Playing Both Sides of the Equation

Playing Both Sides of the Equation

GUEST POST from Mike Shipulski

If you want new behavior, you must embrace conflict.

If you can’t tolerate the conflict, you’ll do what you did last time.

If your point of view angers half and empowers everyone else, you made a difference.

If your point of view meets with 100% agreement, you wasted everyone’s time.

If your role is to create something from nothing, you’ve got to let others do the standard work.

If your role is to do standard work, you’ve got to let others create things from scratch.

If you want to get more done in the long term, you’ve got to make time to grow people.

If you want to get more done in the short term, you can’t spend time growing people.

If you do novel work, you can’t know when you’ll be done.

If you are asked for a completion date, I hope you’re not expected to do novel work.

If you’re in business, you’re in the people business.

If you’re not in the people business, you’ll soon be out of business.

If you call someone on their behavior and they thank you, you were thanked by a pro.

If you call someone on their behavior and they call you out for doing it, you were gaslit.

If you can’t justify doing the right project, reduce the scope, and do it under the radar.

If you can’t prevent the start of an unjust project, find a way to work on something else.

If you are given a fixed timeline and fixed resources, flex the schedule.

If you are given a fixed timeline, resources, and schedule, you’ll be late.

If you get into trouble, ask your Trust Network for help.

If you have no Trust Network, you’re in trouble.

If you have a problem, tell the truth and call it a problem.

If you can’t tell the truth, you have a big problem.

If you are called on your behavior, own it.

If you own your behavior, no one can call you on it.

Image credit: Unsplash

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Happy Employees Make Happy Customers

Happy Employees Make Happy Customers

GUEST POST from Shep Hyken

Often, the best companies to do business with are the best companies to work for. When you look at the Google ratings for Round Room Holdings’ TCC and Wireless Zone, two Verizon Wireless retailers with approximately 1,200 retail stores throughout the U.S., you’ll find they are “hitting it out of the park” in both customer reviews and employee satisfaction. I had a chance to interview Chad Jensen, president of TCC and Wireless Zone since 2019, and he shed light on their incredible success, how they do it, and how any company can have similar results.

We can break down the company’s success into three areas: employees, customers, and community.

1. Employees: It all starts with the employees. Jensen’s company has a 90% employee satisfaction rating and 70% employee retention in a retail industry with annual employee turnover rates that are well over 100%. Why? Because Jensen made it abundantly clear that the company puts employees first. The best example of this came not even a year after he took over as president when he and the rest of the world faced the pandemic. His leadership style was immediately put to the test. He was adamant about taking care of the employees. First and foremost was safety, as well as a concern for mental health. And he was determined to keep people employed, saying, “Even if it meant we took a hit on our financials, we were okay with that.” He understood early on that the decisions they made would define how they came out of the pandemic. Employees knew the company had their backs. In exchange, they were confident, fulfilled, and engaged with their customers, ensuring they had an experience that would bring them back. Employee satisfaction is at 90%. As I’ve mentioned many times in my past articles, what’s happening inside an organization is felt by customers on the outside. Jensen’s strategy shows this concept can be tremendously successful.

2. Customers: A focus on the employee experience turns into a positive customer experience. The goal is to provide “the best customer service.” Being the best is a lofty goal. While it’s not a contest, the comment speaks to the commitment the retailer has to its customers. The numbers tell the story. The company’s Google score ranges from 4.7 to 4.9 out of five. Jensen beams with pride over the customer satisfaction numbers, as companies he admires, such as Disney and Chick-fil-A, don’t have numbers quite as high. Jensen said, “We checked, and Disneyland’s Google rating was a 4.5. We’re literally (making customers) happier than the ‘Happiest Place on Earth.’” While a high Google rating is validating, Jensen emphasizes it’s really about the experience that gets customers to come back.

3. Community: Jensen’s efforts to give back to the community create positive results on several levels. He explained, “The more we give back to our communities, the more presence we get, and the better employees we get.” Many companies have a purpose beyond profit. It’s typically a recognizable cause, such as sustainability, poverty, medical research, or other popular causes. Companies like Ace Hardware have raised more than $140 million for the Children’s Miracle Network Hospitals. Patagonia gives 1% of its sales to the preservation and restoration of the environment. TCC and Wireless Zone take a more grassroots approach and give back to the communities their stores serve. They sponsor community events, local pet shelters, food banks, school events, and more. They have given more than 1.3 million backpacks filled with school supplies to kids in their communities. While the corporate HQ is behind this “give back” program, it’s the employees who get the most joy out of being a part of it, once again creating a great employee experience.

By prioritizing the TCC and Wireless Zone employee experience, combined with efforts to create an amazing customer experience as well as support for the communities they serve, the result is a company with some of the lowest turnover in the retail industry, higher Google ratings than “The Happiest Place on Earth” and loyal customers who keep coming back. That’s what happens when you create a company that has what Jensen refers to as “a culture of good.”

Image Credits: Pixabay
This article originally appeared on Forbes.com

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Managers Make the Difference

Four Common Mistakes Managers Make

Managers Make the Difference

GUEST POST from David Burkus

Senior leaders set strategy. But middle managers and front-line managers make the difference in whether that strategy gets executed…and in whether or not people are engaged and motivated in an organization. According to Gallup, 70% of an individual employee’s engagement is determined by the manager of her team. In turn, this means that managers have a significant impact on an organization’s success or failure.

In this article, we will discuss the four common mistakes managers make and how to avoid them.

1. Talking First

The first common mistake managers make is talking first. This one is really common. Presumably managers were promoted because they solved problems and generated ideas faster and better than their peers. And there are times when quick decisions need to be made. But not always. Most often, they should facilitate discussion and allow everyone to share their opinions. This encourages collaboration and creativity among team members. By doing this, managers can create an environment where everyone feels heard and valued. Getting everyone’s ideas out gives the team the best chance of finding the optimal solution.

In addition, managers should avoid talking first because often the first thing they say can easily be misconstrued as a command. The higher you go in a hierarchy, the more likely it is your casual suggestions will be misinterpreted as stern commands. And that not only tricks the team into taking a potentially wrong action, but it also robs them of their sense of autonomy and could degrade the quality of team culture.

2. Avoiding Conflict

The second common mistake managers make is avoiding conflict. No one wants to be the bad guy on the team—much less the manager who is also negative or confrontational. Somewhere in management training, conflict resolution workshops gave off the misconception that conflict is always to be avoided. But sometimes, in the service of avoiding conflict—managers actually avoid confronting the people and situations the team needs. Managers need to address underperformance and insubordination. And their team needs them to do it even more.

In addition, managers should encourage positive conflict over ideas, which can lead to better decision-making and innovation. When team members feel comfortable sharing their ideas, it can lead to new and innovative solutions. And when they know that their ideas will be improved by the discussion with the group—the ideas get even better. Addressing conflict in a positive way can help to create a culture of open communication and trust.

3. Reacting Urgently

The third common mistake managers make is reacting urgently. To be a manager is to deal with problems. Forces outside (or inside) of the team’s control can force the plan to change or be scrapped altogether. Unexpected roadblocks can appear randomly on the horizon. And what was supposed to be a smooth, easy project can turn into a big problem. When problems (or changes) occur, many managers react as quickly as possible—but don’t think about whether that first, default reaction was the right one. Perhaps if given some time and a little discussion, the team would have found a better solution.

In addition, reacting urgently can succumb the whole team to the tyranny of the urgent—where a small but unexpected problem now appears more urgent than more important projects simply because it’s the new fire to put out. But doing so steals time and attention away from those more important projects and harms the team’s productivity even more than the initial problem would have. Managers need to respond to problems, but to respond deliberately and not urgently.

4. Assuming Availability

The fourth common mistake managers make is assuming availability. Many managers just assume their team feels free to come to them. They’ll say, “ask me anything” or claim they have an “open door policy” (assuming they even work in the same office as their team). But in reality, the first time a team member approaches their “available” manager and finds their boss to busy or less than focused, they realize how available that manager truly is—or rather isn’t. Your door might be always open, but if you’re always on the phone it doesn’t matter.

Instead, managers would gain from being deliberate and intentional about their availability. They shouldn’t promise to be available all of the time. Instead, they should be available at specific times and block them off in their calendar. That way they can give the team members their sole focus. Even better, if working colocated, they can take specific times of the day to leave the office (should be pretty easy…the door should be open) and walk out to check-in on each team member individually. Doing so not only helps team members feel seen and heard, but it also helps the manager hear more too.

In fact, being deliberately available helps to avoid the other common manager mistakes as well. By being available and listening intently, managers talk less. They become more aware of conflicts that need to be instigated. And they’re able to access more information and react less urgently. By being deliberately available, managers help build a team where everyone can do their best work ever.

Image credit: Unsplash

Originally published on DavidBurkus.com on April 24, 2023

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Time is a Flat Circle

Jamie Dimon’s Comments on AI Just Proved It

Time is a Flat Circle

GUEST POST from Robyn Bolton


“Time is a flat circle.  Everything we have done or will do we will do over and over and over and over again – forever.” –- Rusty Cohle, played by Matthew McConaughey, in True Detective

For the whole of human existence, we have created new things with no idea if, when, or how they will affect humanity, society, or business.  New things can be a distraction, sucking up time and money and offering nothing in return.  Or they can be a bridge to a better future.

As a leader, it’s your job to figure out which things are a bridge (i.e., innovation) and which things suck (i.e., shiny objects).

Innovation is a flat circle

The concept of eternal recurrence, that time repeats itself in an infinite loop, was first taught by Pythagoras (of Pythagorean theorem fame) in the 6th century BC. It remerged (thereby proving its own truth) in Friedreich Nietzsche’s writings in the 19th century, then again in 2014’s first season of True Detective, and then again on Monday in Jamie Dimon’s Annual Letter to Shareholders.

Mr. Dimon, the CEO and Chairman of JPMorgan Chase & Co, first mentioned AI in his 2017 Letter to Shareholders.  So, it wasn’t the mention of AI that was newsworthy. It was how it was mentioned.  Before mentioning geopolitical risks, regulatory issues, or the recent acquisition of First Republic, Mr. Dimon spends nine paragraphs talking about AI, its impact on banking, and how JPMorgan Chase is responding.

Here’s a screenshot of the first two paragraphs:

JP Morgan Annual Letter 2017

He’s right. We don’t know “the full effect or the precise rate at which AI will change our business—or how it will affect society at large.” We were similarly clueless in 1436 (when the printing press was invented), 1712 (when the first commercially successful steam engine was invented), 1882 (when electricity was first commercially distributed), and 1993 (when the World Wide Web was released to the public).

Innovation, it seems, is also a flat circle.

Our response doesn’t have to be.

Historically, people responded to innovation in one of two ways: panic because it’s a sign of the apocalypse or rejoice because it will be our salvation. And those reactions aren’t confined to just “transformational” innovations.  In 2015, a visiting professor at Kings College London declared that the humble eraser (1770) was “an instrument of the devil” because it creates “a culture of shame about error.  It’s a way of lying to the world, which says, ‘I didn’t make a mistake.  I got it right the first time.’”

Neither reaction is true. Fortunately, as time passes, more people recognize that the truth is somewhere between the apocalypse and salvation and that we can influence what that “between” place is through intentional experimentation and learning.

JPMorgan started experimenting with AI over a decade ago, well before most of its competitors.  As a result, they “now have over 400 use cases in production in areas such as marketing, fraud, and risk” that are producing quantifiable financial value for the company. 

It’s not just JPMorgan.  Organizations as varied as John Deere, BMW, Amazon, the US Department of Energy, Vanguard, and Johns Hopkins Hospital have been experimenting with AI for years, trying to understand if and how it could improve their operations and enable them to serve customers better.  Some experiments worked.  Some didn’t.  But every company brave enough to try learned something and, as a result, got smarter and more confident about “the full effect or the precise rate at which AI will change our business.”

You have free will.  Use it to learn.

Cynics believe that time is a flat circle.  Leaders believe it is an ever-ascending spiral, one in which we can learn, evolve, and influence what’s next.  They also have the courage to act on (and invest in) that belief.

What do you believe?  More importantly, what are you doing about it?

Image credit: Pixabay

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

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

  1. Five Lessons from the Apple Car’s Demise — by Robyn Bolton
  2. Six Causes of Employee Burnout — by David Burkus
  3. Learning About Innovation – From a Skateboard? — by John Bessant
  4. Fighting for Innovation in the Trenches — by Geoffrey A. Moore
  5. A Case Study on High Performance Teams — by Stefan Lindegaard
  6. Growth Comes From What You Don’t Have — by Mike Shipulski
  7. Innovation Friction Risks and Pitfalls — by Howard Tiersky
  8. Difference Between Customer Experience Perception and Reality — by Shep Hyken
  9. How Tribalism Can Kill Innovation — by Greg Satell
  10. Preparing the Next Generation for a Post-Digital Age — by Greg Satell

BONUS – Here are five more strong articles published in April 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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Four Principles of Successful Digital Transformation

Four Principles of Successful Digital Transformation

GUEST POST from Greg Satell

When Steve Jobs and Apple launched the Macintosh with great fanfare in 1984, it was to be only one step in a long journey that began with Douglas Engelbart’s Mother of All Demos and the development of the Alto at Xerox PARC more than a decade before. The Macintosh was, in many ways, the culmination of everything that came before.

Yet it was far from the end of the road. In fact, it wouldn’t be until the late 90s, after the rise of the Internet, that computers began to have a measurable effect on economic productivity. Until then, personal computers were mainly an expensive device to automate secretarial work and for kids to play video games.

The truth is that innovation is never a single event, but a process of discovery, engineering and transformation. Yet what few realize is that it is the last part, transformation, that is often the hardest and the longest. In fact, it usually takes about 30 years to go from an initial discovery to a major impact on the world. Here’s what you can do to move things along.

1. Identify A Keystone Change

About a decade before the Macintosh, Xerox invented the Alto, which had many of the features that the Macintosh later became famous for, such as a graphical user interface, a mouse and a bitmapped screen. Yet while the Macintosh became legendary, the Alto never really got off the ground and is now remembered, if at all, as little more than a footnote.

The difference in outcomes had much less to do with technology than it had to do with vision. While Xerox had grand plans to create the “office of the future,” Steve Jobs and Apple merely wanted to create a cool gadget for middle class kids and enthusiasts. Sure, they were only using it to write term papers and play video games, but they were still buying.

In my book, Cascades, I call this a “keystone change,” based on something my friend Talia Milgrom-Elcott told me about ecosystems. Apparently, every ecosystem has one or two keystone species that it needs to thrive. Innovation works the same way, you first need to identify a keystone change before a transformation can begin.

One common mistake is to immediately seek out the largest addressable market for a new product or service. That’s a good idea for an established technology or product category, but when you have something that’s truly new and different, it’s much better to find a hair on fire use case, a problem that’s someone needs solved so badly that they are willing to put up with early glitches and other shortcomings.

2. Indoctrinate Values, Beliefs And Skills

A technology is more than just a collection of transistors and code or even a set of procedures, but needs specific values and skills to make it successful. For example, to shift your business to the cloud, you need to give up control of your infrastructure, which requires a completely new mindset. That’s why so many digital transformations fail. You can’t create a technology shift without a mind shift as well.

For example, when the Institute for Healthcare Improvement began its quest to save 100,000 lives through evidence-based quality practices, it spent significant time preparing the ground beforehand, so that people understood the ethos of the movement. It also created “change kits” and made sure the new procedures were easy to implement to maximize adoption.

In a similar vein, Facebook requires that all new engineers, regardless of experience or expertise, go through its engineering bootcamp. “Beyond the typical training program, at our Bootcamp new engineers see first-hand, and are able to infer, our unique system of values,” Eddie Ruvinsky, an Engineering Director at the company, told me.

“We don’t do this so much through training manuals and PowerPoint decks,” he continued,”but through allowing them to solve real problems working with real people who are going to be their colleagues. We’re not trying to shovel our existing culture at them, but preparing them to shape our culture for the future.”

Before you can change actions, you must first transform values, beliefs and skills.

3. Break Through Higher Thresholds Of Resistance

Growing up in Iowa in the 1930s, Everett Rogers, noticed something strange in his father’s behavior. Although his father loved electrical gadgets, he was hesitant to adopt hybrid seed corn, even though it had higher yields. In fact, his father only made the switch after he saw his neighbor’s hybrid seen crop thrive during a drought in 1936.

This became the basis for Rogers’ now-familiar diffusion of innovations theory, in which an idea first gets popular with a group of early adopters and then only later spreads to other people. Later, Geoffrey Moore explained that most innovations fail because they never cross the chasm from the early adopters to the mainstream.

Both theories have become popular, but are often misunderstood. Early adopters are not a specific personality type, but people with a low threshold of resistance to a particular idea or technology. Remember that Rogers’s father was an early adopter of electrical gadgets, but was more reticent with seed corn.

As network theory pioneer Duncan Watts explained to me, an idea propagates through “easily influenced people influencing other easily influenced people.” So it’s important to start a transformation with people who are already enthusiastic, work out the inevitable kinks and then move on to people slightly more reticent, once you’ve proved success in that earlier group.

4. Focus On The Network, Not The Nodes

Perhaps the biggest mistake that organizations commit when trying to implement a new technology is to try to push everything from above, either through carrots, like financial incentives, or sticks, like disciplinary action for noncompliance. That may give senior management the satisfaction of “taking action,” but can often backfire.

People are much more willing to adopt something new if they feel like its their idea. The Institute for Healthcare Improvement, for example, designated selected institutions to act as “nodes” to help spread its movement. These weren’t watchdogs, but peers that were early adopters who could help their colleagues adopt the new procedures effectively.

In a similar vein, IBM has already taken significant steps to drive adoption of Quantum computing, a technology that won’t be commercially available for years. First it created the Q Experience, an early version of its technology available through the cloud for anyone to use. It has also set up its Q Network of early adopter companies who are working with IBM to develop practical applications for quantum computing.

To date, tens of thousands have already run hundreds of thousands of experiments on Q Experience and about a dozen companies have joined the Q Network. So while there is still significant discovery and engineering to be done, the transformation is already well underway. It always pays to start early.

The truth is that transformation is always about the network, not the nodes. That’s why you need to identify a keystone change, indoctrinate the values and skills that will help you break through higher thresholds of resistance and continuously connect with a diverse set of stakeholders to drive change forward.

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

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Irrelevant Innovation

Irrelevant Innovation

GUEST POST from John Bessant

Why change is not always a good thing….

Forget about the ice truckers who haul their precious cargoes across frozen lakes and tundra in the Arctic Circle. Or those heroes who service remote islands in the Pacific or who fly into inaccessible airstrips in the rainforests. They are doing a tough job, undoubtedly — but we should accept that perhaps the hardest haulage challenge in the world has to be that of getting a seven-year-old back to school after the spring break. Motivating muscles to power little legs school-ward (even if the journey is downhill) and placing a smile of anticipation on her face at the prospect of six hours experiencing the joys of learning is not an easy task.

So in one of my many desperate attempts to put a spring back in her step (if not the broader British climate) was to suggest we invent some crazy new things as we trudged our way. Come up with some ideas for wild inventions, the less practical and the more outlandish, the better.

The exercise worked in terms of smoothing the school journey and distracting a daughter. But it also got me thinking — we spend so much of our time thinking about important innovation but maybe we should spare a thought for what might be called ‘irrelevant innovation’? And explore round the edges of this phenomenon — is it all wacky stuff or are there circumstances where it has more to offer? Is it a matter of framing, are we missing an innovation trick or two by dismissing such ideas too early?

Innovation Typology

So here’s a suggested outline typology, a first shot at mapping the territory — feel free to add your own examples and categories….

1. WTF?!!!

These are the ideas that leap out at you from the screen or jump up from the page with a fistful of questions. Like what were they thinking of, who dreamed this up (and what were they on when they did so), who on earth would want this or maybe just a pure, simple and very large why? For example patenting the cheese flavoured cigarette? Or the musical flame-thrower? Sometimes a closer look might reveal the originator’s tongue firmly wedged in their cheek, these are elaborate jokes and nudges to remind us not to take innovation life too seriously. But all too often they have the stamp of sincerity about them — someone really believes that what the world needs now is their invention. Like, for example, the urban window baby cage, in which (for high rise apartment dwellers) your child can get plenty of fresh air by being suspended outside the window, hundreds of feet off the ground…..

These are easy to spot and throw into the rubbish bin — but maybe we shouldn’t be too quick to apply our BS filters and dismiss them. After all history reminds us that sometimes we need visionaries, those who can see into the future and bring back wild ideas which become part of that future. Apple’s famous ad campaign around ‘Think different’ had Richard Dreyfus turning our collective heads towards ‘the crazy ones….the misfits, the rebels, the troublemakers — the round pegs in the square holes. The ones who see things differently…..” Which echoes the great playwright George Bernard Shaw’s observation that ‘ all progress depends on unreasonable men…’. Trouble is that the line between crazy and visionary is often vanishingly thin.

Think about Nikoloai Tesla who did a lot more than lend his name to a car brand; without his insights we wouldn’t have much of the electricity generation technology we rely on today, not to mention valuable innovations around radio, lighting, transportation, etc. But we didn’t get earthquake generating machines, thought cameras, supersonic airships, ‘death-beams’ or artificial tidal waves — which may be a good thing. Melissa Schilling in her excellent book of the same name classes people like Tesla as ‘quirky’ and that word captures their character traits well. It’s also worth noting that we tend to label ordinary folk who come up with oddball stuff as variations on crazy — but if the ideas originate from billionaires who’ve built their fortune on innovation we use the more forgiving ‘eccentric’ descriptor….

2. Bouncing back off the wall.

You can almost see the creative moment, late night, fuelled by questionable alcohol or other stimulants, that point where the conversation explodes around a key wild thought. Like ‘let’s convince people that what they really need is a …pet rock!’. Innovations of this kind start life as a crazy idea but somehow along the way they acquire a momentum of their own. A community of users — or perhaps co-conspirators — emerges which brings the thing to life and creates its own use case. Gary Dahl’s madcap thought about pet rocks led to him selling over 10,000 of them every day; at the height of the craze several tons of nearly 2 million of them were being adopted. (You can still buy them today if you’re wanting a low maintenance companion). Or how about changing your eating habits and improving your digestion by using a ‘slow fork’ next time you sit down to a meal? Or pick up a ‘no-phone’, looks like the real thing but actually has zero functionality inside? Or the ‘selfie toaster which produces toast with your image on it?

3. Following the Yellow Brick Road — sometimes innovations build on well-established trajectories but lead us to unexpected and irrelevant places. Packaging offers plenty of examples — it’s become a huge industry and of central importance in food retailing and distribution, to help preserve integrity, freshness and safety. But take a closer look at the contents of your supermarket trolley (or your home delivery order). Do we really need our bananas shrink wrapped and encased in plastic trays? Or whole nuts inside plastic cartons? It took Nature several million years to evolve some useful natural protection — do we really need to update it? Do we need a personal pocket water spray when we could splash ourselves at the sink? Or leaf blowers that serve to create miniature sandstorms?

4. On second thoughts…..

Confession time — in my research on ‘wacky inventions’ I came across several Japanese sites which feature oddball innovations including a miniature umbrella which you could wear as a hat. Who would ever really want something like that and why? Some rapid reframing was in order when my wife not only bought one enthusiastically but then proceeded to deploy it in the garden, demonstrating its considerable advantages over hats (which fall off) or hooded jackets (which lock your arms up like a straitjacket and obscure your vision). This device keeps her dry enough for enough the most delicate gardening tasks — and made me rapidly revise my estimate of it!

Innovations like these might appear unnecessary but sometimes there’s more to them — beauty (or at least value) really is in the eye of the beholder and maybe we need to practise a little reframing? Maybe the ‘floor cleaning onesie’ (a baby outfit which polishes your floors while your offspring are crawling around) isn’t such a bad idea after all?

5. String and sealing wax creations.

Necessity or sometimes frustration is a very fecund mother of invention and this plays out big-time in the world of user innovation. As extensive research has shown users are responsible for a significant amount of product and process innovation. Studies suggest over 20% of new products and an even higher proportion of process innovations originate in the hands of users — because they are actively seeking a solution to a problem which bothers them. Couple this with a tolerance for imperfection — they will experiment with prototypes which work even if they look a bit odd and lack design elegance. So many of those early hacks and minimum viable workarounds might look crazy but could be the start of something which becomes a mainstream innovation. Think of where many new sports (like skateboarding) originate or where childcare innovations (like collapsible buggies or disposable diapers) began and the oddball user is often clearly in view……

6. Seemed like a good idea at the time…

Sometimes (back to trajectories) we can extrapolate trends to create apparently interesting opportunities and then go on to innovate something irrelevant. The wonderful Museum of Failure in Sweden (and online) has plenty of examples including a sizeable number from big companies. Anticipating the time poor commuters across big cities like New York and recognising the nutritional challenges in a diet consisting of snatched snacks the food giant Gerber came up with a line of quality adult foods which could be consumed quickly from a jar. Sort of spooning up adult baby food in grown up flavours like ‘Mediterranean vegetables’ …… Perhaps not surprisingly it didn’t take off.

And despite having proved his innovation skills in the field of home computers where his ZX80 range opened up the mass market for the product in Europe Clive Sinclair’s venture into electromobility — the C5 — became a byword for how not to do innovation. At some point some kind of ‘reality distortion field’ seems to come into play for the innovators — an experience well documented in the excellent history of the Segway personal transportation revolution that never quite happened….

Clive Sinclair C5 Wikipedia

7. Wrong place, wrong time

Timing in innovation as much as in stand-up comedy, is everything. And sometimes the great idea on which many people have worked arrives perfectly formed and well-thought out but at totally the wrong moment. Take the Bristol Brabazon — originally conceived as a breakthrough aeroplane design to exploit the anticipated huge market growth in long-haul international air travel in the post-war period. Based on a design for a giant long-range bomber, which was approved by the Ministry of Aviation for development in 1943 it took shape in consultation with the UK national airline, BOAC. Like many projects it took on a life of its own; the budget rapidly escalated, with the construction of new facilities to accommodate such a large plane and, at one stage, the demolition of an entire village in order to extend the runway at Filton, near Bristol. Many unnecessary features were included — for example, the mock-up contained ‘a most magnificent ladies’ powder room with wooden aluminium-painted mirrors and even receptacles for the various lotions and powders used by the modern young lady’. The prototype took six-and-a half years to build and involved major technical crises with wings and engine design but eventually it flew, and very well. The only problem was that the character of the postwar aircraft market was very different from that envisaged by the technologists and in 1952, after flying less than 1000 miles, the project was abandoned at considerable cost to the taxpayer.

8. Coming too early to the party

Sometimes it’s the other way around, innovations arriving ahead of, rather than behind their time and looking around in embarrassment at the handful of other early bird party guests, trying to interest them. Markets that have yet to materialise or, very often, technologies that have yet to mature. Step forward Apple and the Newton or Google’s Glasses? These are examples where the particular embodiment of the innovation didn’t quite make it and appeared unnecessary or irrelevant — but where the learning acquired through such failure has proved invaluable in terms of shaping future successful direction (s).

9. Blind spots

And of course we should spare a thought for otherwise great ideas which suffer from a lack of insight into the context in which they might find themselves. For example there are plenty of cases where a simple and apparently useful name can turn out to have unfortunate consequences when placed in a different linguistic or cultural zone. Think of French kids growing up happily drinking bottles of a fizzy drink with the unfortunate (in English-speaking contexts) name of ‘Psschitt’ or their Ghanaian counterparts who enjoy a draught of Pee Cola (not so popular with tourists).

Everett Rogers spent his lifetime researching adoption and diffusion of innovations and one of the cardinal lessons he drew out of thousands of studies was the need to think carefully about compatibility — how well does your innovation fit into the context in which you’re planning to place it?

The moral of this story? First, creativity is a powerful motivator, not least when your primary aim is getting recalcitrant children to school. We’re (fortunately) hard-wired for it and our imaginations sometimes lead us to come up with end even try crazy stuff out. (And, as the Darwin awards regularly demonstrate, there is an element of natural selection involved which helps us avoid the really bad ideas!)

But not every wild idea is worthless; one of the early lessons I learned about creativity was the importance of what Tudor Rickards called ‘stepping stones’ — oddball ideas in themselves which serve to take our minds down different pathways and may lead to somewhere useful.

And framing matters — in two directions. First we need to hammer home the compatibility lesson taught us by Everett Rogers — innovations don’t exist in a vacuum and we need to think about compatibility with the context into which we’re placing them.

But second, how far can we adapt the frame we place around an innovation, how far are we willing to stretch our own thinking and behaviour to accommodate it? Think of the science-fiction images of ideas like a smart wristwatch which wakes you, talks to you, enables communication, acts as a map and compass combined — and also tells you the time. Literally incredible, unbelievable — until we all started to buy and wear smart watches….

But perhaps we should also think of those innovations which started out as important, relevant and useful things which offered to make significant positive impact. But which — like DDT and many others — later turned out to have negative consequences. ‘Responsible innovation’ is the term used to describe an approach which involves carefully considering what innovations might do and trying to anticipate their possible unwanted side effects and making sure we have the capacity to shape (and, if necessary, reshape) them for good. In the exploding world of innovation possibilities which AI is bringing this looks like an essential rather than optional approach to take.

You can find my podcast here and my videos here

And if you’d like to learn with me take a look at my online course here

Image credits: Dall-E via Microsoft CoPilot, Wikipedia

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Bad Questions to Ask When Developing Technology

Bad Questions to Ask When Developing Technology

GUEST POST from Mike Shipulski

I know you’re trying to do something that has never been done before, but when will you be done?

I don’t know. We’ll run the next experiment then decide what to do next. If it works, we’ll do more of that. And if it doesn’t, we’ll do less of that. That’s all we know right now.

I know you’re trying to create something that is new to our industry, but how many will we sell?

I don’t know. Initial interviews with customers made it clear that this is an important customer problem. So, we’re trying to figure out if the technology can provide a viable solution. That’s all we know right now.

No one is asking for that obscure technology. Why are you wasting time working on that?

Well, the voice of the technology and the S-curve analyses suggest the technology wants to move in this direction, so we’re investing this solution space. It might work and it might not. That’s all we know right now.

Why aren’t you using best practices?

If it hasn’t been done before, there can be no best practice. We prefer to use good practice or emergent practice.

There doesn’t seem like there’s been much progress. Why aren’t you running more experiments?

We don’t know which experiments to run, so we’re taking some time to think about what to do next.

Will it work?

I don’t know.

That new technology may obsolete our most profitable product line. Shouldn’t you stop work on that?

No. If we don’t obsolete our best work, someone else will. Wouldn’t it be better if we did the obsoleting?

How many more people do you need to accelerate the technology development work?

None. Small teams are better.

Sure, it’s a cool technology, but how much will it cost?

We haven’t earned the right to think about the cost. We’re still trying to make it work.

So, what’s your solution?

We don’t know yet. We’re still trying to formulate the customer problem.

You said you’d be done two months ago. Why aren’t you done yet?

I never said we’d be done two months ago. You asked me for a completion date and I could not tell you when we’d be done. You didn’t like that answer so I suggested that you choose your favorite date and put that into your spreadsheet. We were never going to hit that date, and we didn’t.

We’ve got a tight timeline. Why are you going home at 5:00?

We’ve been working on this technology for the last two years. This is a marathon. We’re mentally exhausted. See you tomorrow.

If you don’t work harder, we’ll get someone else to do the technology development work. What do you think about that?

You are confusing activity with progress. We are doing the right analyses and the right thinking and we’re working hard. But if you’d rather have someone else lead this work, so would I.

We need a patented solution. Will your solution be patentable?

I don’t know because we don’t yet have a solution. And when we do have a solution, we still won’t know because it takes a year or three for the Patent Office to make that decision.

So, you’re telling me this might not work?

Yes. That’s what I’m telling you.

So, you don’t know when you’ll be done with the technology work, you don’t know how much the technology will cost, you don’t know if it will be patentable, or who will buy it?

That’s about right.

Image credit: Unsplash

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Six Steps to Creating a Brand Experience Personality

Six Steps to Creating a Brand Experience Personality

GUEST POST from Shep Hyken

Two weeks ago, I contributed an article that compared the different concert experiences I had with two rock legends, Bob Dylan and Ringo Starr. The title of the article summed up the point I was trying to make: Transactions versus Experiences

I want to take it a step further this week. Last week’s content was meant to get you thinking. Now, I want you to take action on the content. So, here are six ways to create an experience personality that will transform your company or brand from merely providing products and services to doing so with personality:

  1. Your Company’s Personality: I don’t care what you sell. It could be military equipment or comic books. Every company has a personality, and these personalities run the gamut from serious to whimsical. What are the adjectives that customers use to describe you? How would you like them to describe you? These are two great questions to ask as you start to explore your company’s personality.
  2. Communicate Your Company’s Personality: Once you know it, don’t keep it a secret. When you know the perception you want customers to have of your organization, empower your employees to deliver on the personality.
  3. Top-Down Personality: If you want employees on the front line to deliver on the company’s personality, it must be modeled from the top down. In other words, leaders must practice the behaviors they want their employees to practice. The personality comes from the top and makes its way through the entire organization, eventually being felt by the customers.

Shep Hyken Brand Experience Personality Cartoon

  1. Manage Every Moment: I have always been a huge fan of Jan Carlson’s Moments of Truth concept, in which every interaction a customer has with a company is an opportunity for them to form an impression. These interactions include advertising, websites, people-to-people, and more. Find ways to instill the personality into all of these interactions.
  2. Get Feedback: There is only one way to know for sure that you’re delivering on your company’s personality experience. Ask your customers.
  3. Be Consistent: The only way for your experience personality to become a reality is for the experience to be consistent and predictable. It can’t be an engaging experience this time and something other than engaging next time. When customers like the experience personality, they will want to experience more of it! Consistency counts!

As you adopt these strategies, your customers will become familiar and comfortable with the experience personality you portray. Take the time to work through these steps, get everyone on board and in alignment with the personality you want to be known for, and create the experience that gets customers to say, “I’ll be back!”

Image Credits: Pixabay, Shep Hyken

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Why Organizations Struggle with Innovation

Why Organizations Struggle with Innovation

GUEST POST from Howard Tiersky

We all know the world is changing rapidly. It’s clear that in order for organizations to remain relevant to the next generation of customers, and even in the next generation of technology, we must adapt, evolve and transform. The field is littered with once-great companies who failed to do this: Blackberry, Nokia, Kodak, Borders, Western Union, Blockbuster, Polaroid.

But accepting major change, or even in some cases small changes, isn’t easy for large companies. At Innovation Loft we’ve worked with scores of major brands on their efforts to conceive, create and launch new products, enter new markets, redefine their value propositions and distribution strategies, and address various types of transformations. We’ve seen some spectacular successes and some tragic near misses. In watching these innovation stories unfold, we’ve concluded that there are three key reasons why innovations fail.

Three Key Reasons Innovations Fail:

  1. The Wrong Idea
  2. Failure to Execute
  3. Sabotage!

It’s important to keep these three domains of risk in mind when approaching any innovation project, and a lot of our work at Innovation Loft is focused on how to manage and mitigate risks in each of these three categories. Let’s look at these one at a time:

1. The Wrong Idea

Change is not always good. New is not always popular. How can you tell the right ideas from the wrong ones? Here are a few practices that can make a big difference.

Focus on Customer Needs

It may seem like Apple has made its success on delivering customers new capabilities they “didn’t know they needed.” And that may be true in the sense that if you had asked customers, they might not have articulated a desire for an iPod or an iPad. However, if you focused on observing consumers in their day-to-day interactions back then, the challenge of dealing with dozens or more CDs, and the decision about which ones to bring clearly created a “pain point.” Fast forward a few years. People trying to curl up with their laptop in bed to watch a movie was clearly awkward, and watching a movie on a small iPhone was also sub-optimal. Apple identified gaps they could fill. Many unsuccessful ideas lack a clear customer value proposition and are based on the assumptions of a benefit consumers will eventually realize.

Test and Iterate

Think of product development as a spiral. Test the simplest, lowest-cost version of your product (even if it’s a paper mockup) to get early feedback from users. Continue that process each step of the way, through launch and beyond, to really understand how consumers are using your product and where it may need improvement.

Pivot

Ultimately, don’t fall in love with your idea. Focus on the value you can create for your customers. Even with the first two points in this list, you can still find yourself launching the wrong idea. That’s the risk of innovation. In a large corporate environment, it’s important to set the expectation up front that there will be flexibility on redefining the product, even substantially, as the project goes on. While this approach may not be consistent with typical enterprise “capital budgeting” processes, it’s critical to the success of innovative projects.

2. Failure to Execute

Even if you have the right idea, you can fail to execute. Effective execution is measured by quality, speed, and communication.

Quality: Does the product fulfill the vision? An initial version of a product may not be as feature-rich as future releases (the original iPhone did not allow copy and paste, let alone the downloading of apps!) The key test is not comprehensive features but doing a few things very well.

Speed: In a world of innovation, we are always in competition. At the initial launch of Android, it was clearly behind the curve compared to iOS. Over time, Android was able to catch up and eventually exceed iOS sales. The two remain locked in an arms race for higher standards and better capabilities, and the timing of improvements clearly has a substantial impact. Nevertheless, Android’s story demonstrates that even with a late start, one can catch up. Kyocera and Nokia were in the market with smartphones several years before Apple.

Communication: Peter Drucker said, “Business has just two functions: innovation and marketing.” The two must go hand-in-hand. Apple’s genius has been the marriage of a great product with great communication.

3. Sabotage

Companies are designed to resist change. Classic business books define how organizations must specify roles and clear processes for how to operate. But this resistance to change is misplaced when it comes to innovation. We’ve seen many great projects killed in infancy, or even after launch and initial success, due to areas of an organization whose interests would be threatened by the success of that transformation.

If a new product or project is truly going to be transformational for your company, expect it to have enemies. These enemies’ very survival (or their perception of it) may be at stake. Many innovative products that were on the path to “saving the company” are killed through internal sabotage. As soon as there is any misstep in an innovation initiative — as there always is — forces are ready to pounce and convince the powers-that-be that it’s time to “put it out of its misery.” Can you imagine Apple killing the iPhone over Antennaegate or the Apple Maps debacle?

How can you avoid sabotage? One tactic is trying to gain as much organizational alignment as possible during each step of the innovation process. Don’t assume that because a solution seems “obvious” to your team that others will automatically support it. Involving key executives, in addition to as many parts of the organization as possible, will garner more support. Give team members the chance to participate and feel ownership of the initiative. In the words of Harry Truman:

“It’s amazing what you can accomplish if you don’t care who gets the credit.”

So how do you figure out the right answer, get everyone on the same page, and focus on a common innovation goal? At FROM, we use a specific model to approach the process of identifying the most relevant opportunity areas for innovation, and to build group consensus around the best approach. You’ll have to adapt it to your situation, but the model should provide a good starting framework.

This article originally appeared on the Howard Tiersky blog
Image Credits: Unsplash

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