Agile Tools and Technologies for Teams

Agile Tools and Technologies for Teams

GUEST POST from Art Inteligencia

In a fast-paced digital world, agility is essential for any team aiming to stay competitive. The transition from traditional project management practices to agile methodologies can revolutionize not only how teams work but also how businesses deliver value. To effectively implement agile processes, choosing the right tools and technologies is key. This article explores some of the best agile tools for team collaboration and project management, backed by compelling case studies.

The Importance of Agile Tools

Agile tools facilitate collaboration, transparency, and continuous improvement. They provide teams with the ability to respond swiftly to changes and enhance productivity by promoting iterative work and constant feedback. Moreover, these tools foster team alignment and help in managing the complexities of modern-day projects.

Top Agile Tools for Teams

1. Jira

Developed by Atlassian, Jira is an industry favorite for agile project management. It offers a comprehensive suite of features tailored to teams using Scrum or Kanban methodologies, including customizable workflows, dashboards, and real-time reporting.

2. Trello

Trello is known for its simplicity and visual task management. Its card and board system makes it easy for teams to track project progress, assign tasks, and collaborate in real-time, whether in-person or remote.

3. Asana

Asana combines project management with team communication. It enables teams to create projects, set priorities and deadlines, and share details with teammates, all in one integrated space.

4. Slack

Though primarily a communication tool, Slack integrates with numerous agile applications, making it a central hub for team collaboration, real-time messaging, and quick access to project updates.

Case Study: Implementing Jira in a Software Development Team

Background

Tech Solutions LLC, a mid-sized software development company, struggled with managing multiple ongoing projects. Poor visibility into project status and communication barriers resulted in missing deadlines and low team morale.

Solution

The company adopted Jira, leveraging its powerful dashboard features and integration capabilities. Teams were able to customize workflows and use Kanban boards to enhance visibility and streamline processes.

Results

After three months, Tech Solutions LLC reported a 30% increase in project delivery speed and a 20% improvement in team satisfaction. The transparency provided by Jira’s real-time reporting also helped management make more informed decisions.

Case Study: Boosting Productivity with Trello at Creative Designs

Background

Creative Designs, a graphic design agency, had employees working across various locations. Coordinating efforts and managing deadlines became challenging, significantly impacting their ability to deliver on time.

Solution

By adopting Trello, the agency transformed its project management approach. Trello’s intuitive card and board system allowed team members to visualize tasks and collaborate effectively from anywhere.

Results

Within six months, Creative Designs shortened their average project timeline by 25%. The centralized task management boosted team accountability and cohesion, leading to improved client satisfaction and repeat business.

Conclusion

The integration of agile tools stands as a cornerstone for teams aiming to thrive amidst rapid change and demanding project environments. By embracing tools like Jira and Trello, organizations not only enhance efficiency and transparency but also build a robust framework for continuous improvement and adaptive success. As these case studies demonstrate, the right agile tools and technologies empower teams to innovate and deliver exceptional outcomes.

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

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Real-World Applications of Design Thinking

Real-World Applications of Design Thinking

GUEST POST from Chateau G Pato

As a human-centered change and innovation thought leader, I’ve witnessed firsthand how design thinking can revolutionize the way organizations approach complex problems. Design thinking is not just a process but a mindset that prioritizes empathy, experimentation, and iteration. In this article, I’ll explore some real-world applications of design thinking, showcasing its transformative potential through two compelling case studies.

The Essence of Design Thinking

Design thinking emphasizes an iterative process and involves stages like empathy, definition, ideation, prototyping, and testing. Its power lies in its ability to break down silos, foster collaboration, and create solutions that are deeply aligned with user needs.

Case Study 1: Improving Public Transportation in Singapore

Singapore’s Land Transport Authority (LTA) faced challenges in optimizing the city’s public transportation system. With overcrowding and inefficiencies impeding commuter satisfaction, the LTA needed innovative solutions. They turned to design thinking for help.

The LTA began with the empathy phase, conducting in-depth interviews and surveys with commuters, bus drivers, and staff. This approach helped them to uncover pain points such as long waiting times, insufficient information about bus schedules, and crowded carriages.

In the ideation phase, multiple brainstorming sessions were held, bringing together diverse perspectives from designers, engineers, and everyday commuters. Ideas like real-time tracking apps, the redesign of bus stops, and enhanced user information systems were prototyped and tested with actual users.

Through iterative prototyping, the LTA successfully implemented real-time digital screens at bus stops, providing exact arrival times and occupancy levels. This innovation not only improved commuter satisfaction but also led to a 15% increase in public transport usage.

Case Study 2: Revolutionizing Healthcare through Human-Centered Design

Healthcare can often be a challenging field for both patients and providers. The Mayo Clinic, recognized globally for its patient-centered care, saw an opportunity to enhance patient experience further using design thinking.

The clinic embarked on an empathy-driven exploration by gathering insights from patients, families, and medical staff. They discovered that while the clinical care was excellent, the waiting experience and navigation through the facility were areas needing improvement.

With these insights, multidisciplinary teams engaged in ideation sessions, which led to the design of a patient-centric app. This app provided real-time updates on appointment timings, directional aid within the hospital, and educational content about their medical procedures.

Prototypes of the app were developed and tested with patients and staff, leading to refinements based on feedback. The final product was launched, significantly improving patient satisfaction scores and reducing perceived waiting times by 30%.

Conclusion

Design thinking is a powerful tool for organizations seeking to innovate and address complex challenges. By putting the user at the center of the process, organizations can create solutions that truly resonate with people’s needs. Whether it’s revolutionizing public transport in Singapore or enhancing patient care at the Mayo Clinic, the examples above illustrate the tangible impacts of this approach. As we move forward, the continued application of design thinking promises to unlock even greater potential in various sectors worldwide.

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

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Creating Employee Connection Innovations in the HR, People & Culture Space

How a world-wide shutdown led to the biggest shift in Human Resource practices

Creating Employee Connection Innovations in the HR, People & Culture Space

GUEST POST from Chris Rollins

While the world was experiencing widespread shutdown and companies promptly shifted to remote work from home, the focus was on how companies would adapt to this new normal of the pandemic. At the same time, while many people were facing daily stress about their job stability, their financial livelihood, and their families’ health & safety, social justice issues were also at the forefront with the murder of George Floyd. In response, we’ve seen the evolution of Diversity, Equity and Inclusion (DEI) departments in the workplace. For smaller companies and organizations with a less established DEI function, however, it’s HR leaders out front navigating these issues and leading the change, often with little support or guidance.

The Human Resources space went into crisis mode at the onset of COVID and was forced to innovate incredibly quickly as every facet of our work was impacted. HR leaders have more responsibility than ever and increased influence at the C-Suite level, especially as they implement changes to their people practices in order to keep up with what employees want and need from their employers today. HR professionals, in close partnership with the CEO, had to create covid policies, work-from-home guidelines and return-to-work plans, all in an extremely short time frame, which required innovative thinking and presented an opportunity to leverage technology to better support their employees. We also saw the rise of many HR communities, including niche groups like QueeHR, to create space for HR leaders to connect and support each other during these times.

Proactive employee mental health benefits

Another major difference between HR pre-pandemic is that although there was already a focus on employees’ mental health and wellbeing, it was being handled reactively. Now, Human Resource teams are taking note of employees’ experiences and emotional health, as well as developing skills to detect problems early and to step in to provide help. This sounds like an easy process once implemented, but with today’s massive shift towards hybrid or remote work, it’s challenging for HR professionals to constantly stay up to date with each and every employee’s experience. Creating space for more consistent coaching conversations and 1:1 meetings with managers is imperative to staying connected. Having “difficult conversations” at work used to look like a 1:1 in the boss’ office, and now has shifted to video or phone calls where body language is hard to distinguish. HR professionals must also train leaders how to be great coaches and to bring a healthy dose of empathy into the virtual environment.

The experience of LGBTQ+ employees

A common topic of conversation in the HR community is the experience of underrepresented employees. Ensuring that diversity, equity and inclusion efforts include individuals who are lesbian, gay, bisexual, transgender and queer (LGBTQ) is essential for business success. Although many companies offer health benefits and other policies that support LGBTQ+ workers, a company’s culture plays a key role in whether employees feel safe bringing their whole selves to work. While many LGBTQ+ workers have the skills to be great leaders, a strong sense of belonging is crucial in order to establish their leadership voice and style at work.

For companies, there is a high cost to not creating an inclusive culture where underrepresented employees feel they belong. One of the common challenges for LGBTQ+ workers is trying to do their job and lead their teams while spending valuable mental energy figuring out if or how they fit in. A lot of wasted energy goes into assessing the level of safety and comfort. Considering this impact at scale across an organization, that’s a lot of lost productivity, and puts LGBTQ+ at a disadvantage in the context of performance, promotions and career growth.

While figuring out the right approach to these challenges is not “one size fits all”, the impact and positive benefits of a more diverse workforce with a focus on employee wellness is huge. HR leaders are adopting a “people-first” approach to leading their organizations, and getting more specific with employees to understand their unique needs. Each company, industry, and workforce is entirely different, but by taking a look at the overall workforce and gathering data from employees about their experience, companies can design programs that will actually move the needle and positively impact employee experience.

Employee resource groups/ERGs emerge as a trend

ERGs, or employee resource groups, are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace aligned with the organizations they serve. Although they have been around since the 1960s, they are becoming increasingly relevant today as questions of personal identity and politics are creating difficult conversations in the workplace. Typically, ERGs are more common in companies with a minimum of 500 employees, but they are continuing to increase in prevalence.

ERGs are creating a ton of innovation and impact in the workplace, as many companies are increasingly establishing employee resource groups for various identity groups – like LGBTQ+, POC, LatinX, Women, etc. Those spaces are creating and helping build community among like-minded folks, while also creating opportunities for allyship. The groups truly serve to inform the business about things they could be doing as a whole to create more inclusive practices. For example, the LGBTQ+ resource group could make it clear that the benefit policies are not inclusive, and don’t offer gender affirming care benefits. The LGBTQ+ ERG can raise it as a group to enact real change for the company, which then has ripple effects for how they recruit new people, communicate their employer brand, etc.

Can ERG’s eventually become a paid role?

Currently, employee resource groups are 100% volunteer, but companies such as LinkedIn are starting to pay their ERG leaders to show their appreciation for these extra hours of work. Many ERG chairs are working overtime to host meetings, plan events, and gather information to present to the C-suite, but the positive side of this extra time are the leadership capabilities these team members learn. ERGs create a whole new opportunity for employees at any level of the organization to take on leadership roles and build their skills. It’s another way to develop talent in the organization and create opportunities for innovation across the business.

With LinkedIn being a standup example of paying their ERG leaders an additional $10,000 per year, there are infinite benefits to adding these types of leadership resources to the team. ERG leaders are getting hands-on training on how to be great leaders through leadership development programs. By encouraging and supporting employee resource groups at a corporate level, employers are truly communicating the importance of investing in their own employees, as well as considering the impact this type of experience will have on their career.

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Evaluating the ROI of Innovative Projects

Evaluating the ROI of Innovative Projects

GUEST POST from Art Inteligencia

In the fast-paced world of business, innovation stands as a crucial pillar for sustainable growth and competitive advantage. However, the challenge often lies in quantifying the value of these innovative projects. How does one measure the return on investment (ROI) in areas where traditional metrics fall short? This article will delve into effective strategies for evaluating ROI and explore two insightful case studies that illuminate the process.

Understanding ROI in Innovation

When it comes to innovation, ROI is more than just a financial metric. It encompasses both quantitative and qualitative factors that contribute to a project’s success. Traditional ROI calculations focus on costs versus financial gains. However, in innovative projects, you should consider additional dimensions such as strategic alignment, brand enhancement, cultural impact, and customer delight.

To evaluate the ROI of innovative projects, leaders need to establish clear goals, measure tangible and intangible benefits, and maintain a balance between short-term gains and long-term strategic value.

Strategies for Measuring ROI

1. Establish Clear Objectives

Begin by defining what success looks like. Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to guide your evaluation process. Clarity here will provide a baseline for measuring outcomes.

2. Consider Multiple Metrics

Besides financial returns, consider metrics like customer satisfaction, employee engagement, market penetration, and risk mitigation. These will offer a holistic view of an innovation’s impact.

3. Utilize a Balanced Scorecard

A balanced scorecard aligns business activities with organizational vision and strategy, improving internal and external communications, and monitoring organizational performance against strategic goals.

Case Studies: Real-World Applications

Case Study 1: The Tech Corporation – A Leap into AI

The Tech Corporation, a global leader in software solutions, embarked on an innovative project to integrate artificial intelligence (AI) into their existing platforms. Initially, the ROI was challenging to gauge, as traditional metrics didn’t account for the learning curve and implementation intricacies.

The project was initially projected to yield a 20% increase in operational efficiency. While direct financial gains took time, the company soon observed a 30% reduction in process time, elevating employee productivity and customer satisfaction. The Tech Corporation tracked metrics such as customer feedback, time-to-market improvements, and AI-driven insights that led to new product features.

Beyond numbers, the strategic value gained through market positioning as an AI pioneer and enhanced data-driven decision-making demonstrated an exponential ROI that went beyond financial calculations.

Case Study 2: Green Energy Innovators – Sustainable Future

Green Energy Innovators, dedicated to renewable energy solutions, launched a project to develop a next-gen solar panel utilizing breakthrough nanotechnology. The initial costs were substantial, raising apprehensions about immediate financial ROI.

Through a balanced scorecard approach, the company focused on environmental impact, community engagement, and strategic partnerships. The project resulted in a 50% increase in energy efficiency compared to traditional panels, leading to government grants and additional funding opportunities.

The intangible benefits were equally significant. Brand perception soared, attracting top-tier talent and creating a culture of innovation within the organization. Over five years, the project not only achieved financial break-even but catapulted Green Energy Innovators into the forefront of sustainable technology.

The Future of Measuring ROI in Innovation

As innovation continues to evolve, so too must our methods of evaluating its ROI. Embracing a multi-faceted approach that considers both tangible and intangible benefits is crucial. Organizations should foster a culture of experimentation and learning, ensuring that every project, successful or not, contributes valuable insights to inform future innovations.

Ultimately, the true ROI of innovative projects extends beyond immediate gains, encompassing long-term strategic value, competitive edge, and the ability to adapt in an ever-evolving market landscape.

By looking beyond the spreadsheets and investing in understanding innovation’s broader impact, organizations can unlock unprecedented growth and ensure their place at the forefront of their industries.

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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Three Lessons for Creating Better Customer Experiences

Three Lessons for Creating Better Customer Experiences

GUEST POST from Shep Hyken

Customer behavior is changing. Expectations are higher. There’s tension between customers and the brands they do business with. The willingness to leave one brand to do business with another has never been higher.

Lance Gruner, Executive Vice President of Global Customer Care at MasterCard, was one of the keynote speakers at CCW (Contact Center Week), the industry’s largest conference and trade show of its kind. More than 3,000 attendees listened to Gruner share lessons he learned while running customer service teams worldwide for one of the most recognized brands in the world.

Gruner started with a story about lost luggage during a recent trip to Ireland. The airline eventually found it, but it wasn’t an easy experience and seemed to take more effort than necessary. Even though his luggage was eventually returned to him, Gruner realized there was a bigger issue, which was how the incident was handled. His point was something most companies and brands are guilty of. They may fix the customer’s problem, but there is a more significant issue. In Gruner’s words, “We must focus on the root and not the symptom.”

In this example, the symptom is the lost luggage, and the root is how employees handle the customer.

Whether they know it or not, what customers want isn’t that complicated. They want to trust that brands will do what they promise. If by chance, things aren’t working out the way they should, they want to trust that a brand will have their back and fix what needs to be fixed. Sounds simple, but simple doesn’t always mean easy.

Gruner shared how MasterCard does this. Eighty-four percent of MasterCard’s customers are delighted with their experience. “We still have a ways to go,” admits Gruner. He shared three things MasterCard is doing to drive that improvement.

1. Focus on customers, and specifically, the effort customers go through to do business with you. Just ask the question, “Are we making it easy for our customers?” High customer satisfaction marks—and loyalty—happen when a brand can meet customers where they are. Being available on the phone and digital platforms, such as chat, text, social media and other channels, is important to giving customers an easy experience.

2. Use technology and data to support this effort. Data is powerful when used the right way. Data gives you customer insights that help identify trends. Used correctly, you not only meet the customer’s current needs, you can also predict what they will want and expect in the future. Knowing where customers are going before they do is a powerful way to build trust and loyalty. So, leverage data. Don’t just collect it. Study it and use it to create a better customer experience (CX).

3. Focus on employees. Gruner knows there are employee issues. What is known as the Great Resignation started long before the pandemic, but it has accelerated. In addition to Baby Boomers and Gen-X taking retirement, employees are evaluating their lifestyles. Their wellbeing is paramount to their happiness at a company. Gruner emphasizes the importance of focusing on “our people.” Just as customers must believe in the brand, so must employees. He smiled when he said that 95% of MasterCard employees are proud to be part of the brand. They understand that work is more than just a job to some. They want to be part of something bigger. Gruner says, “We are doing well by doing good.” MasterCard is focused on a workforce that is inclusive and diverse. It believes in sustainability and giving back to the community. Employees appreciate and embrace this effort.

Pay close attention to lesson number three. Circling back to Gruner’s comment about the root versus the symptom, employees are the root. They have great control over the outcome of a customer’s problem. When employees are properly trained and appreciated for making good decisions, customer experience magic happens. How employees feel about their jobs and how customers feel about the company go hand-in-hand. What’s happening on the inside of an organization is felt on the outside by the customer. If you want your customers to be happy, start looking inside your company. It has never been more important to focus on employees as part of your customer service and CX strategy.

This article originally appeared on Forbes

Image Credit: Shep Hyken

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Bridging the Digital Divide with Universal Design

Bridging the Digital Divide with Universal Design

GUEST POST from Chateau G Pato

In an increasingly connected world, the digital divide remains a formidable barrier, preventing equitable access to information and technology. The divide affects individuals across different socioeconomic, geographic, and demographic lines. Bridging this gulf demands intentional approaches that prioritize inclusivity and accessibility, and here is where Universal Design becomes pivotal.

Understanding Universal Design

Universal Design is about creating products and environments accessible to all people, regardless of their abilities, age, or status. It involves designing solutions that are user-friendly and accommodating from the very beginning. This concept not only aids those with disabilities but also enhances usability for everyone. As a proponent of human-centered innovation, I believe Universal Design is crucial in addressing the digital divide.

Case Studies

Case Study 1: Microsoft’s Inclusive Design Strategy

Microsoft is a compelling example of leveraging universal design to bridge the digital divide. Their Inclusive Design Strategy emphasizes understanding and addressing the needs of people with disabilities to enhance their products for all users. This was notably apparent with the redesign of the Xbox Adaptive Controller.

The controller was developed to cater not just to gamers with limited mobility but also reflects a broader philosophy: designing for people with disabilities can make products better for everyone. By championing inclusivity, Microsoft opened up opportunities for engagement in gaming for individuals who were previously marginalized.

This strategy has been extended to other products, such as Windows, where features like Narrator, Magnifier, and Speech Recognition are integral parts of the operating system, not afterthoughts.

Case Study 2: Google’s Project Loon

Another notable initiative is Google’s Project Loon, which aims to provide internet access to under-served regions using high-altitude balloons. The project’s primary goal is to connect rural and remote areas to the wider world, thus addressing a significant part of the digital divide.

By accessing these regions with innovative technology, Project Loon is not only supplying internet access but is also facilitating socioeconomic development. Remote farmers, small businesses, and local institutions can connect with larger markets and resources, fostering socioeconomic growth.

Google’s initiative serves as a testament to how technology, when thoughtfully applied, can reach beyond traditional boundaries and create an inclusive digital environment.

The Role of Universal Design in Digital Accessibility

Universal Design plays a transformative role in digital accessibility by considering users at the margins and making inclusive solutions a standard practice. This helps in creating digital experiences that everyone can access, enhancing overall usability.

It calls for a paradigm shift in how we think about design—from focusing on the average user to embracing a wider spectrum of human diversity. This approach not only bridges the digital divide but fosters innovation by creating products that are at the intersection of user needs and technological possibilities.

Conclusion

Bridging the digital divide is an ongoing challenge that requires collaborative efforts and a shift in mindset towards inclusivity and universal accessibility. By adopting Universal Design principles, organizations and innovators can make strides toward not only narrowing this divide but also unlocking opportunities for everyone.

As we move forward, let’s champion innovation that includes everyone, ensuring that no one is left behind in our digital future.

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: Dall-E

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Importance and Ethos of Empathy in Business

Importance and Ethos of Empathy in Business

GUEST POST from Douglas Ferguson

Why is empathy important in business? The reality is that though empathy focuses on identifying others’ emotions and connecting with your team in the workplace, true empathy has powerful results for every facet of an organization.

Organizational Ethos: Why is Empathy Important in Business?

Why is empathy important in business? The reality is that though empathy focuses on identifying others’ emotions and connecting with your team in the workplace, true empathy has powerful results for every facet of an organization.

Empathy makes it possible to center each other’s needs, desires, and emotions at the heart of what you do. From navigating your intuition to working to identify and meet the needs of clients, workplace empathy is essential to effective leadership and future success.

Below, we explore why is empathy important in business as we discuss:

  • Empathy in the Workplace
  • Empathy as Empowerment
  • The Ethos of Empathy
  • Why Empathy is Important for Business
  • Applications of Organizational Empathy

Empathy in the Workplace

Allowing empathy in the workplace encourages leading from the heart. By centering emotional intelligence in your organization, you’ll prioritize a people-first approach to leadership.

Empathy allows us to recognize others’ emotions and to understand their point of view in a situation. When employed in the workplace, empathy offers insight into how to understand and respond to others’ needs. While empathy can be confused with sympathy, the two aren’t the same. Empathy focuses on identifying and sharing the emotions and experiences of others.

By practicing emotional intelligence, organizations can use empathy to better navigate and support their employee’s well-being, while driving innovation and collaboration. As life constantly ebbs and flows, employees need empathetic leaders that understand the nuances of navigating life’s changes. This allows team members to craft the best work-life balance that lets them do their best work while maintaining a positive home life.

Empathy as Empowerment

Why is empathy important for business? The simple answer is that empathy empowers. As leaders and fellow team members extend empathy to each other, they are allowing one another to feel a sense of validation and respect. Considered to be an organizational superpower, empathy can positively impact employees’ engagement, motivation, and well-being.

The true power of empathy lies in your ability to envision yourself in a team member’s position, or a position of leadership. Once empathy becomes part of the organizational culture, it empowers employees to center their fellow members and work collaboratively.

From a leadership perspective, empathy invites employees into the decision-making process. This communicates that leaders value and trust the opinions and positions of their team members. As such, more employees feel a sense of validation and are driven to engage with their work and their teams’.

The Ethos of Empathy

Workplace empathy is part of a larger conversation about organizational ethics. The ethics of an organization refer to how the leadership and team members respond to their external environment. These ethics dictate the principles and guidelines that determine how the company and its employees conduct business in the workplace.

Leaders should work to translate empathy into their organizational ethos to ensure that every decision is guided by a commitment to uplifting and connecting with others. To make an impact with empathy and ingratiate it in your company culture, ensure that your organization has a clear code of ethics. By building empathy into your ethos, you’ll train your leaders and employees to constantly prioritize each other’s feelings and perspectives in the workplace.

Why Empathy is Important for Business

Empathy has a multifaceted impact on the workplace. From enhancing leaders’ capabilities and improving the way team members relate to one another to prioritizing clients’ needs and customer relations, empathy is undoubtedly an important part of any business.

Empathy benefits businesses in the following ways:

1. Empathy is your  leadership superpower.

  • Maintain Top Talent: Leaders that connect with their team in a genuine way are able to foster a sense of loyalty and retain the best people.
  • Boost Morale by Instilling Motivation: Empathetic leaders can successfully encourage their teams and motivate them to perform at their best.
  • Increase Sales and Productivity: Leaders with empathy can better understand customers’ needs and address their desires, pain points, and fears.

2. Empathy is essential for teams.

  • Develop a Community: Through empathy, team members can develop stronger bands and build trust in each other. This allows team members to become a true community both in and out of the workplace.
  • Increase innovation: Empathy is linked to innovation as it allows team members to practice curiosity, generosity, and equality towards their colleagues’ ideas. By entering another’s perspective, team members develop a sense of compassion that allows for creative thinking.
  • Create a safe environment for collaboration and learning: Teams that practice empathy are leading with their heart. This encourages a sense of psychological safety, allowing others to feel vulnerable and open to learning and collaborating.

3. Empathy is transformative for clients.

  • Forge connections with customers: Empathetic organizations put their clients first. This human-centered approach allows teams and leadership to build real bonds with their customers that can last a lifetime.
  • Prioritize clients’ wants and needs: Why is empathy important for business? Empathy makes it easy to identify and prioritize clients’ wants and needs. By walking a mile in their shoes, an organization will have a better understanding of customers’ expectations.

Applications of Organizational Empathy

Discovering why empathy is important for business is the first step in cultivating an empathic culture. The next challenge is learning to apply empathy in every facet of your organization.

Implement empathy in your workplace with the following practices:

1. Listen to Others

Listening to others is the first step in implementing empathy in the workplace. Listening goes beyond hearing what someone says; empathic listening requires one to actively listen and pay attention to body language, facial expressions, and similar nuances.

2. Use Empathy Maps 

Empathy maps allow organizations to take a human-centered approach to problem solving and ideation. Essentially, this helps one to get inside the user’s head. Organizations use empathy maps to determine what the user is thinking or feeling, and how they may experience the product.

3. Design User Personas

User personas identify the skills, goals, attitudes, background information, and behavioral patterns of your target audience. This allows your team to better explore how to relate to users and which solutions would benefit them the most.

4. Practice Empathy Immersion

Use an activity called empathy immersion to encourage your team to understand their perspective and opinion of others.

  • Change Your Perspective

Challenge your team to adopt another’s perspective.

  • Limit Yourself

A major part of having empathy for another person is understanding the challenges and struggles they face. By limiting yourself, you’ll be able to experience the same type of challenges as you empathize with their experience.

  • Do It Yourself

Oftentimes in the field, it makes the most sense to wait for management or a qualified leader. However, this shouldn’t limit one from problem-solving on their own. Under empathetic leadership, team members will feel a sense of self-motivation and confidence that allows them to take agency and create solutions of their own.

  • Similar Experience

Team members can empathize with each other and their clients by recreating an experience similar to what their colleagues or customers are going through.

  • Day-in-the-Life

A day-in-the-life activity allows team members to walk in another’s shoes and navigate the successes and pitfalls from another person’s perspective.

Want to adopt empathy in your organization? Connect with us at Voltage control to learn the ways you can implement empathy in your workplace. Our courses on Change Management and Master Facilitation will teach the art of leading with empathy as you learn how to shift your company culture to one that embraces an empathic ethos.

Article originally seen at VoltageControl.com

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Harnessing Employee Voices for Innovation

Harnessing Employee Voices for Innovation

GUEST POST from Art Inteligencia

In today’s rapidly changing world, the quest for innovation is not just confined to the confines of the executive suite. Organizations that aim for sustainable innovation must engage everyone in the process, tapping into the diverse perspectives and insights that only a workforce-wide effort can bring. By harnessing the voices of employees, companies can unlock creative solutions, drive engagement, and stay competitive. This article explores the strategies to effectively capture those voices and illustrates through case studies how real-world companies have successfully implemented these practices.

Why Employee Voices Matter

Employees are the backbone of any organization. They interact with processes, systems, and customers daily and thus have a unique vantage point. By involving them in the innovation process, companies not only gather a wealth of ideas but also create a culture of inclusivity and engagement. Employees are more likely to be committed to a company’s goals when they feel heard and valued.

Building the Right Channels

To effectively harness employee voices, organizations need to establish the right channels for communication. This involves setting up systems where employees can submit ideas, engage in collaborative problem-solving, and receive feedback. Implementing digital platforms for ideation and regular innovation workshops can be powerful tools in achieving this.

Case Study: 3M’s Innovation Culture

Company: 3M

3M has long been recognized for its culture of innovation. One of the key elements of its success is the ‘15% rule,’ allowing employees to use 15% of their working time to pursue projects of their choice.

Case in point, the development of the Post-it Note, a now indispensable product, originated from this policy. Art Fry, a 3M scientist, used his 15% time to collaborate with Spencer Silver, another employee who had developed a low-tack adhesive. This collaborative environment enabled them to create a product that might have otherwise been dismissed in a traditional top-down setting.

By trusting their employees to explore and innovate, 3M consistently ranks as one of the top innovative companies globally.

Nurturing a Feedback-Friendly Culture

Creating a culture where feedback is welcomed and acted upon is crucial. It’s about making employees feel comfortable to speak up, knowing their input will be considered seriously. Feedback loops and recognition programs can reinforce this culture, ensuring that employees understand the impact of their contributions.

Case Study: Google’s Idea Management System

Company: Google

Google’s idea management system, known as the ‘Google Ideas System’ (GIS), allows employees to submit ideas directly to an open platform where they can be discussed, refined, and potentially developed.

The creation of Gmail is a prime example of this system in action. It started as an idea within Google’s internal incubator and was refined through employee input. The development of the product was shaped dramatically by the ongoing feedback and collaborative effort, epitomizing Google’s commitment to employee-driven innovation.

Through GIS, Google captures a plethora of ideas that continue to drive its innovation pipeline.

Implementing Training and Development

For employee innovation to thrive, organizations must invest in training and development that fosters creative thinking and problem-solving skills. Workshops, brainstorm sessions, and mentorship programs can provide employees with the tools they need to contribute effectively to the innovation process.

Conclusion

The path to innovation lies not just in groundbreaking technology or strategic acquisitions but in the collective intelligence of an engaged workforce. By harnessing employee voices, organizations unlock new possibilities and create a culture that values each contribution, driving both innovation and engagement forward.

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: Unsplash

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The Resilience Conundrum

From the Webb Space Telescope to Dishwashing Liquids

The Resilience Conundrum

GUEST POST from Pete Foley

Many of us have been watching the spectacular photos coming from Webb Space Telescope this week. It is a breathtaking example of innovation in action. But what grabbed my attention almost as much as the photos was the challenge of deploying it at the L2 Lagrange point. That not only required extraordinary innovation of core technologies, but also building unprecedented resilience into the design. Deploying a technology a million miles from Earth leaves little room for mistakes, or the opportunity for the kind of repairs that rescued the Hubble mission. Obviously the Webb team were acutely aware of this, and were painstaking in identifying and pre-empting 344 single points of failure, any one of which had the potential to derail it. The result is a triumph.  But it is not without cost. Anticipating and protecting against those potential failures played a significant part in taking Webb billions over budget, and years behind it’s original schedule.

Efficiency versus Adaptability: Most of us will never face quite such an amazing but  daunting challenge, or have the corresponding time and budget flexibility. But as an innovation community, and a planet, we are entering a phase of very rapid change as we try to quickly address really big issues, such as climate change and AI. And the speed, scope and interconnected complexity of that change make it increasingly difficult to build resilience into our innovations. This is compounded because a need for speed and efficiency often drives us towards narrow focus and increased specialization.  That focus can help us move quickly, but we know from nature that the first species to go extinct in the face of environmental change are often the specialists, who are less able to adapt with their changing world. Efficiency often reduces resilience, it’s another conundrum.

Complexity, Systems Effects and Collateral Damage. To pile on the challenges a little, the more breakthrough an innovation is, the less we understand about how interacts at a systems level, or secondary effects it may trigger.  And secondary failures can be catastrophic. Takata airbags, or the batteries in Samsung Galaxy phones were enabling, not core technologies, but they certainly derailed the core innovations.

Designed Resiliency. One answer to this is to be more systematic about designing resilience into innovation, as the Webb team were. We may not be able to reach the equivalent of 344 points of failure, but we can be systematic about scenario planning, anticipating failure, and investing up front in buffering ourselves against risk. There are a number of approaches we can adopt to achieve this, which I’ll discuss in detail later.

The Resiliency Conundrum. But first let’s talk just a little more about the Resilience conundrum. For virtually any innovation, time and money are tight. Conversely, taking time to anticipate potential failures is often time consuming and expensive. Worse, it rarely adds direct, or at least marketable value. And when it does work, we often don’t see the issues it prevents, we only notice them when resiliency fails. It’s a classic trade off, and one we face at all levels of innovation. For example, when I worked on dishwashing liquids at P&G, a slightly less glamorous field than space exploration, an enormous amount of effort went into maintaining product performance and stability under extreme conditions. Product could be transported in freezing or hot temperatures, and had to work extreme water hardness or softness. These conditions weren’t typical, but they were possible. But the cost of protecting these outliers was often disproportionately high.

And there again lies the trade off. Design in too much resiliency, and we are become inefficient and/or uncompetitive. But too little, and we risk a catastrophic failure like the Takata airbags. We need to find a sweet spot. And finding it is still further complicated because we are entering an era of innovation and disruption where we are making rapid changes to multiple systems in parallel. Climate change is driving major structural change in energy, transport and agriculture, and advances in computing are changing how those systems are managed. With dishwashing, we made changes to the formula, but the conditions of use remained fairly constant, meaning we were pretty good at extrapolating what the product would have to navigate. The same applies with the Webb telescope, where conditions at the Lagrange point have not changed during the lifetime of the project. We typically have a more complex, moving target.

Low Carbon Energy. Much of the core innovation we are pursuing today is interdependent. As an example, consider energy. Simply replacing hydrocarbons with, for example, solar, is far more complex than simply swapping one source of energy for another. It impacts the whole energy supply system. Where and how it links into our grid, how we store it, unpredictable power generation based on weather, how much we can store, maintenance protocols, and how quickly we can turn up or down the supply are just a few examples. We also create new feedback loops, as variables such as weather can impact both power generation and power usage concurrently. But we are not just pursuing solar, but multiple alternatives, all of which have different challenges. And concurrent to changing our power source, we are also trying to switch automobiles and transport in general from hydrocarbons to electric power, sourced from the same solar energy. This means attempting significant change in both supply and a key usage vector, changing two interdependent variables in parallel. Simply predicting the weather is tricky, but adding it to this complex set of interdependent variables makes surprises inevitable, and hence dialing in the right degree of resilience pretty challenging.

The Grass is Always Greener: And even if we anticipate all of that complexity, I strongly suspect, we’ll see more, rather than less surprises than we expect.   One lesson I’ve learned and re-learned in innovation is that the grass is always greener. We don’t know what we don’t know, in part because we cannot see the weeds from a distance. The devil often really is in the details, and there is nothing like moving from theory to practice, or from small to large scale to ferret out all of the nasty little problems that plague nearly every innovation, but that are often unfathomable when we begin. Finding and solving these is an inherent part of virtually any innovation process, but it usually adds time and cost to the process. There are reasons why more innovations take longer than expected than are delivered ahead of schedule!

It’s an exciting, but also perilous time to be innovating. But ultimately this is all manageable. We have a lot of smart people working on these problems, and so most of the obvious challenges will have contingencies.   We don’t have the relative time and budget of the Webb Space Telescope, and so we’ll inevitably hit a few unanticipated bumps, and we’ll never get everything right. But there are some things we can do to tip the odds in our favor, and help us find those sweet spots.

  1. Plan for over capacity during transitions. If possible, don’t shut down old supply chins until the new ones are fully established. If that is not possible, stockpile heavily as a buffer during the transition. This sounds obvious, but it’s often a hard sell, as it can be a significant expense. Building inventory or capacity of an old product we don’t really want to sell, and leaving it in place as we launch doesn’t excite anybody, but the cost of not having a buffer can be catastrophic.
  2. In complex systems, know the weakest link, and focus resilience planning on it. Whether it’s a shortage of refills for a new device, packaging for a new product, or charging stations for an EV, innovation is only as good as its weakest link. This sounds obvious, but our bias is to focus on the difficult, core and most interesting parts of innovation, and pay less attention to peripherals. I’ve known a major consumer project be held up for months because of a problem with a small plastic bottle cap, a tiny part of a much bigger project. This means looking at resilience across the whole innovation, the system it operates in and beyond. It goes without saying that the network of compatible charging stations needs to precede any major EV rollout. But never forget, the weakest link may not be within our direct control. We recently had a bunch of EV’s stranded in Vegas because a huge group of left an event at a time when it was really hot. The large group overwhelmed our charging stations, and the high temperatures meant AC use limited the EV’s range, requiring more charging. It’s a classic multivariable issue where two apparently unassociated triggers occur at once.   And that is a case where the weakest link is visible. If we are not fully vertically integrated, resilience may require multiple sources or suppliers to protect against potential failure points we are not aware of, just to protect us against things we cannot control.
  3. Avoid over optimization too early. It’s always tempting to squeeze as much cost out of innovation prior to launch. But innovation by its very nature disrupts a market, and creates a moving target. It triggers competitive responses, changes in consumer behavior, supply chain, and raw material demand. If we’ve optimized to the point of removing flexibility, this can mean trouble. Of course, some optimization is always needed as part of the innovation process, but nailing it down too tightly and too early is often a mistake. I’ve lost count of the number of initiatives I’ve seen that had to re-tool or change capacity post launch at a much higher cost than if they’d left some early flexibility and fine-tuned once the initial dust had settled.
  4. Design for the future, not the now. Again this sounds obvious, but we often forget that innovation takes time, and that, depending upon our cycle-time, the world may be quite different when we are ready to roll out than it was when we started. Again, Webb has an advantage here, as the Lagrange point won’t have changed much even in the years the project has been active. But our complex, interconnected world is moving very quickly, especially at a systems level, and so we have to build in enough flexibility to account for that.
  5. Run test markets or real world experiments if at all possible. Again comes with trade offs, but no simulation or lab test beats real world experience. Whether its software, a personal care product, or a solar panel array, the real world will throw challenges at us we didn’t anticipate. Some will matter, some may not, but without real world experience we will nearly always miss something. And the bigger our innovation, generally the more we miss. Sometimes we need to slow down to move fast, and avoid having to back track.
  6. Engage devils advocates. The more interesting or challenging an innovation is, the easier it is to slip into narrow focus, and miss the big picture. Nobody loves having people from ‘outside’ poke holes in the idea they’ve been nurturing for months or years, but that external objectiveness is hugely valuable, together with different expertise, perspectives and goals. And cast the net as wide as possible. Try to include people from competing technologies, with different goals, or from the broad surrounding system. There’s nothing like a fierce competitor, or people we disagree with to find our weaknesses and sharpen an idea. Welcome the naysayers, and listen to them. Just because they may have a different agenda doesn’t mean the issues they see don’t exist.

Of course, this is all a trade off. I started this with the brilliant Webb Space telescope, which is amazing innovation with extraordinary resilience, enabled by an enormous budget and a great deal or time and resource. As we move through the coming years we are going to be attempting innovation of at least comparable complexity on many fronts, on a far more planetary scale, and with far greater implications if we get it wrong. Resiliency was a critical part of the Webb Telescopes success. But with stakes as high as they are with much of today’s innovation, I passionately believe we need to learn from that. And a lot of us can contribute to building that resiliency. It’s easy to think of Carbon neutral energy, EV’s, or AI as big, isolated innovations. But in reality they comprise and interface with many, many sub-projects. That’s a lot of innovation, a lot of complexity, a lot of touch-points, a lot of innovators, and a lot of potential for surprises. A lot of us will be involved in some way, and we can all contribute. Resiliency is certainly not a new concept for innovation, but given the scale, stakes and implications of what we are attempting, we need it more than ever.

Image Credit: NASA, ESA, CSA, and STScl

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Innovative Materials for Sustainable Products

Innovative Materials for Sustainable Products

GUEST POST from Chateau G Pato

In today’s rapidly changing world, the call for sustainability is louder than ever. Consumers, governments, and companies are increasingly aware of the need to reduce environmental impacts. At the heart of sustainable innovation is the development and utilization of innovative materials that not only meet functional and aesthetic demands but also address ecological concerns. In this article, we’ll explore the landscape of innovative materials for sustainable products, highlighting cutting-edge developments and real-world applications.

The Importance of Material Innovation in Sustainability

Material innovation is pivotal for achieving sustainability in product design and manufacturing. By selecting materials that are biodegradable, recyclable, or made from renewable resources, companies can significantly reduce the environmental footprint of their products. Furthermore, innovative materials can enhance product performance, improve customer satisfaction, and open new markets. The journey towards sustainability is not just about reducing harm but also about creating value through responsible innovation.

Case Study #1: MycoWorks – Leather from Mushrooms

Overview

MycoWorks, a pioneering company in biomaterials, has developed an innovative leather alternative using mycelium—the root structure of mushrooms. This material, branded as “Reishi,” offers a sustainable alternative to traditional leather.

Innovation and Impact

Reishi leverages the fast-growing nature and adaptability of mycelium to produce a material with similar texture and durability to conventional leather. The process uses significantly fewer resources and toxic chemicals, resulting in a lower environmental impact. Additionally, because it’s a natural material, it can be biodegradable at the end of its life cycle.

Applications

Reishi is being adopted by fashion brands looking to showcase their commitment to sustainability. This material provides designers the freedom to work with a leather-like substance that appeals to eco-conscious consumers while maintaining high quality and aesthetics.

Case Study #2: CarbonCure – Carbon-Sequestering Concrete

Overview

Concrete is one of the most widely used materials in construction, but it is also a significant source of CO2 emissions. CarbonCure Technologies has introduced an innovative approach to reduce the carbon footprint of concrete through carbon capture and utilization.

Innovation and Impact

CarbonCure injects recycled CO2 into concrete during mixing, which permanently mineralizes the CO2 within the concrete. This not only reduces the amount of cement needed but also strengthens the final product. By making use of waste CO2, CarbonCure effectively turns a greenhouse gas into a valuable ingredient, contributing to a circular economy.

Applications

CarbonCure’s technology is used in a variety of construction projects, including buildings, bridges, and roads. Their approach allows construction companies to reduce emissions without compromising on quality or cost, creating a win-win scenario for both the environment and industry stakeholders.

Future Directions in Sustainable Materials

The landscape of sustainable materials continues to evolve, with research focusing on nanomaterials, bioplastics, and smart materials that respond to environmental changes. The future holds immense possibilities for creating products that not only meet functional demands but also enhance ecological balance.

Conclusion

Innovation in materials is central to the journey toward sustainable products. As seen in the examples of MycoWorks and CarbonCure, it’s clear that the intersection of creativity, science, and environmental consciousness can lead to transformative solutions. By continuing to invest in research and collaboration, we can pave the way for a more sustainable future—one product at a time.

References

The information in this article draws from various sources on cutting-edge sustainable materials. For further reading, consider exploring publications in environmental science and sustainable design sectors.

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

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