Marriott’s Approach to Customer Service

Customer Service the Marriott Way

GUEST POST from Shep Hyken

It was 1927, not quite a century ago, when J. Willard Marriott and his wife, Alice, opened an A&W root beer stand in Washington, D.C. Later that year, the Marriotts added some hot food items to their menu under the name Hot Shoppes. Over the next 30 years, the Marriotts honed their hospitality skills and expanded their restaurant business into food service for airlines. In 1957, they opened their first hotel in Arlington, Virginia. It was run by their son, Bill.

Over the next 25 years, under the leadership of Bill Marriott, the hotel chain expanded across the planet. Today it represents more than 30 brands, from economy-priced lodging to uber-premium brands such as The Ritz-Carlton and St. Regis.

I recently had the opportunity to interview Julius Robinson, Marriott’s chief sales and marketing officer in the U.S. and Canada, on Amazing Business Radio. Robinson started with the Marriott organization 30 years ago in the reservations center. He knows firsthand what it takes to create an amazing customer experience.

Here are six key lessons he shared in our interview:

  1. The Fundamentals of Customer Service Happen One Person at a Time: When Robinson worked at the reservations center for Marriott, he learned the power of individual customer interactions. It’s about taking care of people one interaction at a time. Every customer was a chance to start over and confirm—and even build on—the Marriott reputation.
  2. Understand Your Customers: Understanding starts with listening. A customer who is booking a family vacation has very different needs than someone booking a business trip. The secret is to listen and avoid miscommunication. A complaint from a misunderstanding is one of the worst kinds of complaints. It’s easy to replace a dirty towel in a bathroom. It’s much harder to rebuild confidence after a miscommunication.
  3. Mistakes Handled Well Can Create a Stronger Bond: When there is a problem or a complaint, the way it is handled can make the difference between a customer coming back or not. Just resolving the issue doesn’t mean the customer will come back—it’s the way you do it that can make a big difference. Robinson was excited to share, “If you handle the problem the right way, the customer surveys will often be higher than if the problem had never occurred.” Problems and complaints should be seen as opportunities to prove how good you are.
  4. Embrace the Digital Customer Experience: When Robinson started 30 years ago, there wasn’t an Internet. Today customers may call, but often they make reservations, check-in and check out on a computer. They can even get their keys through a mobile app. According to Robinson, “Technology is an opportunity for the customer to take control over their travel experience.” The modern customer is increasingly enjoying a digital, self-service experience. However, if there is a problem at any point in their journey (no pun intended), the customer must have easy access to someone who can help, be it an agent on the phone or an employee at the front desk.
  5. Employees Must Be Empowered to Take Care of the Customers: Employees must be properly trained to do what is necessary to take care of customers. Robinson shared how, from the very beginning, J.W. Marriott Sr. believed in treating employees the way you want customers to be treated. In other words, leadership and management were the role models, and their behavior showed employees the right way to treat customers. Treat the employees right, and they will treat the customers right, and then the customers will come back.
  6. The Modern Marriott Customer Experience: Every company must grow as customers’ expectations change. During the past two years, we’ve seen customers demanding more. That challenge must be met. Many Marriott customers now expect more than just a place to sleep. The result is Marriott’s shift from simply providing a nice room and restaurant to creating an expanded experience. For example, the hotel staff can help locate hard-to-get tickets to sporting events and concerts. Maybe guests want a unique, once-in-a-lifetime experience. The Marriott team is there to help. Marriott, just like any other company, must meet its customers’ current expectations and be able to anticipate what they will need next.

Throughout the interview, Robinson shared insights into the efforts Marriott is making to get its customers to feel comfortable and confident about returning to pre-pandemic travel habits. It’s not only creating a great customer experience and providing exemplary service, but also taking measures to address customers’ concerns about safety and health. Because without that, nothing much else matters.

This article originally appeared on Forbes

Image Credit: Shep Hyken

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

Reward Systems that Encourage Innovation

Reward Systems that Encourage Innovation

GUEST POST from Art Inteligencia

Innovation is the lifeblood of any thriving organization. To foster an environment where creativity and novel ideas flourish, companies must design reward systems that adequately incentivize innovation. This article explores key aspects of effective reward systems and provides illustrative case studies of organizations that excel in this area.

The Power of Meaningful Incentives

The foundation of any successful innovation strategy lies in the understanding that incentives can drive behavior. However, the incentives must align with both the organization’s goals and the intrinsic motivations of its employees. Effective reward systems recognize the importance of empowering employees, providing them with the freedom and resources to explore and experiment.

“Innovation comes from the willingness to do something different, not necessarily something bigger. Incentives should spark that willingness.” — Braden Kelley

Case Study 1: Google’s 20% Time

One brilliant example of fostering creativity through rewards is Google’s famous 20% Time initiative. Employees were encouraged to dedicate 20% of their workweek to projects they believed could benefit the company. This policy led to the development of groundbreaking products such as Gmail and AdSense. Google understood that the reward was not just in financial incentives but in the ownership and potential impact of the work.

Google’s approach highlights a few critical elements:

  • Trust in employees’ judgment
  • Time as a currency
  • A culture that embraces failure

While critics argue that the practice faded over time, its essence remains in Google’s flexible approach to project development. This case demonstrates that giving employees the permission and time to pursue side projects can yield valuable innovations.

Case Study 2: 3M’s Innovation Grant Program

3M, an industrial giant known for its innovation, has long utilized a unique reward system to spur creativity. Their Innovation Grant Program provides employees with seed funding to develop new products. Employees who receive these grants are empowered to work with minimal supervision and explore their ideas’ potential.

The well-known invention of the Post-it Note originated from such efforts. Researchers Spencer Silver and Art Fry transformed a failed adhesive experiment into an office supply staple, supported by sustained encouragement and resources from 3M.

Key takeaways from 3M’s approach include:

  • Provision of financial resources to explore ideas
  • Encouragement of cross-departmental collaboration
  • Commitment to a long-term innovation strategy

This approach underscores the power of blending financial incentives with cultural support, demonstrating how companies can effectively harvest internal talent to drive innovation.

The Right Mix of Recognition and Reward

A successful reward system for innovation blends intrinsic and extrinsic motivators. Companies should consider a range of tools, from financial bonuses and promotions to public recognition and personalized growth opportunities. Regardless of the form, the key is ensuring that rewards resonate with the unique motivations of each employee.

For instance, some employees may value public recognition and the opportunity to lead exciting projects, while others might prefer monetary rewards or additional learning and development opportunities.

Expanding the Case Studies

Delving deeper into Google’s approach, it’s pivotal to consider how their 20% Time also led to a culture where risk-taking was less daunting. Allowing room for failure without punitive measures laid the groundwork for continual learning and adaptability.

In the case of 3M, the steadfast support and patience to nurture ideas emphasize the importance of an ongoing commitment to innovation. Their program hasn’t only created new products but strengthened organizational resilience and adaptability over decades.

Conclusion

Designing reward systems that effectively encourage innovation is a nuanced endeavor. By understanding the motivations that drive employees and creating environments that support experimentation, failure, and cross-pollination of ideas, companies can unleash the full potential of their workforce.

Remember, the key lies in the balance — offering both the freedom to explore and the support to succeed. Whether it’s through time allocations like Google’s 20% Time or financial backing like 3M’s Innovation Grant Program, the message is clear: when employees feel valued and trusted, innovation thrives.

As I always say, “A truly innovative organization isn’t defined by its ideas but by its ability to nurture and implement them. This is what reward systems should achieve.”

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: Pixabay

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

Empathy: The Currency of Human Connection and Innovation

Empathy: The Currency of Human Connection and Innovation

GUEST POST from Soren Kaplan

Having worked with innovation teams from global companies like Visa, Colgate-Palmolive, Kimberly-Clark, Disney, Medtronic and many others, there’s one consistent success factor when it comes to innovation, no matter what you’re doing: it all starts with the customer.

Companies spend oodles of time and money trying to understand customers. They conduct surveys, hire market researchers, run focus groups, analyze social media, and the list goes on. What’s often missed, however, are customers’ deeper needs and underlying pain points that really matter to them. Quantitative surveys, for example, might give you a sense of a market’s overall sentiment about a topic, but you won’t get to know someone’s personal struggles and underlying motivations from checkboxes on an online form.

Instead, you need to truly put yourself in the customer’s shoes. It’s not just about intellectually understanding their situation. It’s about tapping into the emotions they feel, and even feeling them yourself as part of the process of connecting to their experience.

Empathy Reveals New Opportunities

I recently led a leadership development program for a large health care provider with hundreds of hospitals. They wanted to understand their patients better, so they could come up with innovations to help them stay healthy and avoid costly visits to the doctor and hospital. Initially, the team had ideas to provide promotional materials on how to eat healthier and exercise.

As part of the process, a small team went to visit patients at their homes in rural areas. At one house, they discovered a giant water tank had been built by a company that towered over their patient’s home–and it was slowly dripping water on the roof, creating a whole variety of problems, including causing the beginnings of respiratory issues for the woman living in the house due to mold. The team was shocked.

The team realized that pamphlets about healthy eating and exercise wouldn’t do much to help. They also recognized that in certain cases they might need to provide radically different types of support to their patients as part of ensuring their overall health, beyond just providing traditional health care. They helped the woman contact the water tank company to fix the leak. They have also since expanded their approach around prevention to address various “social determinants of health” in communities like poor quality water, lack of healthy food, and other issues that lead to health issues long before someone shows symptoms of a formal medical issue.

Immersing yourself in the world of your customers through visits, observation, interviews, and other interactions can provide a new perspective around issues, problems, and assumptions.

Capture Concrete Observations

Empathy is a core element of “design thinking,” a common approach used for product and service innovation. It’s also a concept that can be hard to understand when it comes to translating what you might see and hear into something meaningful about the customer. Here’s a template for doing just that from Praxie.com.

Customer Empathy Map

The next time you connect with a customer, consider the following to help capture concrete observations:

  • Say: What does the customer explicitly say?
  • Feel: What are the customer’s emotions?
  • Think: What occupies the customer’s thoughts?
  • Do: What does the customer do in public?

By providing a structure for cataloguing your observations, you can turn what might seem as ambiguous into something tangible.

Turn Observations into Insight

It’s one thing to observe customers. It’s another to translate what you observe into real insights that help catalyze new ideas.

Once you’ve cataloged your observations, take a step back. Consider the ultimate “pain points” that your customer experiences. What are the customer’s top problems or frustrations? Also be sure to consider the “gain” the customer hopes to achieve. What does the customer hope to accomplish or achieve?

Answering these questions helps move general observations into insights that can be used as the basis for generating new ideas.

Give the World Your Empathy

Empathy is the currency of human connection. We all crave it. And when we give it to others, we build and deepen relationships. Try empathizing with others. You’ll see the returns in the form of a better world, and greater innovation.

Image credits: Praxie.com, Pexels

This article was originally published on Inc.com and has been syndicated for this blog.

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

Business Models Supporting Circular Principles

Business Models Supporting Circular Principles

GUEST POST from Chateau G Pato

In today’s rapidly evolving economic landscape, the concept of circular business models is gaining heightened attention. The traditional linear business model—take, make, dispose—is increasingly unsustainable given the finite nature of resources and environmental degradation. Adopting circular principles not only benefits the planet but also opens new avenues for growth and innovation. In this article, we delve deep into circular business models and explore two inspiring case studies illustrating successful implementation.

Understanding Circular Business Models

Circular business models are designed to maximize resource efficiency by creating closed-loop systems where waste is minimized, and materials are reused and recycled. They focus on various key principles such as designing for longevity, encouraging sharing, and promoting recycling and renewability.

  • Design for Longevity: Creating products that are durable, repairable, and timeless reduces waste and environmental impact.
  • Encourage Sharing: Sharing models aim to increase product utilization rates—think car-sharing or tool libraries.
  • Promote Recycling and Renewability: Incorporating recycled materials and ensuring products can be disassembled encourages a lifecycle-focused approach.

Case Study 1: Patagonia

Patagonia, the outdoor clothing company, exemplifies how circular principles can be integrated into a business model. With a mission to create sustainable apparel, Patagonia has implemented several initiatives:

  • Worn Wear Program: This program focuses on repairing old gear, reselling used products, and recycling materials.
  • Recycled Materials: A significant portion of Patagonia’s products uses recycled materials, minimizing dependency on virgin resources.
  • Product Lifespan: By offering repairs for their products, Patagonia extends their lifespan and reduces waste.

Through these practices, Patagonia not only reduces its ecological footprint but also builds brand loyalty and engages with environmentally conscious consumers.

Case Study 2: Caterpillar’s Remanufacturing

Caterpillar, the heavy machinery giant, has embraced circular principles through its extensive remanufacturing operations:

  • Core Collection & Remanufacturing: Caterpillar collects end-of-life components, transforms them into like-new products, and sells them at a fraction of the cost.
  • Cost Efficiency: Remanufactured products are cheaper for consumers and preserve raw materials.
  • Environmental Impact: This process reduces landfill waste and lowers energy consumption associated with new manufacturing.

By investing in remanufacturing, Caterpillar enhances sustainability while maintaining product quality and competitiveness in the marketplace.

Expanding Circular Opportunities

Businesses across various sectors can benefit from embracing circular principles. To explore these opportunities, consider the following strategies:

  • Collaborate with Stakeholders: Effective implementation often requires collaboration with suppliers, consumers, and even competitors to establish a common vision for sustainability.
  • Innovate in Design: Rethink product design from the ground up to enhance modularity, repairability, and recyclability.
  • Educate and Engage Consumers: Building awareness and educating consumers about the benefits of circular products can drive demand and foster a movement towards sustainability.

Conclusion

Transitioning to circular business models is not just an ethical responsibility but a strategic imperative. As Patagonia and Caterpillar demonstrate, integrating circular principles leads to sustainable innovation, economic resilience, and a stronger brand reputation. Embracing this paradigm shift offers businesses the chance to lead in an ever-changing environment, driven by the imperative to safeguard our planet for future generations.

By 2030, it is anticipated that businesses that integrate circular principles will significantly outperform their linear counterparts. The journey to a circular economy is paved with challenges, but the rewards—in terms of business growth, environmental conservation, and societal impact—are well worth the pursuit.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

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.

What to Expect from AI and the Future of Work

What to Expect from AI and the Future of Work

GUEST POST from Chateau G Pato

The integration of Artificial Intelligence (AI) into the workplace is not just a possibility, but an inevitability. As industries recognize the potential of AI to drive efficiency and innovation, it becomes crucial to understand what this means for the future of work. In this article, we’ll explore how AI is expected to transform workplaces, its potential benefits and challenges, and provide case studies to illuminate its real-world impact.

The Transformative Power of AI

AI’s ability to process massive datasets and identify patterns means it has the potential to augment human capabilities across diverse industries. From automating routine tasks to providing sophisticated analytics, AI offers opportunities for both business innovation and personal growth.

However, the impact of AI on work is multifaceted. While automation can displace certain jobs, it also opens new roles that require creativity, emotional intelligence, and strategic oversight. The need to constantly adapt and acquire new skills will become paramount.

Case Study 1: AI in Healthcare

Harnessing AI to Improve Patient Outcomes

One compelling example of AI’s transformative capacity is found in the healthcare sector. A leading healthcare provider implemented AI-driven diagnostic tools to support radiologists. These tools can quickly analyze medical images and identify potential health issues such as tumors and fractures with high accuracy.

The application of AI in this context is not about replacing skilled radiologists but enhancing their capabilities. AI serves as a second opinion that assists in early detection and treatment planning. The result? Improved patient outcomes and a reduction in diagnostic errors.

This deployment of AI also means that radiologists can focus on more complex cases that require human judgment, thus elevating their role within the healthcare ecosystem.

Shifting Workplace Dynamics

AI’s integration is also poised to redefine workplace dynamics. Teams will increasingly consist of human and AI collaboration, necessitating a new understanding of teamwork and communication. Employees will need to cultivate digital literacy, adapt to new tools, and foster a culture of continuous learning.

Case Study 2: AI in Manufacturing

Revolutionizing Production Lines

Consider the case of a global automotive manufacturer that integrated AI into its production lines. Robotics powered by AI algorithms now automate routine assembly tasks, leading to increased production speeds and reduced human error.

Importantly, this company did not see the move as a cost-cutting exercise. Instead, it led to a reskilling initiative, training assembly line workers to program and oversee the new AI-driven systems. Employees transitioned from physically demanding tasks to roles that demanded oversight and problem-solving skills.

The result was a remarkable increase in worker satisfaction and retention. By investing in employee growth alongside technological advancement, the company exemplified how AI can coexist with human labor to mutual benefit.

The Challenges Ahead

Despite its potential, the journey to an AI-driven future is not without challenges. Privacy concerns, ethical considerations, and the risk of biased algorithms are pressing issues. Furthermore, the societal impact of job displacement must be carefully managed through policies that promote upskilling and job transition support.

Organizations will need to play an active role in preparing their workforce for these changes. By fostering an environment of learning and adaptability, businesses can help ease the transition and maintain a motivated workforce.

Conclusion

The future of work is one where AI and human ingenuity converge. As we navigate this evolution, it is crucial to adopt a human-centered approach to innovation. This involves not only leveraging AI to optimize processes but ensuring that people remain at the heart of transformation efforts.

By learning from case studies and recognizing the value of empathy, creativity, and strategic thinking, we can create a future where AI enhances our work and enriches our lives.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

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.

Reversible versus Irreversible Decisions

Reversible versus Irreversible Decisions

GUEST POST from Farnham Street

We often think that collecting as much information as possible will help us make the best decisions. Sometimes that’s true, but sometimes it hamstrings our progress. Other times it can be flat out dangerous.

***

Many of the most successful people adopt simple, versatile decision-making heuristics to remove the need for deliberation in particular situations.

One heuristic might be defaulting to saying no, as Steve Jobs did. Or saying no to any decision that requires a calculator or computer, as Warren Buffett does. Or it might mean reasoning from first principles, as Elon Musk does. Jeff Bezos, the founder of Amazon.com, has another one we can add to our toolbox. He asks himself, is this a reversible or irreversible decision?

If a decision is reversible, we can make it fast and without perfect information. If a decision is irreversible, we had better slow down the decision-making process and ensure that we consider ample information and understand the problem as thoroughly as we can.

Bezos used this heuristic to make the decision to found Amazon. He recognized that if Amazon failed, he could return to his prior job. He would still have learned a lot and would not regret trying. The decision was reversible, so he took a risk. The heuristic served him well and continues to pay off when he makes decisions.

Decisions Amidst Uncertainty

Let’s say you decide to try a new restaurant after reading a review online. Having never been there before, you cannot know if the food will be good or if the atmosphere will be dreary. But you use the incomplete information from the review to make a decision, recognizing that it’s not a big deal if you don’t like the restaurant.

In other situations, the uncertainty is a little riskier. You might decide to take a particular job, not knowing what the company culture is like or how you will feel about the work after the honeymoon period ends.

Reversible decisions can be made fast and without obsessing over finding complete information. We can be prepared to extract wisdom from the experience with little cost if the decision doesn’t work out. Frequently, it’s not worth the time and energy required to gather more information and look for flawless answers. Although your research might make your decision 5% better, you might miss an opportunity.

Reversible decisions are not an excuse to act reckless or be ill-informed, but rather are a belief that we should adapt the frameworks of our decisions to the types of decisions we are making. Reversible decisions don’t need to be made the same way as irreversible decisions.

The ability to make decisions fast is a competitive advantage. One major advantage that start-ups have is that they can move with velocity, whereas established incumbents typically move with speed. The difference between the two is meaningful and often means the difference between success and failure.

Speed is measured as distance over time. If we’re headed from New York to LA on an airplane and we take off from JFK and circle around New York for three hours, we’re moving with a lot of speed, but we’re not getting anywhere. Speed doesn’t care if you are moving toward your goals or not. Velocity, on the other hand, measures displacement over time. To have velocity, you need to be moving toward your goal.

This heuristic explains why start-ups making quick decisions have an advantage over incumbents. That advantage is magnified by environmental factors, such as the pace of change. The faster the pace of environmental change, the more advantage will accrue to people making quick decisions because those people can learn faster.

Decisions provide us with data, which can then make our future decisions better. The faster we can cycle through the OODA loop, the better. This framework isn’t a one-off to apply to certain situations; it is a heuristic that needs to be an integral part of a decision-making toolkit.

With practice, we also get better at recognizing bad decisions and pivoting, rather than sticking with past choices due to the sunk costs fallacy. Equally important, we can stop viewing mistakes or small failures as disastrous. Instead, view them as information that informs future decisions.

“A good plan, violently executed now, is better than a perfect plan next week.”

— General George Patton

Bezos compares decisions to doors. Reversible decisions are doors that open both ways. Irreversible decisions are doors that allow passage in only one direction; if you walk through, you are stuck there. Most decisions are the former and can be reversed (even though we can never recover the invested time and resources). Going through a reversible door gives us information: we know what’s on the other side.

In his shareholder letter, Bezos writes:

Some decisions are consequential and irreversible or nearly irreversible – one-way doors – and these decisions must be made methodically, carefully, slowly, with great deliberation and consultation. If you walk through and don’t like what you see on the other side, you can’t get back to where you were before. We can call these Type 1 decisions. But most decisions aren’t like that – they are changeable, reversible – they’re two-way doors. If you’ve made a suboptimal Type 2 decision, you don’t have to live with the consequences for that long. You can reopen the door and go back through. Type 2 decisions can and should be made quickly by high judgment individuals or small groups.

As organizations get larger, there seems to be a tendency to use the heavy-weight Type 1 decision-making process on most decisions, including many Type 2 decisions. The end result of this is slowness, unthoughtful risk aversion, failure to experiment sufficiently, and consequently diminished invention. We’ll have to figure out how to fight that tendency.

Bezos gives the example of the launch of one-hour delivery to those willing to pay extra. This service launched less than four months after the idea was first developed. In 111 days, the team “built a customer-facing app, secured a location for an urban warehouse, determined which 25,000 items to sell, got those items stocked, recruited and onboarded new staff, tested, iterated, designed new software for internal use – both a warehouse management system and a driver-facing app – and launched in time for the holidays.”

As further guidance, Bezos considers 70% certainty to be the cut-off point where it is appropriate to make a decision. That means acting once we have 70% of the required information, instead of waiting longer. Making a decision at 70% certainty and then course-correcting is a lot more effective than waiting for 90% certainty.

In Blink: The Power of Thinking Without Thinking, Malcolm Gladwell explains why decision-making under uncertainty can be so effective. We usually assume that more information leads to better decisions — if a doctor proposes additional tests, we tend to believe they will lead to a better outcome. Gladwell disagrees: “In fact, you need to know very little to find the underlying signature of a complex phenomenon. All you need is evidence of the ECG, blood pressure, fluid in the lungs, and an unstable angina. That’s a radical statement.”

In medicine, as in many areas, more information does not necessarily ensure improved outcomes. To illustrate this, Gladwell gives the example of a man arriving at a hospital with intermittent chest pains. His vital signs show no risk factors, yet his lifestyle does and he had heart surgery two years earlier. If a doctor looks at all the available information, it may seem that the man needs admitting to the hospital. But the additional factors, beyond the vital signs, are not important in the short term. In the long run, he is at serious risk of developing heart disease. Gladwell writes,

… the role of those other factors is so small in determining what is happening to the man right now that an accurate diagnosis can be made without them. In fact, … that extra information is more than useless. It’s harmful. It confuses the issues. What screws up doctors when they are trying to predict heart attacks is that they take too much information into account.

We can all learn from Bezos’s approach, which has helped him to build an enormous company while retaining the tempo of a start-up. Bezos uses his heuristic to fight the stasis that sets in within many large organizations. It is about being effective, not about following the norm of slow decisions.

Once you understand that reversible decisions are in fact reversible you can start to see them as opportunities to increase the pace of your learning. At a corporate level, allowing employees to make and learn from reversible decisions helps you move at the pace of a start-up. After all, if someone is moving with speed, you’re going to pass them when you move with velocity.

The biggest risk to irreversible decisions is deciding before you need to. The biggest risk to reversible ones is waiting until the last minute. Make reversible decisions as soon as possible and make irreversible decisions as late as possible.

This article originally appeared on Farnham Street

Image credits: Pixabay, Farnham Street

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

The Role of Emotional Intelligence in Leadership

The Role of Emotional Intelligence in Leadership

GUEST POST from Art Inteligencia

In today’s dynamic world, effective leadership is increasingly defined by an individual’s ability to navigate the complexities of human emotions. Emotional intelligence (EQ) is not just an add-on to the leadership equation; it stands as a critical pillar that can make or break a leader’s effectiveness.

Understanding Emotional Intelligence

Emotional intelligence is an intricate blend of distinct competencies, each playing a vital role in leadership effectiveness. Emotional intelligence is the capacity to be aware of and manage one’s emotions, as well as the emotions of others. It includes skills such as empathy, self-regulation, motivation, social skills, and self-awareness. Leaders with high EQ are adept at fostering positive relationships and cultivating a supportive environment where innovation can thrive.

Let’s delve into these components:

Self-Awareness

Self-awareness involves recognizing one’s own emotions and their impact on thoughts and behavior. Leaders with high self-awareness are conscious of their strengths and weaknesses and can moderate their responses to different situations.

Self-Regulation

Self-regulation is the ability to control or redirect disruptive emotions and adapt to changing circumstances. Leaders who practice self-regulation foster trust and fairness, laying a foundation for adaptability and resilience.

Motivation

Intrinsic motivation drives leaders to achieve for the sake of achievement itself, not just external rewards. Motivated leaders inspire their teams by setting ambitious goals and maintaining a positive attitude.

Empathy

Empathy is understanding others’ emotional makeup. It is crucial for leading diverse teams, as it allows leaders to tailor their approach to meet individual needs and support team cohesion.

Social Skills

Strong social skills, including effective communication and conflict management, enable leaders to build rapport with their teams swiftly. Leaders who excel in social skills cultivate an atmosphere of open communication and collaboration.

The Impact of Emotional Intelligence on Leadership

Leaders with strong emotional intelligence can inspire and motivate their teams, manage stress effectively, and adapt to change with resilience. By understanding emotional nuances, leaders can make informed decisions that reflect the team’s needs and cultivate a collaborative culture.

Case Study 1: Transforming a Team through Empathy at Tech Innovations Inc.

At Tech Innovations Inc., a software development company, the team was struggling with low morale and high turnover. The newly appointed manager, Sarah, recognized the underlying issue: a lack of empathy and connection. By actively listening to her team members, acknowledging their challenges, and providing personalized support, Sarah revitalized the team’s spirit. Her emphasis on understanding individual motivations fostered a more committed and innovative team, ultimately improving productivity and employee satisfaction.

Sarah’s empathy-driven transformation didn’t just resolve immediate morale issues; it laid a lasting foundation for trust and innovation. She implemented regular feedback sessions, encouraging openness and direct communication. This new culture of openness empowered team members to voice their ideas, leading to innovative solutions that reinforced the company’s market position.

Case Study 2: Navigating Change at HealthCorp

During a significant organizational change, HealthCorp’s CEO, David, utilized his emotional intelligence to guide the company through turbulent times. By recognizing the fears and anxieties of his staff, David communicated transparently and involved employees in decision-making processes. His ability to empathize and reassure his team helped retain top talent and maintained trust during the transition, resulting in a smooth and successful change implementation.

David’s approach to managing change included forming focus groups to address employee concerns. By involving staff at all levels, he transformed potential resistance into a collective journey of growth. This inclusive strategy not only facilitated smoother transitions but also strengthened team cohesion, allowing HealthCorp to emerge stronger in its industry landscape.

Practical Steps to Develop Emotional Intelligence

For leaders looking to enhance their EQ, consider actionable strategies such as mindfulness practices to increase self-awareness, active listening exercises to improve empathy, and stress management techniques to boost self-regulation. Encouraging ongoing feedback from peers can also provide valuable insights into areas needing development.

Ultimately, emotional intelligence is a learnable skill. Investing in EQ development presents an opportunity for leaders to significantly impact their teams and drive sustainable success within their organizations.

The Future of Leadership with EQ

The essence of future leadership will be shaped significantly by emotional intelligence. As organizational landscapes become more complex, the ability to relate to diverse teams and navigate emotional undercurrents will be paramount. Leaders who invest in developing their EQ will be equipped to foster a more innovative, inclusive, and adaptable workforce.

Conclusion

In summary, emotional intelligence is not just a complementary skill but a core component of effective leadership. The ongoing development of EQ in leaders is crucial for nurturing a workplace where collaboration and innovation flourish. As the case studies from Tech Innovations Inc. and HealthCorp demonstrate, EQ not only enhances individual performance but also propels organizational success.

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: Pixabay

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

Four Keys to Decision Making Every Leader Should Know

Four Keys to Decision Making Every Leader Should Know

GUEST POST from Greg Satell

A leader’s primary responsibility is to make tough decisions. If the issues are unimportant and the choices are clear, someone lower down in the organization usually deals with it. The stuff that comes to you is mostly what others are unable, or unwilling, to decide themselves. That leaves you with the close calls.

All too often, we buy into the Hollywood version of leadership in which everything boils down to a single moment when the chips are down. That’s when the hero of the story has a moment of epiphany, makes a decision and sets things going in a completely new direction. Everyone is dazzled by the sudden stroke of genius.

In real life, it’s rare that things boil down to a single moment. It’s more of a continuum. In fact, the most consequential decisions you make often don’t seem that important at the time and ones that seemed pivotal can turn out to be trivial. What is true, however, is that the decisions you make will define you as a leader. You need to learn to make them wisely.

1. Your Job Is to Make Tough Decisions, With Incomplete Information, in a Compressed Time Frame

Some years ago, a young woman who worked for me went to run the digital division of another company. It was a big step for her, especially since her new employer’s digital effort was still in its infancy and her boss would be depending on her insight and expertise to drive the strategy. To a great extent, she would make the big decisions herself.

She called me one day, depressed and apprehensive. “How were you already so confident in your decisions?” she asked. Having constantly agonized over all the decisions I had to make as a CEO, I was a flabbergasted and asked her why she thought making decisions for me was easy. “Well, you always seemed confident and that made us confident.”

Finally, I understood what she was getting at. I wasn’t confident I was making the right decision, I was confident a decision had to be made, which isn’t the same thing. The truth was that I made at least a hundred decisions a day. If I wavered over each and every one, I wouldn’t ever get anything done. I wasn’t confident. I was busy.

The truth is that decision making is a skill that you acquire over time. You get better at it by doing it. You decide, see what happens and learn a little bit each time. If you shirk that responsibility, you not only fail to gain the skill, you lose the respect of those you lead. They have less confidence in the decisions you do make and they are less likely to turn out well.

2. Your Brain Works Against You

Leaders have different styles. Some are instinctive. They like to fly by the seat of their pants and go with their gut. Others are more deliberate and process driven. They like to pore over data, get input from a number of different perspectives and make decisions in a cool, rational way. Most people are a blend of the two.

Whatever your leadership style, however, you probably vastly underestimate how your brain can trick you into making a bad decision. For example, we tend to be zero in on information that’s easiest to access (known as availability bias). We also tend to lock onto the first information we see (called priming) and that affects how we see subsequent data (framing).

So even while we think we’ve examined an issue carefully, our interpretation of that data may be highly slanted in one direction or another. Even highly trained specialists are susceptible. One study of radiologists found that they contradict themselves 20% of the time and another of auditors had similar result. Daniel Kahneman’s new book Noise documents similar variance in just about every field and type of decision you can imagine.

There are several things we can do to make better decisions. First, for decisions we make regularly, research has shown that devising strict criteria for making decisions can improve accuracy. For bigger, more complex decisions, formal processes like pre-mortems and red teams, which help surface opposing perspectives, can help overcome biases.

3. Not Every Decision Needs to be Made Right Away

There are always more things to do than there is time in the day. Making decisions quickly can certainly help clear your desk. Besides, when subordinates are pestering you for a decision it makes them go away and gives you some peace. Leaders who are seen as decisive instill confidence in those around them.

Still, there are often times when you’re much better off waiting. Sometimes an issue arises and you simply don’t have a good fix on what to do about it. You outline some options, but none look particularly appealing. It feels like there should be better choices out there, but none are readily apparent. Put simply, you are at a loss.

If the matter isn’t urgent, you can take a time out. Simply put it on the shelf for a week or two. Agree to convene a meeting at that time, review the options and make a final determination. I’ve been amazed how often a perfect solution just seems to present itself in the interim and it’s rare that something can’t wait a few weeks.

The key to this decision hack is to not let it devolve into an excuse for dilly dallying or “paralysis by analysis.” If the agreed amount of time goes by and nothing fortuitous comes your way, you simply have to bite the bullet and decide among less appealing options.

4. Your Position Gives You Power, But Your Decisions Make You a Leader

When you have a position of power, either because you founded your own organization or you were promoted to a senior position, you have the ability to influence the actions of others. You can, through hard power, coerce others through combinations of threats and incentives, to do what you want. Unfortunately, exercising hard power has a corrosive effect on a relationship.

Much better is to be able to wield soft power, which Joseph Nye, who coined the term, defined as the ability to influence others without coercion. To do that requires that you build up confidence and admiration, which is no easy task. You can’t simply bully or bribe people into trusting you.

Being in a position of responsibility means that you have to make decisions without all the facts, in a rapidly changing context, often in a compressed time frame. You do so in the full knowledge that if you are wrong, you will bear the blame and no one else. You can never be certain of your decision, only that it is you who has to make one.

That’s a hard bridge to cross and many, if not most, are never quite able to get there. Yet that’s what makes the difference between a leader and someone who merely wields authority, the ability and willingness to bear the burden of your decisions, often and repeatedly, and remain focused on the mission of the enterprise.

That’s why we admire great leaders so much. True authority doesn’t come from a job title or even from great success, it comes from strength of character so inherent that it inspires others to surrender themselves to a greater cause.

— Article courtesy of the Digital Tonto blog
— 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.

The Role of User Testing in Product Development

The Role of User Testing in Product Development

GUEST POST from Chateau G Pato

In the rapidly evolving landscape of product development, the emphasis on creating user-centric solutions has never been more critical. User testing stands as a cornerstone in this process, ensuring that we align innovation with customer needs. By effectively integrating user testing in the product development lifecycle, organizations can make informed decisions that enhance product usability, drive customer satisfaction, and reduce costly post-launch fixes.

Why User Testing Matters

User testing is an essential method to validate hypotheses about how users will interact with a product. It transcends assumptions by putting real users in the driver’s seat, providing invaluable insights into usability issues, user expectations, and areas for improvement. Essentially, it’s about seeing the product through the eyes of the end-user.

Case Study: Airbnb’s Onboarding Redesign

Airbnb, a giant in the home-sharing space, faced challenges with its user onboarding process. Initially, their platform had a high drop-off rate as users encountered friction when trying to list their properties. Airbnb decided to conduct extensive user testing to identify pain points.

By observing real users attempting to navigate the onboarding process, Airbnb pinpointed specific areas where users struggled, such as unclear instructions and overly complicated requirements. They simplified the steps, clarified the instructions, and added helpful tips based on feedback. Post-redesign, Airbnb saw a significant increase in completed listings and a boost in new user satisfaction.

Methods of User Testing

Several methods can be employed to conduct user testing, each offering unique benefits:

  • Usability Testing: Observing users as they interact with the product, identifying pain points.
  • A/B Testing: Comparing two versions of a product to measure which performs better.
  • Surveys and Feedback: Gathering direct feedback to gain qualitative insights.

Choosing the right method depends on the specific objectives of the testing and the stage of product development.

Case Study: Dropbox’s Simplified Sign-Up Process

Dropbox, in its early days, encountered challenges with converting visitors into registered users. They decided to implement A/B testing to experiment with different sign-up form designs.

By testing variations, Dropbox discovered that a simplified sign-up form significantly increased conversion rates. This change, informed by user testing, was pivotal in driving Dropbox’s growth, illustrating the power of even minor modifications based on user feedback.

Expanding the Scope of User Testing

While traditional user testing focuses on usability and functionality, expanding its scope to include emotional engagement and long-term loyalty can provide richer insights. Exploring how a product aligns with a user’s lifestyle and values can lead to stronger emotional connections and brand loyalty.

Incorporating user testing in diverse contexts, from different device interfaces to varied cultural settings, can also enhance product adaptability and global reach. Observing how users from different backgrounds interact with a product can unearth essential nuances and drive international success.

Conclusion

User testing is not just a step in the development process but rather a continuous feedback loop that informs and enriches the journey from ideation to launch. By embedding user feedback into the DNA of product development, companies like Airbnb and Dropbox have demonstrated the transformative power of aligning innovation with user needs.

As we look to the future, fostering a culture that prioritizes user testing will remain a fundamental aspect of creating products that resonate in a competitive landscape. It’s about embracing change, valuing user insights, and nurturing innovation that truly makes a difference.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

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.

Challenges of Artificial Intelligence Adoption, Dissemination and Implementation

Challenges of Artificial Intelligence Adoption, Dissemination and Implementation

GUEST POST from Arlen Meyers, M.D.

Dissemination and Implementation Science (DIS) is a growing research field that seeks to inform how evidence-based interventions can be successfully adopted, implemented, and maintained in health care delivery and community settings.

Here is what you should know about dissemination and implementation.

Sickcare artificial intelligence products and services have a unique set of barriers to dissemination and implementation.

Every sickcare AI entrepreneur will eventually be faced with the task of finding customers willing and able to buy and integrate the product into their facility. But, every potential customer or segment is not the same.

There are differences in:

  1. The governance structure
  2. The process for vetting and choosing a particular vendor or solution
  3. The makeup of the buying group and decision makers
  4. The process customers use to disseminate and implement the solution
  5. Whether or not they are willing to work with vendors on pilots
  6. The terms and conditions of contracts
  7. The business model of the organization when it comes to working with early-stage companies
  8. How stakeholders are educated and trained
  9. When and how which end users and stakeholders have input in the decision
  10. The length of the sales cycle
  11. The complexity of the decision-making process
  12. Whether the product is a point solution or platform
  13. Whether the product can be used throughout all parts of just a few of the sickcare delivery network
  14. A transactional approach v a partnership and future development one
  15. The service after the sale arrangement

Here is what Sales Navigator won’t tell you.

Here is why ColdLinking does not work.

When it comes to AI product marketing and sales, when you have seen one successful integration, you have seen one process to make it happen and the success of the dissemination and implentation that creates the promised results will vary from one place to the next.

Do your homework. One size does not fit all.

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.