Collaboration Being Killed by Collaboration Software

Collaboration Being Killed by Collaboration Software

GUEST POST from Robyn Bolton

In our race to enable and support hybrid teams, our reliance on collaboration software has inadvertently caused us to forget the art of true collaboration. 

The pandemic forced us to rely on digital platforms for communication and creativity. But as we embraced these tools, something essential was lost in translation. Last week, I watched team members sitting elbow-to-elbow spend two hours synthesizing discovery interviews and debating opportunity areas entirely by chat.

What collaboration is

“Collaboration” seems to have joined the ranks of meaningless corporate buzzwords.  In an analysis of 1001 values from 172 businesses, “collaboration” was the #2 most common value (integrity was #1), appearing in 23% of the companies’ value statements. 

What it means in those companies’ statements is anyone’s guess (we’ve all been in situations where stated values and lived values are two different things).  But according to the dictionary, collaboration is “the situation of two or more people working together to create or achieve the same thing.”

That’s a short definition with a lot of depth. 

  • “The same thing” means that the people working together are working towards a shared goal in which they have a stake in the outcome (not just the completion). 
  • “Working together” points towards interdependence, that everyone brings something unique to the work and that shared goal cannot be achieved without each person’s unique contribution. 
  • “Two or more people” needing each other to achieve a shared outcome requires a shared sense of respect, deep trust, and vulnerability.

It’s easy to forget what “collaboration” means.  But we seem to have forgotten how to do it.

What collaboration is not

As people grow more comfortable “collaborating” online, it seems that fewer people are actually collaborating.   

Instead, they’re:

  • Transacting: There is nothing wrong with email, texts, or messaging someone on your platform of choice.  But for the love of goodness, don’t tell me our exchange was a collaboration. If it were, every trip to the ATM would be a team-building exercise.
  • Offering choices:  When you go out to eat at a fast-food restaurant, do you collaborate with the employee to design your meal?  No.  You order off a menu.  Offering a choice between two or three options (without the opportunity to edit or customize the options), isn’t collaboration.  It’s taking an order.
  • Complying: Compliance is “the act of obeying a law or rule, especially one that controls a particular industry or type of work.”  Following rules isn’t collaboration, it’s following a recipe
  • Cooperating Cooperation is when two or more people work together independently or interdependently to achieve someone else’s goal.  Collaboration requires shared objectives and ownership, not just shared tasks and timelines.

There’s nothing wrong with any of these activities.  Just don’t confuse them with collaboration because it sends the wrong message to your people. 

Why this matters

This isn’t an ivory-tower debate about semantics.

When people believe that simple Q&A, giving limited and unalterable options, following rules, and delivering requests are collaboration, they stop thinking.  Curiosity, creativity, and problem-solving give way to efficiency and box-checking.  Organizations stop exploring, developing, and innovating and start doing the same thing better, faster, and cheaper.

So, if you truly want your organization to grow because it’s filled with creative and empathetic problem-solvers, invest in reclaiming the true spirit of collaboration.  After all, the next big idea isn’t hiding in a chat log—it’s waiting to be born in the spark of genuine collaboration.

Image credit: Unsplash

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A Shared Language for Radical Change

A Shared Language for Radical Change

GUEST POST from Greg Satell

One of the toughest things about change is simply to have your idea understood. The status quo always has inertia on its side and never yields its power gracefully. People need a reason to believe in change, but they never need much convincing to allow things to go along as they always have. Inaction is the easiest thing in the world.

This can be incredibly frustrating. It doesn’t matter if you’re a political revolutionary, a social visionary or an entrepreneur, if you have an idea you think can impact the world, you want people to be as excited about it as you are. So you try to describe it in vivid language that highlights how wonderfully different it really is.

The pitfall that many would-be revolutionaries fall into is they fail to communicate in terms that others are able to accept and internalize. Make no mistake. Nobody needs to understand your idea. If you think your idea is important and want it to spread, then you need to meet people where they are, not where you’d like them to be. That’s how you make change real.

The Importance Of Finding Your Tribe

There’s no question that Pixar is one of the most successful creative enterprises ever. Yet in his memoir, Creativity, Inc., Pixar founder Ed Catmull wrote that “early on, all of our movies suck.” Catmull calls initial ideas “ugly babies,” because they start out, “awkward and unformed, vulnerable and incomplete.” Few can see what those ugly babies can grow into.

That’s why it’s important to start with a majority. You can always expand a majority out, but once you are in the minority you will either immediately feel pushback or, even worse, you will simply be ignored. If you can find a tribe of people who are as passionate about your idea as you are, you can empower them to succeed and bring in others to join you as well.

There is, however, a danger to this approach. Consider a study that examined networks of the cast and crew of Broadway plays. The researchers found that if no one had ever worked together before, results tended to be poor. However, if the networks among the cast and crew became too dense— becoming a close-knit tribe—performance also suffered.

The problem is that tribes tend to be echo chambers that filter outside voices. Consensus becomes doctrine and, eventually, gospel. Dissension is not only discouraged, but often punished. Eventually, a private language emerges that encodes the gospel into linguistic convention and customs. The outside world loses internal tribal relevance.

The Pitfalls Of A Private Language

Every field of endeavor must navigate the two competing needs: specialization and relevance. For example, a doctor treating a complex disease must master the private, technical language of her field to confer with colleagues, but must also translate those same concepts to a public, common language to communicate with patients in ways they can understand.

Yet as the philosopher Ludwig Wittgenstein explained, these types of private languages can be problematic. He made the analogy of a beetle in a box. If everybody had something in a box that they called a beetle, but no one could examine each other’s box, there would be no way of knowing whether everybody was actually talking about the same thing or not.

What Wittgenstein pointed out was that in this situation, the term “beetle” would lose relevance and meaning. It would simply refer to something that everybody had in their box, whatever that was. Everybody could just nod their heads not knowing whether they were talking about an insect, a German automobile or a British rock band. The same also happens with professional jargon and lingo.

I see this problem all the time in my work helping organizations to bring change about. People leading, say, a digital transformation are, not surprisingly, enthusiastic about digital technology and speak to other enthusiasts in the private, technical language native to their tribe. Unfortunately, to everyone else, this language holds little meaning or relevance. For all practical purposes, it might as well be a “beetle in a box.”

Creating A Shared Identity Through Shared Values And Shared Purpose

The easiest way to attack change is to position it as fundamentally at odds with the prevailing culture. In an organizational environment, those who oppose change often speak of undermining business models or corporate “DNA.” In much the same way, social and political movements are often portrayed as “foreign” or “radical.”

That’s why successful change efforts create shared identity through shared values and shared purpose. In the struggle for women’s voting rights in America, groups of Silent Sentinels would picket the White House with slogans taken from President Woodrow Wilson’s own books. To win over nationalistic populations in rural areas, the Serbian revolutionary movement Otpor made the patriotic plea, “Resistance, Because I Love Serbia.”

We find the same strategy effective in our work with organizational transformations. Not everybody loves technology, for example, but everybody can see the value of serving customers better, in operating more efficiently and in creating a better workplace. If you can communicate the need for change in terms of shared values and purpose, it’ll be easier for others to accept.

Even more importantly, people need to see that change can work. That’s why we always recommend starting with a keystone change, which represents a clear and tangible objective, involves multiple stakeholders and paves the way for future change. For example, with digital transformations, we advise our clients to automate the most mundane tasks first, even if those aren’t necessarily the highest priority tasks for the project.

Would You Rather Make A Point Or Make A Difference?

One of the most difficult things about leading change is that you need to let people embrace it for their own reasons, which might not necessarily be your own. When you’re passionate about an idea, you want others to see it the same way you do, with all its beautiful complexity and nuance. You want people to share your devotion and fervor.

Many change efforts end up sabotaging themselves for exactly this reason. People who love technology want others to love it too. Those who feel strongly about racial and gender-based diversity want everyone to see injustice and inequality just as they do. Innovators in any area can often be single-minded in their pursuit of change.

The truth is that we all have a need to be recognized and when others don’t share a view that we feel strongly about, it offends our sense of dignity. The danger, of course, is that in our rapture we descend into solipsism and fail to recognize the dignity of others. We proudly speak in a private language amongst our tribe and expect others to try and find a way in.

Yet the world simply doesn’t work that way. If you care about change, you need to hold yourself accountable to be an effective messenger. You have to make the effort to express yourself in terms that your targets of influence are willing to accept. That doesn’t in any way mean you have to compromise. It simply means that you need to advocate effectively.

In the final analysis, you need to decide whether you’d rather make a point, or make a difference.

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

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Leadership Best Quacktices from Oregon’s Dan Lanning

Leadership Best Quacktices from Oregon's Dan Lanning

by Braden Kelley

For the first time since 2012 (a couple years before Marcus Mariota won the Heisman Trophy) the University of Oregon football team is ranked number one in the NCAA football rankings and in the pole position in the race to the national championship playoff picture.

Make no mistake, this year’s Oregon Ducks’ football team is full of talent, but in sports like in business, the difference between a winner and a loser is often the character of its leadership and culture.

In the ever-changing landscape of college athletics, the role of a coach extends far beyond strategizing plays and winning games. It involves shaping young athletes into well-rounded individuals equipped not only for their sports careers but for life. Dan Lanning, head coach of the Oregon Ducks football team, exemplifies this human-centered leadership. His approach demonstrates qualities that every leader (whether in sports, business, or any other field) can learn from and apply. Here, as a passionate advocate of human-centered change and innovation, I’ll explore the key facets of Coach Lanning’s leadership that make him effective and inspiring while building a winning culture.

1. Empathy and Understanding

Coach Dan Lanning excels in creating an environment that prioritizes empathy and understanding. He recognizes that every player is unique and has different motivations, challenges, and aspirations. This individual focus allows him to connect with players on a personal level, fostering an atmosphere of trust and mutual respect. Through active listening and consistent communication, Lanning ensures that his athletes feel heard and valued, both on and off the field.

2. Commitment to Development

A true leader invests in the growth and development of their team members. Coach Lanning adopts a holistic approach to player development, emphasizing education, character building, and life skills alongside athletic prowess. By encouraging his players to excel academically and engage with their communities, Lanning instills a sense of responsibility and maturity. This well-rounded development is crucial in preparing athletes for the varied challenges of life.

3. Cultivating a Winning Mindset

While empathy and development are central to Lanning’s approach, he also understands the importance of instilling a competitive spirit. Lanning is adept at fostering a winning mindset among his players without compromising sportsmanship and integrity. He emphasizes setting ambitious goals, maintaining discipline, and embracing the process. This mentality not only contributes to the team’s success on the field but also prepares athletes to tackle future obstacles with resilience and determination. You’ll notice that even in victory, the team’s focus is brought back to the process, brought back to reinforcing a commitment to growth.

4. Innovation and Adaptability

In a rapidly evolving sports landscape, innovation and adaptability are key. Coach Lanning leads by example in embracing change and encouraging creative problem-solving. Whether it’s integrating new training technologies or developing novel game strategies, Lanning shows a willingness to experiment and adapt. This not only keeps his team competitive but also inspires his players to think outside the box and continually evolve. In the video we pick up a team meeting conversation going into the game where they are talking about looking for an opportunity to use a creative formation and play call to steal a first down, and then they perfectly executed it in the game to steal a first down.

5. Building a Strong Team Culture

Coach Lanning understands that success in sports is fundamentally a team effort. He places great emphasis on building a cohesive and inclusive team culture where every member feels they belong. By fostering collaboration and unity, Lanning creates a support system where players are encouraged to look out for each other and celebrate each other’s successes. This strong sense of community enhances team morale and motivates players to perform at their best.

6. Leading by Example

Finally, great leaders lead by example, and Dan Lanning is no exception. His work ethic, commitment, and positive attitude serve as a powerful model for his players. Lanning’s transparency and humility encourage an open dialogue where athletes feel comfortable contributing their own ideas and perspectives. This participative leadership style not only empowers players but also reinforces the collective pursuit of excellence.

Conclusion

Dan Lanning’s greatness as a leader is not measured solely by his achievements with the Oregon Ducks but by the profound impact he has on his players’ lives. His human-centered approach demonstrates that effective leadership is about nurturing potential, fostering growth, and enabling individuals to exceed their expectations. As we consider leadership in any field, Lanning’s example reminds us of the transformative power of empathy, innovation, and community.

And finally, Go Ducks!

p.s. Be sure and follow both my personal account and the Human-Centered Change and Innovation community on LinkedIn.

Image credits: Wikimedia Commons

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Top 10 Human-Centered Change & Innovation Articles of October 2024

Top 10 Human-Centered Change & Innovation Articles of October 2024Drum 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. Did your favorite make the cut?

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

  1. The Runaway Innovation Train — by Pete Foley
  2. How Leaders Make Employees Feel Respected — by David Burkus
  3. Innovation is Combination — by Greg Satell
  4. Why Modifying This One Question Changes Everything — by Robyn Bolton
  5. Acting on Strategy and Tactics — by Mike Shipulski
  6. Push versus Pull in the Productivity Zone — by Geoffrey A. Moore
  7. Next Generation Leadership Traits and Characteristics — by Stefan Lindegaard
  8. Humanizing Agility — by Janet Sernack
  9. Creating More Digital Value for Customers — by Howard Tiersky
  10. False Choice – Founder versus Manager — by Robyn Bolton

BONUS – Here are five more strong articles published in September that continue to resonate with people:

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!

SPECIAL BONUS – THREE DAYS ONLY: From now until 11:59PM ET on November 11, 2024 you can get the hardcover version of the SECOND EDITION of my latest bestselling book Charting Change for 40% OFF using code HARDC50. This deal won’t last long, so grab your copy while supplies last!

Accelerate your change and transformation success

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 four years:

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Don’t Wait for the Wheels to Fall Off

Don't Wait for the Wheels to Fall Off

GUEST POST from Mike Shipulski

When your most important product development project is a year behind schedule (and the schedule has been revved three times), who would you call to get the project back on track?

When the project’s unrealistic cost constraints wall of the design space where the solution resides, who would you call to open up the higher-cost design space?

When the project team has tried and failed to figure out the root cause of the problem, who would you call to get to the bottom of it?

And when you bring in the regular experts and they, too, try and fail to fix the problem, who would you call to get to the bottom of getting to the bottom of it?

When marketing won’t relax the specification and engineering doesn’t know how to meet it, who would you call to end the sword fight?

When engineering requires geometry that can only be made by a process that manufacturing doesn’t like and neither side will give ground, who would you call to converge on a solution?

When all your best practices haven’t worked, who would you call to invent a novel practice to right the ship?

When the wheels fall off, you need to know who to call.

If you have someone to call, don’t wait until the wheels fall off to call them. And if you have no one to call, call me.

Image credit: Pixabay

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Change Requires Work and Choice

Change Requires Work and Choice

GUEST POST from Shep Hyken

At the end of the CEO’s speech to his employees, he said, “And one other thing, we want to deliver better customer service.” Then he walked off stage.

Delivering better customer service is a good idea, but just saying you want to do so will not make it happen. Most likely, it will remain just a good idea, because, without the right implementation, the idea will never come to anything. Nothing will change.

A big part of my business is serving as a keynote speaker on customer service and CX for all kinds of companies and organizations. I always ask, “Why is this topic important to you and this audience?” Most of the time, clients have a good answer, but occasionally, I hear something like, “We have terrible customer service, and we need someone like you to come in and share what we can do to be better.”

Trying not to sound flippant, I ask, “So you think that having me or someone like me do a one-hour speech is going to fix that?”

This leads to a bigger discussion about the company’s desire to change and the resources – time, talent, and dollars – it requires to make that happen. I then continue with a few more questions:

  1. What makes you think you need help with your customer service or CX?
  2. What would happen if you continued to do what you do and didn’t make a change?
  3. What does success look like, and how quickly do you want to see results?

The answers to these questions are the fuel needed to make the choice to change an easy one.

Then, there is another series of questions to determine the investment they are willing to make to carry out this choice to change. It’s going to take time. It’s going to take training, which is about talent. And then there are the dollars. And one final choice must be made, and it may be the most important of all. Will the leadership get behind the choice to change?

To summarize, the choice to change, especially in customer service and/or CX, is more than a verbal commitment. It requires substantial and sustained effort backed by resources and leadership support. Simply expressing the desire for improvement is not enough. Real change demands actionable plans and the alignment of time, talent, and investment. Companies must determine their current service levels, define success, and commit to the necessary steps and time to achieve it.

One more question: Are you ready to invest in a future where exceptional service is not just an aspiration but a reality? Act now! Your customers and your business can’t afford to wait.

Image Credits: Pexels, Shep Hyken

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The Most Successful Innovation Approach is …

The Most Successful Innovation Approach

GUEST POST from Howard Tiersky

There are three primary approaches to innovation. In our work with large brands focused on digital transformation, we have observed that the most effective of the three is also the least common. Which approach do you use?

Approach #1: The Artist

“I create for myself. I hope my customers like it.”

Georgia O’Keeffe said of art, “Whether you succeed or not is irrelevant; there is no such thing. Making your unknown known is the important thing.” And this philosophy of creating from one’s own mind and heart, of bringing to the world your unique and individual expression, is a powerful driving force for many innovators. Steve Jobs was the penultimate artist innovator. When asked what type of market research he had conducted in creating the Macintosh he replied, “Did Alexander Graham Bell do any market research before he invented the phone?” He also said, “Some people say, ‘Give customers what they want.’ But that’s not my approach. Our job is to figure out what they’re going to want before they do. I think Henry Ford once said, ‘If I’d have asked customers what they wanted, they would have told me they wanted a faster horse!’ People don’t know what they want until you show it to them. That’s why I never rely on market research. Our task is to read things that are not yet on the page. Great art resonates with people–it inspires and moves them to action. This is true of Georgia O’Keeffe’s paintings as well as Steve Jobs’ creations. They create from their instinct and their passion, and their work has been wildly successful commercially. However, there is a key challenge with the artist approach to innovation: Are you Steve Jobs? How many Georgia O’Keeffe’s do you have on your team? Because for every Jobs or O’Keeffe, there are thousands of others who have followed their gut to create an endless myriad of technology projects that have not resonated. For each Georgia O’Keeffe, there are vast numbers of aspiring painters following their hearts but who never achieve commercial success. Now if what O’Keeffe says is really true for you–if success does not matter if the mere expression of your idea in the real world is sufficient to satisfy you– then this may be an effective path. But if you are seeking commercial success, the reality is that only a small percentage of the personal expressions of people’s hearts will reach out to and resonate with a mass audience. So unless you are an innovator with a proven track record of doing that, or willing to take that chance, this is a highly unpredictable approach to innovation. We often see companies designing products, be they physical or digital, by getting a small team in a room with a whiteboard. Or there is an executive who has a vision he has imagined for a product that he wants his team to bring to life. This is, in fact, probably the most common method of corporate innovation, and it very often fails.

Approach #2 The Researcher

“Give people what they want. What you want is unimportant.” – Pete Waterman, record producer
Commercial success in innovation comes from creating something new that resonates with the customer– that solves a problem for the customer or empowers them in a new and exciting way, like the Post-it or Uber. So the research approach to innovation involves simply asking the customer what they want and giving it to them. The classic focus group is an example of this; however, there are several problems with this approach to innovation. First, Steve Jobs was right: Customers often don’t know what they want. They may tell you what they think they want, but in fact, their real-world behavior after a product is launched is often inconsistent with what they have told you in a focus group. There is probably no better example of this than the disastrous launch of New Coke in 1985. Prior to the launch, Coca-Cola spent $4 Million (in 1985 dollars!) on conducting over 190,000 taste tests of different formulations to find the one that customers would like best. Based on that research they changed the taste of Coke and then spent considerably more on a massive launch of New Coke, only to be followed by massive public backlash and the eventual need to restore “Classic” Coke. How could research lead us so disastrously astray? We see all the time in our own work that when customers are asked for the features, they would like to see in an app or for ideas for new products, the results are often weak. Also, when customers passionately identify innovations they would like to see, it’s common to discover that those same customers don’t actually use the innovations they requested. In fact, customers like to be artists too, and they like to share their personal vision of what a product could be. That doesn’t mean, though, that they are Steve Jobs any more than you are, and they often have poor insight into their own future behaviors. This “researcher” approach in some form is the second most common approach we see taken to innovation projects. It can be successful to some degree for incremental changes. For example, if many users of your product are clamoring for a different sorting option in a reporting application, then sure, listening to their feedback and integrating those priorities is probably a path to incremental improvement. But that is quite different from wholesale innovation. In that area, asking users what they want rarely proves to be a useful activity.

Approach #3: The Research-Ideation Cycle

The most successful approach that we see used is what we call the research-ideation cycle, an approach that blends science and art. Customer research is core to this approach. However, the goal of the customer research is not to ask customers what they want, but rather to understand their current experiences, goals, and points of pain or inefficiencies. Uber effectively understood that the moment when a customer arrives at their destination and has to wait to get out of the car to deal with paying the driver was a small point of pain, that once removed, creates a far better experience. In the research-ideation cycle, we first create a detailed picture of the different customer segments and use techniques like ethnography to truly understand how they are accomplishing the tasks we are targeting with our innovation, whether it’s vacation planning, home decorating or rebuilding a diesel engine. Once that research is complete we can access our inner artists, but not for the purpose of self-expression, but with the goal of problem solving. In fact, creativity is usually at its greatest when a problem is brought into clear focus via detailed customer research and anecdotes. Ideation cycles involve inventing a number of solutions to the customer problems identified through the initial research. Once those ideas are generated, they can be tested with customers. But unlike the New Coke research, the goal of the testing is not to ask users what they think. It’s nice to ask because it’s polite, but it’s not the primary data source. Rather, we observe users using prototypes of our ideated solutions and use that data to gauge the effectiveness of our solutions in solving the previously identified problems. Very often we have partial success in initial rounds and use the insights from the research to further ideate ways to improve the solution. Then the cycle goes back to research, and so on between ideation and research until we have a solution that appears market-worthy. Even then typically there is a small market test or beta test, with research to understand the actual usage patterns, and the iteration process continues.

“You’re not supposed to give people what they want, you’re supposed to give them what they don’t know that they want yet.” -Diana Vreeland, Editor-in-chief of Vogue
When we understand the problems and challenges users face, creative teams can invent novel solutions that the users may never have dreamed of or suggested directly.

This article originally appeared on the Howard Tiersky blog

Image Credits: Dall-E

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What We Can Learn from MrBeast’s Onboarding

Lessons from a Leaked Document

What We Can Learn From MrBeast's Onboarding

GUEST POST from Robyn Bolton

In the often murky world of corporate communication, a leaked MrBeast document has emerged as a beacon of clarity. Far from being your typical vague, jargon-filled memo, this onboarding document is a crystal-clear recipe for success that’s as refreshing as it is rare.

But first, let’s address the elephant in the room. MrBeast’s empire isn’t without its share of controversy. Reports of toxic work environments, unsafe conditions for contestants, and allegations of rigged games cast a shadow over his content creation machine and his leadership capabilities. These are serious issues that merit investigation and discussion. As a result, this post isn’t an endorsement of MrBeast as a leader, it’s an endorsement of an onboarding document that he wrote.

The Secret Sauce: Clarity Meets Innovation

What sets this document apart is its razor-sharp clarity and relentless focus on creativity. Unlike the vague platitudes that plague many corporate communications, job descriptions, and performance matrixes, this document clearly outlines expectations, success metrics, and the strategies and tactics to fuel continuous innovation.

This clarity is transformative for people and organizations. When team members understand both the guardrails and the goals, they channel their creative energy into groundbreaking ideas rather than second-guessing their approach and worrying about repercussions.

Expectations: Always Be Learning

The first principle is a clear directive: always be learning. In MrBeast’s world, this isn’t just about personal growth—it’s about staying ahead in a rapidly changing digital landscape. This commitment to continuous learning fuels innovation by ensuring the team is constantly exploring new technologies, trends, and creative techniques.

While some see the definition of A, B, and C-players as evidence of a toxic workplace, the fact is that it’s the reality in most workplaces.  It’s the absence of clarity, usually disguised by claims of family-like cultures that value diversity, that makes workplaces toxic. 

Metrics: The Start of a Feedback Loop

The focus on specific success metrics like Click-Through Rate and Average View Duration isn’t just about measurement—it’s about creating a feedback loop for innovation. Clear benchmarks developed over time allow teams to quickly assess the impact of new ideas and iterate accordingly.  It also removes the temptation and ability to “move the goalposts” to create the appearance of success.

Strategy: Structure Meets Creativity

After describing what success looks like for employees and how they’ll be measured, the document outlines a structured content formula akin to an innovation strategy. It provides a clear framework of priorities, goals, and boundaries while encouraging creative experimentation within those boundaries.

Starting with a step-by-step guide to making videos with a “wow” factor, the document also emphasizes the criticality of focusing on “critical components” and managing dependencies and

Far from the usual corporate claims that direction and “how to’s” constrain creativity and disempower employees, this approach creates a safety net that allows employees to be successful while still pushing the envelope of what’s possible in content creation.

How to Become Your Version of (a non-controversial) Mr. Beast

You don’t have to be a content creator, social media savant, or company founder to follow MrBeast’s lead.  You have to do something much more difficult – communicate clearly and consistently.

  1. Clearly define what success looks like (and doesn’t) for your employees and projects.
  2. Establish frameworks that encourage bold ideas while maintaining focus.
  3. Define objective success metrics and consistently measure, track, and use them.

This leaked MrBeast document offers more than just a glimpse into a YouTube empire; it’s a masterclass in leadership in the era of hybrid workplaces, geographically dispersed teams, and emerging cultures and norms. 

The document’s approach shows that innovation doesn’t have to be chaotic. By providing clear expectations and frameworks, leaders can create an environment where creativity thrives, and groundbreaking ideas can be rapidly developed and implemented.

When viewed in the bigger context of the MrBeast organization, however, the document is also a reminder that no matter how clear you think your communication is, you must be vigilant for those who claim that bad behavior is just a “misunderstanding.” Leaders know that no amount of views, clicks, or revenue is worth sacrificing the well-being of their teams.

Image credit: Wikimedia Commons

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We Are Starving Our Innovation Economy

We Are Starving Our Innovation Economy

GUEST POST from Greg Satell

The Cold War was fundamentally different from any conflict in history. It was, to be sure, less over land, blood and treasure than it was about ideas. Communist countries believed that their ideology would prevail. They were wrong. The Berlin Wall fell and capitalism, it seemed, was triumphant.

Today, however, capitalism is in real trouble. Besides the threat of a rising China, the system seems to be crumbling from within. Income inequality in developed countries is at 50-year highs. In the US, the bastion of capitalism, markets have weakened by almost every imaginable metric. This wasn’t what we imagined winning would look like.

Yet we can’t blame capitalism. The truth is that its earliest thinkers warned about the potential for excesses that lead to market failure. The fact is that we did this to ourselves. We believed that we could blindly leave our fates to market and technological forces. We were wrong. Prosperity doesn’t happen by itself. We need to invest in an innovation economy.

Capitalism’s (Seemingly) Fatal Contradiction

Anyone who’s taken an “Economics 101” course knows about Adam Smith and his invisible hand. Essentially, the forces of self-interest, by their very nature, work to identify the optimal price that attracts just enough supply of a particular good or service to satisfy demand. This magical equilibrium point creates prosperity through an optimal use of resources.

However, some argued that the story wasn’t necessarily a happy one. After all, equilibrium implies a lack of economic profit and certainly businesses would want to do better than that. They would seek to gain a competitive advantage and, in doing so, create surplus value, which would then be appropriated to accumulate power to rig the system further in their favor.

Indeed, Adam Smith himself was aware of this danger. “People of the same trade seldom meet together, even for merriment and diversion, but the conversation ends in a conspiracy against the public, or in some contrivance to raise prices,” he wrote. In fact, the preservation of free markets was a major concern that ran throughout his work.

Yet as the economist Joseph Schumpeter pointed out, with innovation the contradiction dissipates. As long as we have creative destruction, market equilibriums are constantly shifting and don’t require capitalists to employ extractive, anti-competitive practices in order to earn excellent profits.

Two Paths To Profit

Anyone who manages a business must pursue at least one of two paths to profit. The first is to innovate. By identifying and solving problems in a competitive marketplace, firms can find new ways to create, deliver and capture value. Everybody wins.

Google’s search engine improved our lives in countless ways. Amazon and Walmart have dramatically improved distribution of goods throughout the economy, making it possible for us to pay less and get more. Pfizer and Moderna invested in an unproven technology that uses mRNA to deliver life-saving molecules and saved us from a deadly pandemic.

Still, the truth is that the business reality is not, “innovate or die,” but rather “innovate or find ways to reduce competition.” There are some positive ways to tilt the playing field, such as building a strong brand or specializing in some niche market. However, other strategies are not so innocent. They seek to profit by imposing costs on the rest of us

The first, called rent seeking, involves businesses increasing profits through getting litigation passed in their favor, as when car dealerships in New Jersey sued against Tesla’s direct sales model. The second, regulatory capture, seeks to co-opt agencies that are supposed to govern industry, resulting in favorable implementation and enforcement of the legal code.

Why “Pro-Business” Often Means Anti-Market

Corporations lobby federal, state and local governments to advance their interests and there’s nothing wrong with that. Elected officials should be responsive to their constituents’ concerns. That is, after all, how democracy is supposed to work. However, very often business interests try to maintain that they are arguing for the public good rather than their own.

Consider the issue of a minimum wage. Businesses argue that government regulation of wages is an imposition on the free market and that, given the magical forces of the invisible hand, letting the market set the price for wages would produce optimal outcomes. Artificially increasing wages, on the other hand, would unduly raise prices on the public and reduce profits needed to invest in competitiveness.

This line of argument is nothing new, of course. In fact, Adam Smith addressed it in The Wealth of Nations nearly 250 years ago:

Our merchants and master-manufacturers complain much of the bad effects of high wages in raising the price, and thereby lessening the sale of their goods both at home and abroad. They say nothing concerning the bad effects of high profits. They are silent with regard to the pernicious effects of their own gains. They complain only of those of other people.

At the same time corporations have themselves been undermining the free market for wages through the abuse of non-compete agreements. Incredibly, 38% of American workers have signed some form of non-compete agreement. Of course, most of these are illegal and wouldn’t hold up in court, but serve to intimidate employees, especially low-wage workers.

That’s just for starters. Everywhere you look, free markets are under attack. Occupational licensing, often the result of lobbying by trade associations, has increased five-fold since the 1950s. Antitrust regulation has become virtually nonexistent, while competition has been reduced in the vast majority of American industries.

Perhaps not surprisingly, while all this lobbying has been going on, recent decades have seen business investment and innovation decline, and productivity growth falter while new business formation has fallen by 50%. Corporate profits, on the other hand, are at record highs.

Getting Back On Track

At the end of World War II, America made important investments to create the world’s greatest innovation economy. The GI Bill made what is perhaps the biggest investment ever in human capital, sending millions to college and creating a new middle class. Investments in institutions such as the National Science Foundation (NSF) and the National Institutes of Health (NIH) would create scientific capital that would fuel US industry.

Unfortunately, we abandoned that very successful playbook. Over the past 20 years, college tuition in the US has roughly doubled in the last 20 years. Perhaps not surprisingly, we’ve fallen to ninth among OECD countries for post-secondary education. The ones who do graduate are often forced into essentially decades of indentured servitude in the form of student loans.

At the same time, government investment in research as a percentage of GDP has been declining for decades, limiting our ability to produce the kinds of breakthrough discoveries that lead to exciting new industries. What passes for innovation these days displaces workers, but does not lead to significant productivity gains. Legislation designed to rectify the situation and increase our competitiveness stalled in the Senate.

So after 250 years, capitalism remains pretty much as Adam Smith first conceived, powerful yet fragile, always at risk of being undermined and corrupted by the same basic animal spirits that it depends on to set prices efficiently. He never wrote, nor is there any indication he ever intended, that markets should be left to their own devices. In fact, he and others warned us that markets need to be actively promoted and protected.

We are free to choose. We need to choose more wisely.

— Article courtesy of the Digital Tonto blog
— Image credits: Microsoft CoPilot

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Does Diversity Increase Team Performance?

Does Diversity Increase Team Performance?

GUEST POST from David Burkus

It’s often said by teams that “diversity is our strength.” We take for granted the idea that diverse teams bring more lived experiences, ideas, and solutions to the table. When asked, “How does diversity affect teamwork?” most leaders assume that teams composed of individuals from different backgrounds, cultures, and perspectives are more likely to approach problems from various angles and come up with innovative solutions. And hence most leaders assume that diversity is a source of greater performance.

And while that’s true—it’s not as clear cut as we assume.

When you look at the research, the relationship between diversity and high-performing teams isn’t always a positive correlation. For diversity to truly enhance teamwork, teams need to establish psychological safety and build shared understanding. Otherwise, diverse ideas, perspectives, and experiences can cause more friction than innovation.

In this article, we will explore the importance of psychological safety and shared understanding in diverse teams. By understanding the impact of diversity on teamwork and implementing these practices, teams can harness the full potential of their diverse members and achieve better problem-solving and value creation.

Psychological Safety

Psychological safety is crucial for diverse teams to tap into the benefits of diversity. When team members feel psychologically safe, they are more likely to share their ideas, take risks, and engage in open and honest discussions. As a leader, it is essential to create an environment where team members feel comfortable expressing themselves without fear of judgment or negative consequences.

One way to build psychological safety is by demonstrating vulnerability as a leader. When leaders openly share their own challenges, mistakes, and uncertainties, it creates a safe space for team members to do the same. This builds trust and shows that it is acceptable to take risks and make mistakes. By embracing vulnerability, leaders can set the tone for open communication and encourage team members to bring their authentic selves to the discussion.

Another important aspect of psychological safety is teaching respectful dissent. Disagreements are inevitable in any team, but it is crucial to handle them in a productive and respectful manner. Encouraging team members to express their differing opinions and perspectives fosters a culture of healthy debate and prevents the formation of echo chambers. By establishing guidelines for respectful dissent, teams can ensure that disagreements are seen as opportunities for growth and learning rather than sources of conflict.

Shared Understanding

Shared understanding is important for diverse teams to work together effectively. When team members have a clear understanding of each other’s work preferences, strengths, and weaknesses, they can collaborate more efficiently and leverage each other’s skills and expertise. Building shared understanding requires intentional efforts to create an environment where team members can openly discuss their working styles and expectations.

One strategy for building shared understanding is to use exercises like the “manual of me.” This exercise involves team members sharing information about their preferred communication styles, work habits, and personal preferences. By understanding each other’s preferences, team members can adapt their communication and collaboration approaches to accommodate different working styles.

Creating a team working agreement is another effective way to establish shared understanding. This agreement outlines the team’s norms and expectations, addressing questions about how the team wants to work together. It can cover topics such as communication channels, decision-making processes, and conflict resolution strategies. By collectively defining these guidelines, teams can ensure that everyone is on the same page and reduce misunderstandings or conflicts that may arise due to differences in working styles or expectations.

Diversity, when combined with psychological safety and shared understanding, enhances teamwork, and leads to improved performance. By creating an environment where team members feel safe to express themselves and fostering shared understanding, teams can tap into the full potential of their diverse members. Embracing diversity as a strength allows teams to approach problems from various perspectives, leading to better problem-solving and value creation. And that helps everyone on the team do their best work ever.

Image credit: Pexels

Originally published on DavidBurkus.com on September 11, 2023

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