The Power of Divergent Thinking in Innovation

The Power of Divergent Thinking in Innovation

GUEST POST from Chateau G Pato

In a world where rapid change is the norm, and competition is fierce, innovation is the lifeblood of survival. But innovation is not just about having creative ideas; it’s about channeling that creativity into transformative solutions. One crucial element that fuels this process is divergent thinking. Divergent thinking is the ability to generate many different ideas or solutions to a problem, and it’s a critical skill for innovation. In this article, we’ll explore the power of divergent thinking and how it can drive groundbreaking innovation through real-world case studies.

What is Divergent Thinking?

Divergent thinking is a thought process or method used to generate creative ideas by exploring many possible solutions. It involves breaking away from established patterns and approaching problems in a non-linear manner. This contrasts with convergent thinking, which focuses on identifying the single best solution to a problem. To innovate effectively, organizations need to cultivate an environment where divergent thinking is encouraged and nurtured.

Case Study 1: IDEO and the Shopping Cart

IDEO, the renowned design and consulting firm, exemplifies the power of divergent thinking with its famous redesign of the shopping cart. Tasked with reinventing this everyday item, IDEO encouraged its team to consider all aspects of the shopping experience, from safety and theft prevention to customer convenience.

By employing divergent thinking, IDEO’s team generated hundreds of ideas, ranging from the practical to the wildly imaginative. The result was a radical new shopping cart design featuring a modular system with detachable baskets, enhanced maneuverability, and improved child safety. This project demonstrated how divergent thinking can lead to solutions that are both innovative and practical, reinforcing IDEO’s reputation as a leader in human-centered design.

Case Study 2: Google and the 20% Time Policy

Google is another organization that leverages divergent thinking through its famous “20% Time” policy. This initiative allowed employees to dedicate 20% of their work time to projects they were passionate about, even if they were unrelated to their core job responsibilities.

This freedom fostered a culture of creativity and innovation, leading to the development of groundbreaking products like Gmail and Google News. By giving employees the autonomy to explore diverse ideas, Google harnessed the power of divergent thinking to drive innovation and new product development, contributing significantly to its success as a tech giant.

How to Foster Divergent Thinking in Your Organization

  • Encourage a Culture of Open-mindedness: Create an environment where all ideas are welcome, and there are no “bad” ideas. This openness encourages team members to share unconventional thoughts.
  • Embrace Diverse Perspectives: Promote diversity in teams to bring different viewpoints and experiences to the table, which can lead to more creative solutions.
  • Use Brainstorming Tools: Tools such as mind mapping and brainstorming sessions can stimulate divergent thinking and help teams break out of established patterns.
  • Provide Time for Creativity: Just like Google’s 20% Time policy, allocate dedicated time for employees to explore new ideas and projects outside of their regular duties.
  • Reward Experimentation: Encourage experimentation and learning by providing resources and incentives for trying out new concepts and iterating on them.

Conclusion

Divergent thinking is a powerful catalyst for innovation. It opens up a universe of possibilities, leading to ideas that can transform industries and improve lives. By embracing divergent thinking, organizations not only foster a creative environment but also position themselves to be at the forefront of innovation in their fields. As demonstrated by IDEO and Google, nurturing a culture of divergent thinking allows for the exploration of myriad solutions, driving the kind of breakthrough innovation that makes a lasting impact.

Whether you’re a start-up or an established corporation, the principles of divergent thinking can be harnessed to unlock your team’s creative potential and lead your organization into a prosperous 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: Gemini from Google

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Tools and Techniques for Measuring Creativity

Tools and Techniques for Measuring Creativity

GUEST POST from Art Inteligencia

Creativity is often considered the lifeblood of innovation. Yet, measuring creativity can be a daunting task. How do we quantify the unquantifiable? In this article, we will explore some robust tools and techniques designed to measure creativity within individuals and organizations. We’ll delve into two case studies that highlight successful applications of these methods.

Why Measure Creativity?

Before diving into the tools and techniques, it’s crucial to understand why measuring creativity is important. Organizations that can effectively identify and foster creative potential are better positioned to innovate and adapt in a rapidly changing world. Measuring creativity helps in setting benchmarks, identifying creative talents, and aligning them with business goals.

Tools and Techniques

There are several methods to measure creativity, ranging from psychometric tests to real-world observation and evaluation. Here are some of the most widely used:

The Torrance Tests of Creative Thinking (TTCT)

The TTCT is one of the most broadly used creativity assessments. It evaluates divergent thinking and problem-solving skills across several dimensions, such as fluency, originality, and elaboration. Though primarily used in educational settings, many organizations leverage TTCT to gauge individual creativity.

Consensual Assessment Technique (CAT)

This technique involves expert judges evaluating the creativity of outputs within a certain domain. The idea is that experts in a given field are best positioned to assess the creativity of work produced in that area. CAT is particularly useful for organizations focused on specific industries like art, literature, or design.

Creative Climate Assessments

These assessments focus on measuring the organizational environment to evaluate how conducive it is to creative thinking. Tools like the KEYS Assessment evaluate workplace climate factors such as challenge, freedom, and support for ideas, which are crucial for fostering creativity.

Case Study 1: TechCorp’s Use of TTCT

TechCorp, a leading software company, implemented the Torrance Tests of Creative Thinking to identify high-potential employees for their innovation lab. By focusing on fluency and originality scores, TechCorp was able to select a diverse group of individuals whose creative problem-solving abilities helped drive several successful projects. This method allowed them to form cross-functional teams with a strong balance of analytical and creative skills.

Case Study 2: Creative Marketing Solutions with CAT

Creative Marketing Solutions (CMS) specializes in advertising and creative campaigns. They implemented the Consensual Assessment Technique to evaluate the creativity of pitches. By utilizing panels of industry experts, CMS was able to refine their creative approach and enhance client satisfaction. This led to more innovative campaigns and a significant increase in client retention rates.

Conclusion

While creativity remains a complex trait to measure, the right tools and techniques can provide insights into an organization’s creative potential. Whether through traditional psychometric assessments like the TTCT or through nuanced evaluations such as the CAT, understanding and measuring creativity is key to fostering an innovative culture. Case studies like those from TechCorp and CMS reveal the transformative power of leveraging these methodologies. Embrace the challenge of measuring creativity, and your organization can unlock untapped innovative potential!

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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Top 10 Human-Centered Change & Innovation Articles of June 2022

Top 10 Human-Centered Change & Innovation Articles of June 2022Drum roll please…

At the beginning of each month we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. We also publish a weekly Top 5 as part of our FREE email newsletter. Did your favorite make the cut?

But enough delay, here are June’s ten most popular innovation posts:

  1. An Innovation Action Plan for the New CTO — by Steve Blank
  2. The Lost Tribe of Medicine — by Arlen Meyers, M.D.
  3. What Can Leaders Do to Have More Innovative Teams? — by Diana Porumboiu
  4. Transformation Insights — by Bruce Fairley
  5. Selling To Generation Z – This is What They Want — by Shep Hyken
  6. It is Easier to Change People than to Change People — by Annette Franz
  7. Leading a Culture of Innovation from Any Seat — by Patricia Salamone
  8. Harnessing the Dragons of your Imagination for Innovation — by Braden Kelley
  9. Successful Asynchronous Collaboration — by Douglas Ferguson
  10. Four Reasons the Big Quit Exists — by Braden Kelley

BONUS – Here are five more strong articles published in May:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last two years:

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Designing Products for a Global Audience

Designing Products for a Global Audience

GUEST POST from Chateau G Pato

In today’s interconnected world, designing products for a global audience isn’t just a strategy; it’s a necessity. As companies expand their reach across borders, understanding the diverse needs, cultural contexts, and user behaviors becomes critical. To successfully innovate on a global scale, a deep commitment to human-centered design is paramount.

Understanding Diverse Needs

Designing for a global market requires acknowledging and embracing diversity. Considerations such as language, cultural nuances, local regulations, and technological infrastructure can make or break a product’s success overseas. Understanding these elements can help avoid missteps and create products that resonate with users worldwide.

Key Principles of Global Product Design

  • Empathy and Research: Conduct exhaustive research to understand user needs in different regions. Employ methodologies like ethnographic studies and immersive local experiences.
  • Localization: Go beyond mere translation. Consider cultural customs, color symbolism, and local trends.
  • Flexibility and Scalability: Design products that can evolve with changing user needs and technological advancements.
  • Collaborative Design: Involve local designers and experts to bring authentic perspectives into the design process.

Case Study: Airbnb

Airbnb’s success as a global platform lies in its commitment to localization and user-centric design. When expanding into new markets, Airbnb goes beyond text translation. They consider local travel behaviors and integrate culturally relevant elements into their platform.

For instance, in Asian markets, where personal relationships and trust are paramount, Airbnb enhanced its platform with features that allow hosts and guests to exchange more information upfront, fostering trust through transparency. They also adjusted their business model in China to cater to the unique regulatory environment and partnered with local payment providers.

Case Study: Coca-Cola

Coca-Cola’s approach to global product design is a testament to the power of local personalization within a global brand framework. Coca-Cola adapts its marketing strategies and product offerings to suit local tastes and preferences.

In Japan, Coca-Cola introduced more than 100 new products annually, experimenting with local flavors such as matcha and shiso. They focused on understanding local taste trends and innovating accordingly, making them a key player in regional markets.

Challenges in Designing for a Global Audience

Despite the benefits, designing for a global audience entails certain challenges:

  • Cultural Sensitivity: Misinterpretations can lead to alienation. Cultural sensitivity in design choices is crucial.
  • Regulatory Compliance: Navigating varied regulatory environments requires careful planning and flexible design frameworks.
  • Technological Disparities: Varying levels of technology adoption necessitate adaptable designs that work in both high-tech and low-tech environments.

The Road Ahead

The journey of designing products for a global audience is continuous and evolving. It requires a persistent commitment to learning, adaptation, and empathy. Companies that master this approach will not only thrive globally but will also forge deeper connections with their audiences, ultimately driving innovation and growth in unprecedented ways.

As we navigate the complexities of global markets, let us embrace the diversity that defines our world, channeling it into human-centered design innovations that are as varied and dynamic as the people we aim to serve.

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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How Networking Accelerates Growth

How Networking Accelerates Growth

GUEST POST from Douglas Ferguson

As a leader, you’re likely aware that building a network takes time and work. Mentors and a network of peers are not easily established for jobs, professional growth, or business. The process of growing a network, and a community, is proportional to the thought you put towards it.

That said, not everyone takes the same steps to build a network. Leadership development programs are tools we highly recommend considering. They’re a step towards learning about yourself and expanding your understanding of how to work with people.

Now, how does a network contribute effectively to your role as a leader, and how can you unlock that network in a productive way?

The search for true leadership requires self-awareness, which networks play a key role in developing.

A true leader puts in the self-work before looking to others to change. They also view self-work as an ongoing experience of sustained learning rather than a short-term project.

Let’s dive deeper into networking, a concept that you’ll learn has positive connotations when framed correctly. This article addresses the following:

  • What is networking and why is it important?
  • How do we pursue true leadership?
  • How do we sustain learning as leaders?

What is networking?

Networking is intercommunication, exchanging ideas with those with shared interests or expertise. We view networking as a series of opportunities to learn and engage. Learning about yourself, others, and information. Most importantly to leadership development, it’s learning about yourself through others.

Networking doesn’t have to be insincere, corporate, or repulsive if you approach it with meaning and an intention to develop deeper relationships. Oftentimes, those relationships are a twofold source of wisdom and knowledge when you need it most.

Good networking involves a mutual understanding of the relationship and an environment conducive to it. The more work you put into a network, the more it resembles a community: a place you can go to for help or to help.

Why is networking important?

Networking is profound for connection and support. As you build yours, you’ll find that you can lean into your network for much more than professional development, and you begin to build a community.

It’s also a wonderful practice in self-awareness. By interacting with people outside of your usual environment, your creativity and self-image is challenged. It often feels uncomfortable for good reason. Allowing yourself to feel uncomfortable and observe the environment around you serves as practice for what you should often do as a leader.

As we do this, we acquire perspective, which encourages growth. A healthy network focused on growth boosts:

  • Confidence and awareness of strengths
  • Understanding of opportunities for personal and professional growth
  • Creativity through exposure to other pools of knowledge and ways of thinking

The community you draw from networking often becomes a resource for your team. That includes resources for:

  • Hiring new teammates and identifying strong leaders
  • Industry information and trends
  • Future positions or opportunities for involvement

Dr. Peter Gray, who spent years studying professional networks, also emphasizes the importance of maintaining a tight-knit community, or as he phrases it, “building a collaboration network”. In our Control the Room podcast episode with Dr. Grey, he suggests that consistent, quality relationships with 15-20 close ties prove wildly beneficial to a work environment. Reframing teamwork as a collaborative effort makes the workplace exciting, and perspective within your network enhances your desire for innovation.

“Your ability to see the world really changes as a function of your network.”

Dr. Peter Gray

Are there people who are positive thinkers within your network? Do they support your ideas? Do you feel excited to present your ideas to them? Dr. Gray calls these traits of good leaders “energizer traits”.

As you grow within an organization, it becomes more important to have a solid network from which to pull when needed. That’s especially the case as teams become more collaborative with time. We built this assessment tool to help analyze involvement and existing relationships.

Spend time pursuing a network. Your future self will thank you for the time you save them and opportunities you bring them.

How do we pursue true leadership?

Self-awareness assessments can fall down when used without follow-through. We can use them to help us understand whose strengths in the team will help us prevail when faced with a new problem, product, or shift.

Such assessments should be used or followed up with for inner work and inner change. The self-assessment serves as a true mirror when you’re focused on self-discovery and self-improvement. Use the reflective moments to continually practice being the improved version of yourself.

When you practice looking at your true self, you can begin to ask questions. It can be powerful to see if you’re being perceived the way you see yourself. 

Are you being manipulative? Are you a true leader? Is the story in your head about yourself authentic? What can be done to fine-tune your tendencies and align the person in the mirror with the person in your head.

The leader should always start within, looking to the symptoms that need to be addressed within themselves.

It is necessary to lean into the things that can create change, empathy, psychological safety, and culture. These are often viewed by society as soft, squishy, and even scary to approach.

As you address these within yourself, you’ll learn how to better work with those around you, and you’ll see the value in advancing those skills. Inter-relational dynamics have to be discussed and addressed. People don’t often want to lean into that stuff, but that’s ultimately where the real work happens.

Learning and working through how to work with people and welcome collaboration advances innovation. Spawrks, the co-host of Space Pencils, stated the following in a recent conversation on our podcast:

“I feel like that’s the thing, that if you can have the patience for assuming positive intent all the time as much as possible, you can really find out and learn a lot more, even when you might be completely able to see around the corner. By validating it with that type of respect and in your communication, you can yourself learn more than you even knew about what you’re thinking about.”

Spawrks

Start with yourself, move to department health, and finally the full organization.

How do we sustain learning as leaders?

Practical steps must be taken to sustain learning and development. Oftentimes, this takes the form of programs, which can replace networking if done right.

There are systems and programs that offer some of the same benefits of networking. What’s key is finding the right cohort or program to suit your needs.

Programs offer support to those who are looking to build a network. At the end of a program, this question often arises: “Now that I’m trying to use these learnings, what do I do with them?” It’s vital to be able to bring it back to the cohort for support.

The most powerful programs offer quality content and provide an environment for connection. We believe that the right programs, ours included, are designed to create extended relationships as a long-term resource. That’s invaluable. Maximize your time by recognizing opportunities for connection. That comes in the form of connecting the content and training into the work you do and building relationships with others on site.

Ultimately, learning is sustained through consistent attention to self-work and upkeep with your network. Connection within programs allows a moment where we truly connect to the work we do.

We’re capable of both contributing towards and gleaning from our networks in a productive manner. The aim of “networking” should be to do both, developing connections into communal, mutually beneficial relationships.

Interested in growing your network through programs? Check out our Leadership Development Programs, which offer leadership consulting through self-work and connection with a cohort. The aim is to provide a clearer view of your leadership style and connect people with interests in innovating as leaders.

Article originally seen on VoltageControl.com

Image Credit: Unsplash

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Creating a Purpose-Driven Workplace

Creating a Purpose-Driven Workplace

GUEST POST from Art Inteligencia

The modern workplace has evolved beyond mere transactions of labor for monetary compensation. Today, employees seek deeper fulfillment and a sense of purpose in their work. Cultivating a purpose-driven workplace can improve employee engagement, increase productivity, and boost organizational success. It’s about aligning work with a meaningful mission that resonates with both employees and customers.

Understanding Purpose-Driven Work

A purpose-driven workplace connects an organization’s mission to its core values and the work employees do daily. This sense of purpose goes beyond profits and can transform how employees perceive their roles, feel motivated, and achieve satisfaction in their contributions. Creating such an environment involves intentional efforts to redefine the organization’s identity and culture.

Steps to Cultivate a Purpose-Driven Environment

Organizations can take several steps to foster a purpose-driven workplace:

  • Define a Clear Mission: Establish a clear and compelling organizational mission that inspires both employees and stakeholders.
  • Align Values with Actions: Ensure that company values are evident in daily operations, decision-making, and interactions.
  • Engage Employees: Encourage employees to connect with the mission by involving them in decision-making and recognizing their contributions.
  • Measure Impact: Evaluate how aligned activities are with the purpose and identify areas for improvement.

Case Study 1: Patagonia

Patagonia, an outdoor apparel company, is a quintessential example of a purpose-driven organization. With the mission “We’re in business to save our home planet,” Patagonia has woven its environmental activism into its brand and operations. The company donates a significant portion of its revenue to environmental causes and encourages sustainable practices among its customers.

Patagonia’s commitment to sustainability resonates with its employees, who share the company’s environmental passion. This alignment creates a cohesive workplace culture where employees see their work as part of a larger, impactful mission. As a result, Patagonia enjoys high employee retention, loyalty, and advocacy.

Case Study 2: Warby Parker

Warby Parker, an eyewear retailer, integrates purpose with profit through its innovative “Buy a Pair, Give a Pair” program. For every pair of glasses sold, Warby Parker distributes another pair to someone in need through nonprofit partners. This model not only drives social impact but also instills a sense of purpose in its workforce.

Warby Parker employees are motivated by the tangible impact their daily work has on improving global vision health. The strong alignment with the company’s mission fosters an enthusiastic, innovative culture where employees are eager to contribute beyond their immediate roles. Their purpose-driven approach has garnered customer loyalty and propelled the company’s market success.

The Benefits of a Purpose-Driven Workplace

Organizations that successfully cultivate a purpose-driven workplace can realize several benefits:

  • Enhanced Employee Engagement: Employees who believe in their organization’s mission are more likely to be engaged and motivated.
  • Increased Productivity: Purpose-driven employees often exhibit increased focus and dedication, driving higher productivity.
  • Attracting Talent: Organizations with a clear and compelling purpose attract talent who seek more than just a paycheck.
  • Customer Loyalty: Consumers increasingly prefer brands that align with their values and contribute positively to society.

Conclusion

Creating a purpose-driven workplace is a strategic choice that can significantly affect an organization’s culture and success. By defining a meaningful mission, aligning it with daily actions, and engaging employees in the larger organizational purpose, companies can cultivate a thriving environment that benefits everyone involved. The examples of Patagonia and Warby Parker illustrate how purpose and profit can go hand-in-hand, creating not only financial success but also meaningful societal impact.

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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Transformation Insights – Part Two

Transformation Insights - Part Two

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

GUEST POST from Bruce Fairley

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

People coming together.

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

Collaboration Between Complementary Influencers.

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

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

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

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

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

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

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

connect@narrative-group.com

Image Credit: The Narrative Group

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Designing Products for Longevity and Reuse

Designing Products for Longevity and Reuse

GUEST POST from Chateau G Pato

The modern economy is rapidly evolving towards sustainability, and businesses are shifting their focus to designing products that do more than just meet immediate needs. The principles of circular economy — reusability, reparability, and longevity — are becoming integral to product design strategies. As a human-centered change & innovation thought leader, I am constantly exploring ways in which companies can embrace these principles to not only cultivate consumer loyalty but to also play a vital role in ecological stewardship.

In this article, we delve into how designing products for longevity and reuse can offer substantial benefits both for companies and the environment. Furthermore, I will highlight two case studies of organizations that have successfully implemented these principles.

The Importance of Longevity and Reuse

Designing for longevity and reuse involves creating products that are durable, easily repairable, and adaptable. This approach not only reduces waste but also conserves resources by extending the product’s lifecycle. In turn, consumers benefit from products that offer better value over time, increasing brand loyalty and trust.

Companies adopting these strategies are not just future-proofing their business; they are responding to a growing consumer demand for sustainable products. As awareness around environmental issues increases, consumers are more inclined to support brands that are committed to sustainability.

Case Study 1: Patagonia

Company Overview

Patagonia, an outdoor clothing and gear company, is a pioneer in the sustainability movement. Their business model integrates environmentally friendly practices at every level of their operations.

Longevity and Reuse Strategies

Patagonia emphasizes product durability and offers an ironclad guarantee to repair or replace damaged products. Their “Worn Wear” program encourages customers to trade in used gear for store credit, which is then refurbished and resold. This initiative not only extends the life of their products but also reduces the volume of textile waste.

Impact and Results

Patagonia’s commitment to longevity and reuse has reinforced its brand image as a leader in sustainability. The Worn Wear program has successfully diverted thousands of garments from landfills, and it fosters consumer loyalty by aligning with their environmentally conscious values.

Case Study 2: IKEA

Company Overview

IKEA is one of the largest home furnishing retailers in the world, known for its affordable and innovative design.

Longevity and Reuse Strategies

IKEA’s circularity transformation includes creating products that are easier to take apart and recycle. Their “Circular Hub” offers customers the opportunity to return used furniture in exchange for vouchers, supporting a secondary market for their products.

Impact and Results

IKEA’s focus on designing for longevity and reuse has redefined their product lifecycle management. The Circular Hub not only mitigates waste but also maximizes resource efficiency. Additionally, these initiatives have enhanced IKEA’s reputation as a forward-thinking, sustainable brand.

Key Takeaways for Designing Long-Lasting Products

Organizations can incorporate several strategies to ensure their products are designed for longevity and reuse:

  • Durability: Invest in quality materials and rigorous testing to enhance product lifespan.
  • Modularity: Design products that are easy to repair and upgrade to adapt to changing needs.
  • Incentives for Returns: Encourage customers to return unwanted products for upgrading or recycling.
  • Education: Inform consumers about maintaining and repairing products.

The Path Forward

As we move towards a more sustainable future, the design of long-lasting, reusable products will become imperative. Companies that adopt these principles will not only reduce their environmental footprint but also thrive in a market increasingly driven by conscious consumerism.

The journey towards sustainability is ongoing, but by embracing innovation—and placing human needs and environmental impact at the heart of product design—we can collectively create a positive impact for society and the planet.

For more insights on sustainable innovation, you can search this web site using the search bar or categories in the sidebar on the right.

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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A Startup’s Guide to Marketing Communications

A Startup's Guide to Marketing Communications

GUEST POST from Steve Blank

I was having coffee with the CEO of a new startup, listening to her puzzle through how to communicate to potential customers. She was an academic on leave from Stanford now selling SAAS software to large companies, but was being inundated with marketing communications advice. “My engineers say our website is old school, and we need to be on Facebook, Twitter and Instagram, my VP of Sales says we’re wasting our marketing dollars not targeting the right people and my board keeps giving me their opinions of how we should describe our product and company. How do I sort out what to do?”

She winced as I reminded her that she had gone through the National Science Foundation Innovation Corps. “Painful and invaluable” was her reply. I reminded her that all the Lean tools she learned in class–Customer Discovery, business model and value proposition canvases– contained her answer.

Here’s how.
—-

Define the Mission of Marketing Communications

Companies often confuse communications tactics (“What should my webpage look like or should I be using Facebook/Instagram/Twitter?”) with a strategy. A communications strategy answers the question, “Why are we doing these activities?” For example, our goal could be:

  1. Create demand for our products and drive it into our sales channel
  2. Create awareness of our company and brand for potential customers
  3. Create awareness for fundraising (VC, angels, corporate partners)
  4. Create awareness for potential acquirers of our company

(Marketing communications is a subset of the Marketing department’s mission. Read the post about mission and intent here.)

Audience(s), Message, Media, Messenger

Once you figure out why you’re creating a communications strategy then you can figure out how to use it. The “how” requires just four steps:

  1. Understand your audience(s)
  2. Craft the message for that specific audience
  3. Select the media you want the message to be read/seen/heard on
  4. Select the messenger you want to carry your message

Audiences Message Media Messenger Steve Blank

Step 1: Who’s the Audience(s)?

An audience means – who specifically you want your messages to reach. Is it all the people on earth? Everyone in San Francisco? Potential customers such as gamers who like to play specific types of games? Or people inside companies with a specific title, like product or program managers, CIOs, etc? Venture Capitalists who may want to invest? Other companies that may want to acquire you?

What’s confusing is that often there are multiple audiences you want to communicate with. So, refer to your strategy: Are you trying to reach potential customers or potential investors and acquirers? These are very different audiences, each requires its own messages, media and messengers.

If you’re selling a product to a company, for example, is the audience the user of the product? Her boss? The person who has the budget? The CEO?

How do you figure out who the audience is? It turns out that if you’ve been doing customer discovery and using the value proposition canvas, you know a lot about each customer/ beneficiary. The first step is to put all those value proposition canvases on the wall to remind you that these are the people you need to reach.

Steve Blank Value Prop ExamplesHow do you figure out which of these customers/beneficiaries is most important? Who’s the least important? If you’ve been out talking to customers, you will have an idea of who’s involved in the buying process. Who’s the user of product? The recommender? The decision maker? The saboteur? As you map out what you learned about the role each of these customers plays in the buying process, marketing communications and sales can decide which one of the customers/beneficiaries is the primary audience of your messages. (And they can decide if there any secondary audiences you should reach.) Often there are multiple people in a sales process worth influencing.

If you’re trying to reach potential acquirers or investors, the customer discovery process is the same. Spend time building value proposition canvases for these audiences.

Step 2: What’s the Message?

Messages are what you delivering to the audience(s) you’ve selected. Messages answer three questions:

  1. Why should the audience care?
  2. What are you offering?
  3. What’s the call to action?

Your customers have already told you how to craft the first part of your message. The answer to “Why should your audience care?” comes directly from the pains and gains on the right side of the value proposition canvas.

And the answer to the second question “What are you offering?” comes from the left side of the value proposition canvas. It’s not just the product feature list, but the pain relievers and gain creators.

Once you get your audience to read your message, then what? What’s the call to action? Do you want them to download a demo, schedule a sales call, visit a physical store location or a website, download an app, click for more information, give you their email address, etc.? Your message needs to include a specific call to action.

Other things to keep in mind about messages:

Message Context

A message that is brilliant today and gets the press writing about you and customers begging to buy your product could have been met with blank stares two years ago and may be obsolete next year. In crafting your messages, remember that all messages operate in a context that may have an expiration date. Netbooks, 3DTVs, online classes disrupting higher ed, all had their moment in time. Make sure your context is current and revisit your messages periodically to see if they still work.

Sticky Messages

Messages also need to be memorable – “sticky.” Why? Because the more memorable the message, the greater its ability to create change. Not only do we want people to change their buying behavior, we also want them to change how they think. (This is often a tough concept for engineering founders who believe that if we just tell customers about the features that make their product faster, cheaper, etc. they’ll win.)

Consider that if you were told you were going to pay for cold, dead fish wrapped in seaweed you might not be too hungry. But when we call it sushi people line up.

The same goes for a hamburger. You may eat a lot of them, but if McDonald’s message was “dead cow, slaughtered by the millions, butchered by minimum wage earners, then ground into patties, frozen into solid blocks, and reheated when you order them,” instead of “You deserve a break today,” sales might be a tad lower.

Product versus Company Messages

There is a difference between detailed product messages versus messages about your company. At times, you may have to communicate what the company stands for before a customer is ready to listen to you talk about product messages. For example, to outflank a competitor who had faster products, Intel moved the conversation about microprocessors away from speed and technology to create a valued brand. They created the “Intel Inside” campaign.

Apple was trying to resurrect a then-dying company by reminding people what Apple stood for with their “Think Different” ad campaign:

Both Apple and Intel were selling complicated technology but did so by simplifying the message so it had broad emotional appeal. Both Intel Inside and Think Different became sticky corporate messages.

Step 3: Media

Media means the type of communications media each audience member reads/listens to/watches. Is could be print (newspapers/magazine), Internet (website, podcasts, etc.), broadcast (TV, radio, etc.) or social media (Facebook, Twitter, etc.). In customer discovery, you asked prospects how they get information about new companies and new products. (If not, get back out and do so!) The media your prospective customers told you they use ought to be on top of your target media.

The online media your company controls (your corporate website, company Facebook page, Twitter, Instagram, etc.) should be the first place you experiment finding your audience(s) and message.

Typically, you pick several media to reach each audience. It’s likely that each audience reads different media (potential customers read something very different than potential investors.) You’ll need a media strategy – a plan that describes the mix of media and how you will use it. This plan should include the category of media; print, internet, broadcast and then identify specific sites, blogs, magazine, etc.

Step 4: Messengers

Messengers are the well-placed and highly leveraged individuals who have influence over your audience(s). Messengers convey and amplify your message to your audience through the media you’ve chosen.

There are four types of messengers: reporters, experts, evangelists and connectors. (Each audience will have its own unique set of messengers.)

1. Reporters are paid by specific media to write about news. Which reporters you should talk to comes from discovering which media your audience has said they read. Your goal is to identify who are the reporters in the media your audience reads and what they write about, and to figure out why they should write about you. (Wrong answer – because we have a new product. Very wrong answer – because my CEO wants to be on the cover of publication X or Y.)

2. Experts know your industry or product in detail, and others rely on them for their opinions. Experts may be industry analysts in private research firms (Gartner, NPD, AMR), Wall Street research analysts (Morgan Stanley, Goldman Sachs), consultants who provide advice for your industry or bloggers with wide followings. Experts may even be potential customers who run user groups that other potential customers turn to for advice.

(Today some reporters are experts – product reviewers in the Tech Section of the Wall Street Journal, or the Technology section of the New York Times (or its product review site Wirecutter)).

3. Evangelists are unabashed cheerleaders and salespeople for your product and, if you are creating a new market, for your company vision. They tell everyone how great the product is and about the unlimited potential of your product and market. While nominally carrying less credibility than experts, evangelists have two advantages: typically, they are paying customers, and they are incredibly enthusiastic about what they say. (Evangelists are not customers who will give a reference. A customer reference is something you have to twist arms to get; an evangelist is someone you can’t get off the phone.)

4. Connectors are individuals who seem to know everyone. Each industry has a few. They may be bloggers who expound on the general state of your industry and write magazine or newspaper columns. They may be individuals who organize and hold conferences where the key industry thought leaders gather. Often, they themselves are the thought leaders.

Founders ask me all the time whether they should hire a PR agency. I tell them, “The question isn’t if. The question is when?” Influencing the messengers is what great public relations firms know how to do. They may have their own language describing who the messengers are (e.g., “influencers”) and how they manage them (e.g. “information chain”), but once you’ve done a first pass of the audience > message > media > messenger, a competent PR firm can add tremendous value.

Customer Discovery Never Stops

Understanding your audience(s) is important for not just startups, but for companies already selling products. It helps you stay current with customers, get ideas for other needs to fill and to create new products. In addition, the audience > message > media > messenger cycle seamlessly moves this learning into getting, keeping and growing customers. Today, Marketing Automation tools (customer analytics, SEO, and Customer Relationship Management (CRM) platforms) generate customer behavior history about what messages worked on which media. These tools generate data that companies use to feed AdTech tools (demand-side platforms, ad exchanges and networks) to automate selling and buying of online ads.

Communications as a Force Multiplier

  • Smart CEOs treat communications as a force multiplier for sales, a tool to dramatically increase valuation and the vehicle to get acquirers lined up at the door. Not so successful CEOs treat it as tactic that can be handed to others.
  • Hiring a PR agency too early is a sign that the CEO is treating this as someone else’s problem. In a startup, the first pass of understanding Audience, Message, Media, Messenger can only be done with the founders/CEO engaged.
  • Getting publicity for a product that does not yet exist is how startups get noticed. But don’t fall victim to your own reality distortion field and hype a product that can never be made (think of Tesla versus Theranos.)
  • Figuring out who the possible audiences are, what messages to send, and what media to use, feels overwhelming at first. The temptation is to try to reach all the audiences with a single message and a single media. That’s a going out of business strategy. Use Customer Discovery, and your customers will teach you who they are, what to say to them and how to reach them.

Lessons Learned

  • Marketing Communications = Audience, Message, Media, Messenger
  • Use the Value Proposition Canvas to understand who your audience(s) are
  • Craft messages to match what your audience has already told you
  • Pick the media they said they read
  • Find the right messengers to amplify your message

The full article originally appeared on Steve Blank’s blog

Image credits: Pixabay, Steve Blank

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Encouraging Risk-Taking and Experimentation

Encouraging Risk-Taking and Experimentation

GUEST POST from Art Inteligencia

In today’s rapidly changing business landscape, staying competitive requires more than just efficiency and operational excellence. Innovation has become a cornerstone of success, and at the heart of innovation lies the ability to take risks and experiment fearlessly. Embracing risk-taking and experimentation isn’t just about avoiding stagnation; it’s about creating a culture where ideas can flourish and unexpected breakthroughs can occur. Let’s explore how organizations can foster this culture, illustrated by real-world case studies.

The Need for Risk-Taking and Experimentation

Risk-taking allows organizations to step out of traditional confines and explore uncharted territories. Experimentation, on the other hand, provides the tools to test assumptions, validate ideas, and iterate towards solutions with potential impact. Together, they form a dynamic duo driving innovation forward. But how can organizations encourage these practices without descending into chaos or incurring unacceptable levels of risk?

Case Study 1: Google’s “20% Time”

Google’s “20% Time” initiative, where employees are encouraged to spend 20% of their work-time on projects they’re passionate about, offers an insightful example of the benefits of risk-taking and experimentation. By giving employees the freedom to explore, Google has catalyzed the creation of groundbreaking products such as Gmail and AdSense.

Google’s approach underscores the importance of trust and autonomy. By allowing employees to deviate from their primary responsibilities, Google embraced a culture where failure is not only tolerated but recognized as a step toward success. This culture lowered the barriers to experimentation and empowered employees to innovate without fear of retribution.

Key Takeaways from Google:

  • Encourage Autonomy: Give employees the space to explore ideas outside of their core responsibilities.
  • Foster Trust: Create an environment where risk-taking is viewed positively, reducing the stigma of failure.
  • Celebrate Successes and Failures: Both successful projects and failed attempts offer valuable learning experiences.

Case Study 2: Amazon’s “Day 1” Philosophy

Amazon’s “Day 1” philosophy exemplifies a relentless focus on starting fresh and continuously experimenting. Jeff Bezos has frequently emphasized treating every day as if it were Day 1 at Amazon to maintain a start-up mentality. This philosophy has been instrumental in Amazon’s ability to innovate and stay ahead of the competition.

One practical embodiment of this philosophy is Amazon’s “Working Backwards” approach. This method starts with the desired customer experience and works backward to determine what needs to be done to achieve it. This framework encourages continuous experimentation to ensure alignment with customer needs and fosters a culture where ideas can be quickly validated or adjusted.

Key Takeaways from Amazon:

  • Stay Curious: Keep the innovation spirit alive by treating every day with the enthusiasm of Day 1.
  • Customer-Focused Experimentation: Design experiments with the end-customer experience in mind.
  • Iterative Development: Use a trial-and-error approach to refine solutions continuously.

Building a Culture of Innovation

To cultivate a culture that encourages risk-taking and experimentation, organizations must align leadership, resources, and processes towards supporting innovation. Here are steps to create such an environment:

1. Leadership Commitment

Leaders play a critical role in setting the tone for innovation. Their commitment to embracing risk and learning from failure will shape the organization’s culture. It’s crucial that leadership actively participates in and endorses experimental initiatives.

2. Reward Systems

Recognize and reward efforts that demonstrate curiosity and learning, regardless of the outcome. Celebrating both successes and failures reinforces positive reinforcement and helps normalize experimentation.

3. Safe Spaces for Innovation

Create dedicated spaces where employees can experiment without the normal constraints of their day-to-day roles. Internal incubators or innovation labs are excellent options for safeguarding creative exploration.

4. Agile Methodologies

Adopt agile practices that allow for quick iteration and responsiveness to change. Agile methods transform failures into learning opportunities, reinforcing experimentation as an ongoing process rather than a one-off event.

Conclusion

Encouraging risk-taking and experimentation is essential for continuous innovation and adaptability in today’s business environment. By learning from the forward-thinking examples of Google and Amazon, organizations can implement strategies that foster a robust culture of creativity and exploration. We must remember that the path to innovation is paved with risks, trials, and the willingness to learn from every step of the journey.

For further insights on fostering innovation and driving meaningful change, feel free to connect with Braden Kelley on LinkedIn or explore more of our writings on this website.

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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