization of the ACMP Standard:

ACMP Standard Visualization

But Human-Centered Change goes beyond these process-focused methodologies to create more visual and collaborative approaches for change leaders to use in planning and executing productive change programs.

How to Begin Practicing Human-Centered Change

The Human-Centered Change methodology will help you beat the 70% change failure rate, create more efficient and effective change initiatives (and even projects), and accelerate your pace of successful change in order to keep up with the accelerating pace of change all around us and to be more nimble, agile, and responsive than your competition.

There is a simple three step process for people to familiarize themselves with the Change Planning Toolkit’s 70+ tools used with the Human-Centered Change methodology:

  1. 10 free tools available to download now
  2. 26 free tools when you buy the book
  3. 70+ tools when you license the toolkit

I’ve invested more than $1 million into the Change Planning Toolkit so you don’t have to, and so you can leverage this investment to gain all of the benefits above while also saving yourself thousands or millions of dollars in consulting fees – every year.


Accelerate your change and transformation success

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