Are You Leading in the Wrong Zone?

Are You Leading in the Wrong Zone?

GUEST POST from Geoffrey A. Moore

I get tired of listening to “experts” explain how leaders need to be bolder. Usually what they are advocating for is more disruptive innovation, less business as usual. But this completely ignores the impact of context and ends up patronizing behavior that may actually be well-grounded. It depends on which zone you are operating out of.

In the Performance Zone, the goal is to deliver on the quarterly plan. It is not the time or place for disruptive innovation. Leadership means getting your team to the finish line despite whatever roadblocks may crop up. Grit and resourcefulness, combined with attention to tactics, is what is wanted here.

In the Productivity Zone, the goal is to be there for the long haul. Again, disruptive innovation is not on the docket. Analysis and optimization are the keys here, and leaders must be willing to step back, take a systems view of things, and invest in efforts that will enable the Performance Zone to perform better in the future.

By contrast, the Incubation Zone is all about disruptive innovation, and most pundits champion a leadership style that is a perfect fit for this zone. So, if you are in this zone, by all means embrace hypothesis testing, agility, fast failure and the like. Just remember that what works here does not work well in any of the other three zones.

Finally, the Transformation Zone is where the pundits ought to be focusing because transformation is a bear, and no one can ever really tame it. Business lore celebrates the amazing disrupters here — Jobs, Musk, Bezos, etc. — as well we should. But in so doing we should not ignore the amazing disruptees, the leaders who redirected their enterprises to bring them kicking and screaming into a new age — Gerstner, Nadella, Iger, and company. For my money, their leadership style is the single most important one for any aspiring CEO to master.

That’s what I think. What do you think?

Image Credit: Pexels

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Creating a Giving Cycle

Creating a Giving Cycle

GUEST POST from Mike Shipulski

The best gifts are the ones that demonstrate to the recipients that you understand them. You understand what they want; you understand their size (I’m and men’s large); you understand their favorite color; you know what they already have; you know what they’re missing, and you know what they need.

On birthdays and holidays, everyone knows it’s time to give gifts and this makes it easy for us to know them for what they are. And, just to make sure everyone knows the gift is a gift, we wrap them in colorful paper or place them in a fancy basket and formally present them. But gifts given at work are different.

Work isn’t about birthdays and holidays, it’s about the work. There’s no fixed day or date to give them. And there’s no expectation that gifts are supposed to be given. And gifts given at work are not the type that can be wrapped in colorful paper. In that way, gifts given at work are rare. And when they are given, often they’re not recognized as gifts.

1. The Gift of a Challenge

When you give someone a challenge, that’s a gift. Yes, the task is difficult. Yes, the request is unreasonable. Yes, it’s something they’ve never done before. And, yes, you believe they’re up to the challenge. And, yes, you’re telling them they’re worthy of the work. And whether the complete 100% of the challenge or only 5% of it, you praise them. You tell them, Holy sh*t! That was amazing. I gave you an impossible task and you took it on. Most people wouldn’t have even tried and you put your whole self into it. You gave it a go. Wow. I hope you’re proud of what you did because I am. The trick for the giver is to praise.

2. The Gift of Support

When you support someone that shouldn’t need it, that’s a gift. When the work is clearly within a person’s responsibility and the situation temporarily outgrows them, and you give them what they need, that’s a gift. Yes, it’s their responsibility. Yes, they should be able to handle it. And, yes, you recognize the support they need. Yes, you give them support in a veiled way so that others don’t recognize the gift-giving. And, yes, you do it in a way that the receiver doesn’t have to acknowledge the support and they can save face. The trick for the giver is to give without leaving fingerprints.

3. The Gift of LEVEL TWO Support

When you give the gift of support defined above and the gift is left unopened, it’s time to give the gift of level 2 support. Yes, you did what you could to signal you left a gift on their doorstep. Yes, they should have seen it for what it was. And, yes, it’s time to send a level 2 gift to their boss in the form of an email sent in confidence. Tell their boss what you tried to do and why you tried to do it. And tell them the guidance you tried to give. This one is called level 2 giving because two people get gifts and because it’s higher-level giving. The trick for the giver is to give in confidence and leave no fingerprints.

4. The Gift of Truth

When you give someone the truth of the situation when you know they don’t want to hear it, that’s a gift. Yes, they misunderstand the situation. Yes, it’s their responsibility to understand it. Yes, they don’t want your gift of truth. And, yes, you give it to them because they’re off-track. Yes, you give it to them because you care about them. And, yes you give the gift respectfully and privately. You don’t give a take-it-or-leave-it ultimatum. And you don’t make the decision for them. You tell them why you see it differently and tell them you hope they see your gift as it was intended – as a gift. The trick for the giver is to give respectfully and be okay whether the gift is opened or not.

5. The Gift of Forgiveness

When someone has mistreated you or hurt you, and you help them anyway, that’s a gift. Yes, they need help. Yes, the pain is still there. And, yes, you help them anyway. They hurt you because of the causes and conditions of their situation. It wasn’t personal. They would have treated anyone that way. And, yes, this is the most difficult gift to give. And that’s why it’s last on the list. And the trick for the giver is to feel the hurt and give anyway. It will help the hurt go away.

It may not seem this way, but the gifts are for the giver. Givers grow by giving. And best of all for the givers, they get to watch as their gifts grow getters into givers. And that’s magical. And that brings joy.

And the giving cycle spirals on.

Image credit: Pexels

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

Top 10 Human-Centered Change & Innovation Articles of August 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 August’s ten most popular innovation posts:

  1. SpaceX is a Masterclass in Innovation Simplification — by Pete Foley
  2. Secrets to Overcoming Resistance to Change — by David Burkus
  3. Five Things Most Managers Don’t Know About Innovation — by Greg Satell
  4. Are We Doing Social Innovation Wrong? — by Geoffrey A. Moore
  5. Only One Type of Innovation Will Win the Future — by Greg Satell
  6. What Your Website Reveals About Your Brand — by Howard Tiersky
  7. The Coming Leadership Confidence Crisis — by Robyn Bolton
  8. Adjacent Innovation is the Key to Growth and Risk — by Robyn Bolton
  9. Bringing Emotional Energy and Creative Thinking to AI — by Janet Sernack
  10. Delivering Customer Value is the Key to Success — by Mike Shipulski

BONUS – Here are five more strong articles published in July 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!

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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Five Keys to Maintaining Your Customer Experience

Five Keys to Maintaining Your Customer Experience

GUEST POST from Shep Hyken

I was talking to a friend the other day. He purchased an expensive new car just eight months ago. Unfortunately, the car turned out to be a “lemon,” and he has taken it back to the dealer multiple times for various problems. The car has spent more time at the repair center than in his garage. If it were me, I’d ask the dealer to replace the car. Apparently, he has more patience than I do and was giving the dealer another chance to fix the car. Regardless, it made me think that what looks good on the outside may not be so good on the inside.

Unfortunately, there are businesses that fall into the same category as my friend’s automobile. They look good on the outside, with amazing marketing and advertising, a beautiful website, a beautiful building, etc., but when it comes to taking care of the customer, they fail.

This made me think further about how cars are maintained, and it’s not much different from how you would want to run your business. Consider these five customer experience (CX) maintenance ideas:

1. Reliability: First, you want to build a car that works. Assuming you have a good product, you want to create processes that are customer- and employee-friendly. The experience must, at a minimum, meet your customers’ expectations. That creates confidence and increases overall customer satisfaction.

2. Routine Maintenance: You want to keep your car properly maintained with routine maintenance. In the customer service world, we could consider this to be ongoing training that keeps your employees sharp with the latest tools and technology to help provide the best possible support and experience.

3. Alignment: We want to keep the car in alignment. A few years ago, I wrote about focusing on employees first. My weekly cartoon included the caption, “If an employee’s experience (EX) isn’t at least as good as the customer’s, the customer’s experience can be shaky, and the entire company can suffer.” In other words, there needs to be alignment between the CX and the EX.

Customer Experience Maintenance Cartoon from Shep Hyken

4. Feedback: When we take our car to a dealer or repair center, a mechanic hooks a computer up to the car to perform a “diagnostic check.” The computer can deliver feedback on many issues, from the electronics to how soon the brakes need to be replaced. In the business world, this is akin to the feedback your customers give you. You must have a system that collects feedback and gives you a chance to repair and maintain the experience so it continues to meet, if not exceed, your customer’s expectations.

5. Update: Most cars don’t last forever. At some point, you need to replace them. New cars offer an updated look in addition to updates under the hood, which could include more efficient engines, the latest technology, and more. Your business is the same. Product improvements, new technology, new processes, and more can give your customers a fresh experience.

Just like maintaining a car, fine-tuning your customer service and CX ensures your business runs smoothly, remains competitive, and gets your customers to say, “I’ll be back!”

Image Credits: Wikimedia Commons, Shep Hyken

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What is Your Mindset? Fixed, Growth or Hybrid?

What is Your Mindset? Fixed, Growth or Hybrid?

GUEST POST from Stefan Lindegaard

What does it mean to have a mindset? How does it shape your actions, and those of the people you interact with? Is it steadfast, or does it evolve? Could it perhaps be a fusion of elements? It’s crucial to understand mindsets as they influence not only our behaviors but also the behaviors of those we engage with, allowing us to better navigate the world.

Research defines “mindset” as a mental frame or lens that selectively organizes and interprets information, orienting an individual’s understanding of experiences and guiding their responses and actions.

This definition, adapted from Carol Dweck by Salovey and Achor, illuminates that our mindset, composed of our thoughts and beliefs, influences our perception of ourselves, our environment, and the broader world. Such understanding is vital in team dynamics, leadership, and organizational contexts.

Dweck identified two primary mindsets:

1. A fixed mindset, in which intelligence is viewed as static, leading to the desire to appear intelligent and influencing specific behaviors.

2. A growth mindset, where intelligence is seen as something that can be developed, sparking a desire to learn and driving diverse behaviors.

The growth mindset, characterized by the belief that abilities can be honed with consistent effort, is shaped by how we perceive and tackle five critical areas:

  1. Viewing effort as a path to mastery
  2. Demonstrating persistence in the face of obstacles
  3. Seeing others’ success as a source of inspiration and learning
  4. Embracing challenges
  5. Welcoming criticism as an opportunity to learn and grow

However, we need to acknowledge that our mindsets aren’t strictly “fixed” or “growth” in nature. They’re typically a hybrid of both, influenced by the context and phase of our lives. It’s is also situational. Our response to situations can shift, revealing the dominance of one mindset over the other at different times. Recognizing this within ourselves and avoiding prematurely labeling others is vital.

A Few Cases, Examples

To give a practical example, let’s look at the world of education. Imagine a student who struggles with math. With a fixed mindset, they might think, “I’m just not good at math,” and subsequently put less effort into learning. However, if they adopt a growth mindset, they would perceive math as a challenge they can overcome with practice and effort. Using different strategies and seeking help when necessary, the student’s math skills can improve, highlighting the practical application of a growth mindset.

In the business world, Microsoft provides an excellent case study. Under CEO Satya Nadella’s leadership, Microsoft shifted from a fixed to a growth mindset. Nadella introduced Dweck’s growth mindset concept to the company culture, fostering innovation and collaboration. The shift, encapsulated in the motto “Learn it all” vs. “Know it all,” encouraged employees to remain open-minded, learn from their mistakes, and continually improve. This change in mindset led to increased employee engagement, innovation, and contributed to Microsoft’s recent growth.

In sports, athletes often exemplify the growth mindset. Consider basketball legend Michael Jordan. He was cut from his high school varsity team because he was deemed “not good enough.” Rather than accepting this as an unchangeable state, he viewed it as a challenge and redoubled his efforts to improve. His eventual rise to becoming one of the greatest basketball players of all time showcases how a growth mindset can lead to superior performance in the face of setbacks and criticism.

As I often say, “The essence of the growth mindset in an organizational context is to instill a mindset focused on continuous improvement rather than the need to prove that one is the best.”

Implementing the growth mindset in team dynamics is part of my work. However, it doesn’t stand alone. It must be complemented by other factors like fostering a learning culture, ensuring psychological safety, and expanding the comfort zone. All these components are critical to effective team, leadership, and organizational development.

If you have questions or interesting perspectives on these topics, I would be more than happy to discuss them. Get in touch!

Image Credit: Pixabay, Stefan Lindegaard

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How to Build Innovation Resilience in Uncertainty

Reality Strikes Back

How to Build Innovation Resilience in Uncertainty

GUEST POST from Robyn Bolton

“This time feels different.”  I’ve been hearing this from innovation practitioners and partners for months  We’ve seen innovation resilience tested in times of economic uncertainty and geopolitical volatility.  We’ve seen it flourish when markets soar and capital is abundant.  We’ve seen it all, but this time feels different.

In fact, we feel a great disturbance in the innovation force.

Disturbances aren’t always bad.  They’re often the spark that ignites innovation.  But understand the disturbance you must, before work with it you can.

So, to help us understand and navigate a time that feels, and likely is, different, I present “The Corporate Innovator’s Saga.”

Episode I: The R&D Men (are) Aces

(Sorry, that’s the most tortured one.  The titles get better, I promise)

A long time ago (1876), in a place not so far away (New Jersey), one man established what many consider the first R&D Lab.  A year later, Thomas Edison and his Menlo Park colleagues debuted the phonograph.

In the 20th century, as technology became more complex, invention shifted from individual inventors to corporate R&D labs. By the late 1960s, Bell Labs employed 15,000 people, including 1,200 PhDs.  In 1970, Xerox’s famed Palo Alto Research Center (PARC) opened.

Episode II: Attack of the Disruptors

For most of the twentieth century, R&D labs were the heroes or villains of executives’ innovation stories.  Then, Harvard Business School professor Clayton Christensen published, The Innovator’s Dilemma: When New Technologies Cause Great Firms to Fail. 

He revealed that executives’ myopic focus on serving their best (most profitable) customers caused them to miss new waves of innovation. In example after example, he showed that R&D often worked on disruptive (cheaper, good enough) technologies only to have their efforts shut down by executives worried about cannibalizing their existing businesses.

C-suites listened, and innovation went from an R&D problem to a business one.

Episode III: Revenge of the Designers

Design Thinking’s origins date back to the 1940s, its application to business gained prominence with l Tim Brown’s 2009 book, Change by Design: How Design Thinking Transforms Organizations and Inspires Innovation.

This book introduced frameworks still used today’s: desirability, feasibility, and viability; divergent and convergent thinking; and the process of empathy, problem definition, ideation, prototyping, and testing. 

Innovation now required business people to become designers, question the status quo, and operate untethered from the short-termism of business,

Episode IV: A New Hope (Startups)

The early 2000s were a dizzying time for corporate innovation. Executives feared disruption and poured resources into internal innovation teams and trainings. Meanwhile, a movement was gaining steam in Silicon Valley.

Y Combinator, the first seed accelerator, launched in 2005 and was followed a year later by TechStars. When Eric Ries published The Lean Startup: How Today’s Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses in 2011, the US was home to nearly 100 startup accelerators.

Now, businesspeople needed to become entrepreneurs capable of building, and scaling startups in environments purpose-built to kill risk and change.

In response, companies spun up internal accelerators, established corporate venture capital teams, and partnered with startup studios.

Episode V: Reality Strikes Back

Today, the combination of a global pandemic, regional wars, and a single year in which elections will affect 49% of the world’s population has everyone reeling. 

Naturally, this uncertainty triggered out need for a sense of control.  The first cut were “hobbies” like innovation and DEI.  Then, “non-essentials” like “extra” people and perks.  For losses continued into the “need to haves,” like operational investments and business expansion.

Recently, the idea of “growth at all costs” has come under scrutiny with advocates for more thoughtful growth strategies emerging There is still room for innovation IF it produces meaningful, measurable value.

Episode VI: Return of the Innovator (?)

I don’t know what’s next, but I hope this is the title.  And, if not, I hope whatever is next has Ewoks.

What do you hope for in the next episode?

Image credit: Pexels

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Three Reasons Nobody Cares About Your Ideas

Three Reasons Nobody Cares About Your Ideas

GUEST POST from Greg Satell

“Build a better mousetrap and the world will beat a path to your door,” Ralph Waldo Emerson is said to have written (he didn’t) and since that time thousands of mousetraps have been patented. Still, despite all that creative energy and all those ideas, the original “snap trap,” invented by William Hooker in 1894, remains the most popular.

We’ve come to glorify ideas, thinking that more of them will lead to better results. This cult of ideas has led to a large cottage industry of consultants that offer workshops to exercise our creative capabilities with tools like brainstorming and SWOT analysis. We are, to a large extent, still chasing better mousetraps.

Still, one thing I constantly hear from executives I work with is that no one wants to hear about their ideas. The truth is that, just like all those mousetrap patents, most ideas are useless, very few are original and many have been tried before. So if you’re frustrated that nobody listens to your ideas, here’s why that happens and what you can do to fix it.

1. Your Ideas Aren’t Original

Having a new idea is thrilling, because it takes us to new places. Once we get an idea, it leads to other ideas and, as we follow the logical chain, we can see important real-world implications. The process of connecting the dots is so exhilarating — and so personal — that it seems unlikely, impossible even, that someone else had the same thoughts at the same time.

Yet history clearly shows that’s exactly what happens. Newton and Leibniz simultaneously invented calculus. Darwin and Wallace discovered the principles of evolution at about the same time. Alexander Graham Bell just narrowly beat Elisha Gray to the patent office to receive credit for inventing the telephone. Einstein beat David Hilbert to general relativity by a matter of weeks.

In fact, in a landmark study published in 1922, sociologists William Ogburn and Dorothy Thomas identified 148 major inventions or discoveries that at least two different people, working independently, arrived at the same time. And those are historic successes that are well documented. Just imagine how often it happens with normal, everyday ideas.

The truth is that ideas don’t simply arise out of some mysterious ether. We get them by making connections between existing ideas and new things we observe ourselves. So it shouldn’t be surprising that others have seen similar things and drawn the same conclusions that we have.

2. Others Had The Same Idea — And Failed

Jim Allison spent most of his life as a fairly ordinary bench scientist and that’s all he really wanted to be. He told me once that he “just liked figuring things out” and by doing so, he gained some level of prominence in the field of immunology, making discoveries that were primarily of interest to other immunologists.

His path diverged when he began to research the ability of our immune system to fight cancer. Using a novel approach, he was able to show amazing results in mice. “The tumors just melted away,” he told me. Excited, he ran to go tell pharmaceutical companies about his idea and get them to invest in his research.

Unfortunately, they were not impressed. The problem wasn’t that they didn’t understand Jim’s idea, but that they had already invested — and squandered — billions of dollars on similar ideas. Hundreds of trials had been undertaken on immunological approaches to cancer and there hadn’t been one real success.

Nonetheless, Jim persevered and today, cancer immunotherapy has emerged as major field of its own. Today, hundreds, if not thousands, of scientists are combining their ideas with Jim’s to create amazing breakthroughs in cancer treatment and tens of thousands of people are alive today because of it.

3. You Can’t Make An Idea Work By Yourself

One of the most famous stories about innovation is that of Alexander Fleming. Returning to his lab after a summer vacation, he found that a mysterious mold had contaminated his petri dishes, which was eradicating the bacteria colonies he was working to grow. He decided to study the mold and discovered penicillin.

It’s one of those stories that’s told and retold because it encapsulates so much of what we love about innovation — the power of a single “Eureka! moment” to change the world. The problem is that innovation never really happens that way, not generally and certainly not in the case of penicillin.

The real story is decidedly different. When Alexander Fleming published his findings, no one really noticed because it had little, if any, medical value. It was just a secretion from a mold that could kill bacteria in a petri dish. The compound was unstable and you couldn’t store it. It couldn’t be injected or ingested. You also couldn’t make enough of it to cure anyone.

Ten years later, a completely different team of scientists led by Howard Florey and Ernst Chain rediscovered Fleming’s work and began adding their own ideas. Then they traveled to America to work with US labs and improved the process. Finally, pharmaceutical companies worked feverishly to mass produce penicillin.

So it wasn’t just a single person or a single “Eureka! moment,” but a number of different teams of people, working on different aspects of the problem and it took nearly 20 years to make penicillin the miracle cure we know today.

The Fundamental Difference Between Ideation and Creation

While most ideas lead to nothing, some create enormous value. Calculus, the theory of evolution and the telephone made our lives better no matter who came up with them first. That’s not because of the idea itself, but what was built on top of it. Ideas only create a better future when they mix with other ideas. Innovation, to a large degree, is combination.

The stories of Alexander Fleming and Jim Allison are instructive. In Fleming’s case it was scientists at another lab that picked up the initial idea and did the work to make it into a useful cure. Then they went to America to work with other labs and, eventually, pharmaceutical companies to do the work needed to go from milliliters in the lab to metric tons in the real world.

One thing that struck me in talking to Jim Allison was how he described having the idea for cancer immunotherapy. He didn’t talk about a flash of brilliance, but said he slowly began to piece things together, combining the work of others with what he saw in his own lab. His breakthrough discovery was the culmination of a life’s work.

That was in 1995. It then took him three more years to find the small biotech company to back his idea. Clinical trials didn’t begin until 2004. FDA approval came through in 2011. Today, 20 years after the initial idea, he still goes to the lab every day, to combine his ideas with others and enhance the initial concept.

Kevin Ashton, who himself first came up with the idea for RFID chips, wrote in his book, How to Fly A Horse, “Creation is a long journey, where most turns are wrong and most ends are dead. The most important thing creators do is work. The most important thing they don’t do is quit.”

A good idea is not a mere moment of epiphany, but a call to action. It proves its value not by its elegance or through the brilliance of its conception, but in its ability to solve problems in the real world. So if you want people to start listening to your ideas, focus less on the fact that you have them and more on what value they can deliver to others.

— Article courtesy of the Digital Tonto blog and previously appeared on Inc.com
— Image credits: Pexels

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Six Key Habits of Great Leaders

Six Key Habits of Great Leaders

GUEST POST from David Burkus

In a world of growing complexity and seemingly constant crisis, we need great leaders more than ever. But when you look at the stories in the press or check the staggering numbers of burnout and disengagement in surveys, it seems like fewer and fewer leaders are rising to the challenge. It starts to seem like becoming a great leader is too complicated and nearly impossible.

But when you survey people on what makes them appreciate and follow leaders, it turns out there are just a few simple habits that set great leaders apart. Simple, but not necessarily easy.

In this article, we will explore what great leaders do across six key habits that make them influential and their teams successful.

1. Promote Purpose

The first habit great leaders do is to promote purpose. Great leaders understand the importance of connecting the larger organizational purpose to specific projects and tasks. They are able to do more than regurgitate the mission statement of the organization. They can draw a connection between the organizational purpose and the work of their specific team. In doing so, they inspire their team members to see the bigger picture and understand how their contributions align with the overall goals. Furthermore, great leaders shift the conversation towards “who” benefits from the work and promote pro-social purpose. This helps team members feel a sense of fulfillment and motivation in their work, knowing that they are making a positive impact.

2. Clarify Vision

The second habit great leaders do is to clarify vision. A clear vision is crucial for the success of any organization, and great leaders excel at explaining what success looks like and where the organization is heading. They are able to paint a vivid picture of the world or the specific people the organization serves and what it will look like when the vision is achieved. Even when plans change, great leaders provide a clear vision of what a good job looks like. They use the concept of “commander’s intent” to communicate the vision of a successful mission, ensuring that even in constant turmoil, everyone understands the desired outcome and can align their efforts accordingly.

3. Create Accountability

The third habit great leaders do is to create accountability. Great leaders understand the importance of holding people accountable to their jobs and calling them up to a higher standard. They ensure that individuals are held accountable to the result, not just the tasks. By providing the necessary resources for individuals to achieve their goals, great leaders empower their team members to take ownership of their work and deliver exceptional results. Leaders provide autonomy to team members, allowing them to decide how the work gets done. But they’re also reminding everyone on the team that autonomy means greater accountability to the team, not less. They are leaders who hold their team to a higher standard and encourage them to perform even greater.

4. Provide Fair Feedback

The fourth habit great leaders do is provide fair feedback. Feedback is a crucial tool for growth and development, and great leaders excel at providing fair feedback. They tailor their feedback to the individual’s situation, skills, resources, and accountability goals. Great leaders give feedback that is in equal proportion of positive to negative, focusing on building upon the great things. Poor leaders often spend most of their coaching time on constructive criticism—which can be demotivating and decrease performance. Instead, great leaders create a balance between appreciation and constructive criticism to motivate and improve performance, ensuring that team members feel valued and supported in their professional growth.

5. Build Safety

The fifth habit great leaders do is to build safety, as in psychological safety. A psychologically safe environment is essential for fostering innovation and growth, and great leaders understand this. They provide feedback in a way that does not blame individuals for things outside of their control, encouraging transparent and honest conversations about failures to extract lessons and improve. By establishing a culture of safety, great leaders create an atmosphere where team members feel comfortable taking risks and learning from their mistakes. This leads to increased creativity, collaboration, and ultimately, success.

6. Develop Oneself

The final habit great leaders do is to develop themselves. Great leaders recognize the importance of continuous learning and self-improvement. They take responsibility for developing themselves as well as others. With a growth mindset, they actively seek out new information and skills, constantly striving to become better leaders. Great leaders understand that they need to develop themselves in the areas that their team needs in order to be better leaders. By investing in their own growth, they set an example for their team members and inspire them to also pursue personal and professional development.

The habits discussed in this article are what make great leaders worth following. They’re simple, but not necessarily easy. And they need to be done on a regular basis. But great leaders understand the importance of these habits and strive to incorporate them into their leadership style. By promoting purpose, clarifying vision, creating accountability, providing fair feedback, building safety, and developing oneself, leaders can inspire their teams to do their best work ever.

Image credit: Pixabay

Originally published on DavidBurkus.com on August 21, 2023

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Innovation or Not – Snacks Made from Watermelon Seeds

Innovation or Not - Snacks Made from Watermelon Seeds

GUEST POST from Art Inteligencia

When we talk about sustainability and innovation, the food industry often comes up short—despite being a fertile ground for both creativity and ecological advancement. One emerging trend is the development of snacks made from watermelon seeds, a seemingly simple idea that could have far-reaching impacts on our food systems and environmental footprint. But is it truly innovative? Let’s explore this concept through the lens of three compelling case studies that revolve around sustainability and the potent use of waste products for creating value.

Case Study 1: Eco Snacks Co.

Eco Snacks Co., a startup based in California, has carved a niche in the sustainable snacks market by turning watermelon seeds—typically a waste product—into nutrient-dense snacks. They source these seeds from local farms that would otherwise discard them. The seeds are cleaned, roasted, and seasoned to create a range of flavors, from chili lime to smoky BBQ.

But it’s not just about offering a tasty, healthy snack. By transforming what was once considered waste into a valuable product, Eco Snacks Co. addresses two major sustainability concerns: food waste and resource efficiency. The company also implements eco-friendly packaging made from biodegradable materials, reinforcing their commitment to the environment.

Eco Snacks Co. has experienced significant growth, with their products now available in major supermarkets and health food stores. They have managed to not only capture a segment of the snack market but also educate consumers on the benefits of upcycling food waste.

Case Study 2: Seed-to-Snack Innovators

Seed-to-Snack Innovators, based in the heart of Texas, have taken a different approach to watermelon seed snacks. Their business model centers on a cooperative relationship with watermelon farmers, offering them a way to monetize the by-products of their harvests. In essence, this is a farm-to-snack initiative.

After collecting the seeds, the company employs a proprietary method to dehydrate and flavor them, creating a product that fits well within the growing demand for plant-based snacks. The use of these seeds not only reduces agricultural waste but also provides an additional revenue stream for farmers.

The innovation doesn’t stop there; Seed-to-Snack Innovators have partnered with local gardens and schools to promote sustainable farming and waste reduction practices. Their educational programs aim to create a new generation of eco-conscious consumers who understand the importance of reducing waste and supporting sustainable food systems.

Case Study 3: Simple Mills

Simple Mills, a leader in the clean-food movement, has integrated the concept of sustainability into their business model by focusing on real ingredients and minimal processing. While they are predominantly known for their almond flour-based products, Simple Mills has also explored the use of other seed types, including watermelon seeds, in their innovative snacks.

Their approach is multifaceted: they aim to improve ingredient sourcing by working directly with farmers to ensure that every part of the plant is utilized, thus reducing waste. By incorporating watermelon seeds into their product line, Simple Mills highlights the versatility and nutritious value of these often-overlooked seeds.

Simple Mills is also committed to transparent supply chains and sustainable packaging solutions. Their packaging features clear information about their sustainability practices and is designed to minimize environmental impact, using recyclable and compostable materials whenever possible.

The company has not only expanded their product range but has also established themselves as educators and advocates for sustainable eating practices. Through community programs and partnerships, Simple Mills promotes a holistic approach to food that emphasizes health, sustainability, and waste reduction.

Conclusion

Both Eco Snacks Co., Seed-to-Snack Innovators, and Simple Mills exemplify how seemingly small innovations can lead to significant sustainability benefits. By taking what is traditionally seen as waste and converting it into a valuable product, these companies are not just making great snacks; they are reshaping our understanding of resource efficiency and waste reduction.

Finally, while snacks made from watermelon seeds might seem like a simple idea on the surface, the underlying innovation lies in the holistic approach to sustainability. These companies prove that it’s possible to create delicious, nutritious products while also making a positive impact on the environment.

So, innovation or not? I say it’s a resounding yes. It’s a perfect example of how true innovation often lies in reimagining the everyday, turning challenges into opportunities, and always keeping sustainability front and center.

Image credit: Simple Mills

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Can Leaders Defy Gravity?

Can Leaders Defy Gravity?

GUEST POST from Mike Shipulski

If you pull hard on your team, what will they do? Will they rebel? Will they push back? Will they disagree? Will they debate? And after all that, will they pull with you? Will the pull for three weeks straight? Will they pull with their whole selves? How do you feel about that?

If you pull hard on your peers, what will they do? Will they engage? Will they even listen? Will they dismiss? And if they dismiss, will you persist? Will you pull harder? And when you pull harder, do they think more of you? And when you pull harder still, do they think even more of you? Do you know what they’ll do? And how do you feel about that?

If you push hard on your leadership, what will they do? Will they listen or dismiss? And if they dismiss, will you push harder? When you push like hell, do they like that or do they become uncomfortable, what will you do? Will they dislike it and they become comfortable and thankful you pushed? Whatever they feel, that’s on them. Do you believe that? If not, how do you feel about that?

When you say something heretical, does your team cheer or pelt you with fruit? Do they hang their heads or do they hope you do it again? Whatever they do, they’ve watched your behavior for several years and will influence their actions.

When you openly disagree with the company line, do your peers cringe or ask why you disagree? Do they dismiss your position or do they engage in a discussion? Do they want this from you? Do they expect this from you? Do they hope you’ll disagree when you think it’s time? Whatever they do, will you persist? And how do you feel about that?

When you object to the new strategy, does your leadership listen? Or do they un-invite you to the next strategy session? And if they do, do you show up anyway? Or do they think you’re trying to sharpen the strategy? Do they think you want the best for the company? Do they know you’re objecting because everyone else in the room is afraid to? What they think of your dissent doesn’t matter. What matters is your principled behavior over the last decade.

If there’s a fire, does your team hope you’ll run toward the flames? Or, do they know you will?

If there’s a huge problem that everyone is afraid to talk about, do your peers expect you get right to the heart of it? Or, do they hope you will? Or, do they know you will?

If it’s time to defy gravity, do they know you’re the person to call?

And how do you feel about that?

Image credit: Pexels

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