Ignoring Your Customers is the Key to Happiness

Ignoring Your Customers is the Key to Happiness

GUEST POST from Robyn Bolton

“Now I know why our researchers are so sad.”

Teaching at The Massachusetts College of Art and Design (MassArt) offers a unique perspective. By day, I engage with seasoned business professionals. By night, I interact with budding designers and artists, each group bringing vastly different experiences to the table.

Customer-centricity is the hill I will die on…
In my Product Innovation Lab course, students learn the innovation process and work in small teams to apply those lessons to the products they create.

We spend the first quarter of the course to problem-finding. It’s excruciating for everyone. Like their counterparts in business and engineering, they’re bursting with ideas, and they hate being slowed down. Despite data proving that poor product-market fit a leading cause of start-up failure and that 54% of innovations launched by big companies fail to reach $1M in sales (a paltry number given the scale of surveyed companies), they’re convinced their ideas are flawless.

We spend two weeks exploring Jobs to be Done and practicing interviewing techniques. But their first conversations sound more like interrogations than anything we did in class.

They return from their interviews and share what they learned. After each insight, I ask, “Why is that?” or “Why is that important?

Amazingly, they have answers.

While their first conversations were interrogations, once the nervousness fades, they remember their training, engage in conversations, and discover surprising and wonderful answers.

Yet the still prioritize the answers to “What” over answers to “Why?”

…Because it’s the hill that will kill me.
Every year, this cycle repeats. This year, I finally asked why, after weeks of learning that the answers to What questions are almost always wrong and Why questions are the only path to the right answers (and differentiated solutions with a sustainable competitive advantage), why do they still prioritize the What answers?

The answer was a dagger to my heart.

“That’s what the boss wants to know,” a student explained. “Bosses just want to know what we need to build so they can tell engineering what to make. They don’t care why we should make it or whether it’s different. In fact, it’s better if it’s not different.”

I tried to stay professional, but there was definitely a sarcastic tone when I asked how that was working.

“We haven’t launched anything in 18 months because no one likes what we build. We spend months on prototypes, show them to users, and they hate it. Then, when we ask the researchers to do more research because their last insights were wrong, they get all cra….OOOOHHHHHHHH…..”

(insert clouds parting, beams of sunlight shining down, and a choir of angels here)

“That’s why the researchers are so sad all the time! They always try to tell us the “Whys” behind the “Whats” but no one wants to hear it. We just want to know what to build to get to work. But we could create something people love if we understood why today’s things don’t work!”

Honestly, I didn’t know whether to drop the mic in triumph or flip the table in rage.

Ignorance may be bliss but obsolescence is not
It’s easy to ignore customers.

To send them surveys with pre-approved answers choices that can be quickly analyzed and neatly presented to management. To build exactly what customers tell you to build, even though you’re the expert on what’s possible and they only know what’s needed.

It’s easy to point to the surveys and prototypes and claim you are customer-centric. If only the customers would cooperate.

It’s much harder to listen to customers. To ask questions, listen to answers you don’t want to hear, and repeat those answers to more powerful people who want to hear them even less. To have the courage to share rough prototypes and to take the time to be curious when customers call them ugly.

So, if you want to be happy, keep pretending to care about your customers.

Pretty soon, you won’t have any left to bother you.

Image credit: Pexels

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Uber Economy is Killing Innovation, Prosperity and Entrepreneurship

Uber Economy is Killing Innovation, Prosperity and Entrepreneurship

GUEST POST from Greg Satell

Today, it seems that almost everyone wants to be the “Uber” of something, and why not? With very little capital investment, the company has completely disrupted the taxicab industry and attained a market value of over $100 billion. In an earlier era, it would have taken decades to have created that kind of impact on a global scale.

Still, we’re not exactly talking about Henry Ford and his Model T here. Or even the Boeing 707 or the IBM 360. Like Uber, those innovations quickly grew to dominance, but also unleashed incredible productivity. Uber, on the other hand, gushed red ink for more than a decade despite $25 billion invested. In 2021 it lost more than $6 billion, the company made progress in 2022 but still lost money, and it was only in 2023 that they finally made a profit.

The truth is that we have a major problem and, while Uber didn’t cause it, the company is emblematic of it. Put simply, a market economy runs on innovation. It is only through consistent gains in productivity that we can create real prosperity. The data and evidence strongly suggests that we have failed to do that for the past 50 years. We need to do better.

The Productivity Paradox Writ Large

The 20th century was, for the most part, an era of unprecedented prosperity. The emergence of electricity and internal combustion kicked off a 50-year productivity boom between 1920 and 1970. Yet after that, gains in productivity mysteriously disappeared even as business investment in computing technology increased, causing economist Robert Solow to observe that “You can see the computer age everywhere but in the productivity statistics.”

When the internet emerged in the mid-90’s things improved and everybody assumed that the mystery of the productivity paradox had been resolved. However, after 2004 productivity growth disappeared once again. Today, despite the hype surrounding things such as Web 2.0, the mobile Internet and, most recently, artificial intelligence, productivity continues to slump.

Take a closer look at Uber and you can begin to see why. Compare the $25 billion invested in the ride-sharing company with the $5 billion (worth about $45 billion today) IBM invested to build its System 360 in the early 1960s. The System 360 was considered revolutionary, changed computing forever and dominated the industry for decades.

Uber, on the other hand, launched with no hardware or software that was particularly new or revolutionary. In fact, the company used fairly ordinary technology to dis-intermediate relatively low-paid taxi dispatchers. The money invested was largely used to fend off would-be competitors through promoting the service and discounting rides.

Maybe the “productivity paradox” isn’t so mysterious after all.

Two Paths To Profitability

Anybody who’s ever taken an Economics 101 course knows that, under conditions of perfect competition, the forces of supply and demand are supposed to drive markets toward equilibrium. It is at this magical point that prices are high enough to attract supply sufficient to satisfy demand, but not any higher.

Unfortunately for anyone running a business, that equilibrium point is the same point at which economic profit disappears. So to make a profit over the long-term, managers need to alter market dynamics either through limiting competition, often through strategies such as rent seeking and regulatory capture, or by creating new markets through innovation.

As should be clear by now, the digital revolution has been relatively ineffective at creating meaningful innovation. Economists Daron Acemoglu and Pascual Restrepo refer to technologies like Uber, as well as things like automated customer service, as “so-so technologies,” because they displace workers without significantly increasing productivity.

Joseph Schumpeter pointed out long ago, market economies need innovation to fuel prosperity. Without meaningful innovation, managers are left with only strategies that limit innovation, undermine markets and impoverish society, which is what largely seems to have happened over the past few decades.

The Silicon Valley Doomsday Machine

The arrogance of Silicon Valley entrepreneurs seems so outrageous—and so childishly naive— that it is scarcely hard to believe. How could an industry that has produced so little in terms of productivity seem so sure that they’ve been “changing the world” for the better. And how have they made so much money?

The answer lies in something called increasing returns. As it turns out, under certain conditions, namely high up-front investment, negligible marginal costs, network effects and “winner-take-all markets,” the normal laws of economics can be somewhat suspended. In these conditions, it makes sense to pump as much money as possible into an early Amazon, Google or Facebook.

However this seemingly happy story has a few important downsides. First, to a large extent these technologies do not create new markets as much as they disrupt or displace old ones, which is one reason why productivity gains are so meager. Second, the conditions apply to a small set of products, namely software and consumer gadgets, which makes the Silicon Valley model a bad fit for many groundbreaking technologies.

Still, if the perception is that you can make a business viable by pumping a lot of cash into it, you can actually crowd-out a lot of good businesses with bad, albeit well-funded ones. In fact, there is increasing evidence that is exactly what is happening. Rather than an engine of prosperity, Silicon Valley is increasingly looking like a doomsday machine.

Returning To An Innovation Economy

Clearly, we cannot continue “Ubering” ourselves to death. We must return to an economy fueled by innovation, rather than disruption, which produces the kind of prosperity that lifts all boats, rather than outsized profits for a meager few. It is clearly in our power to do that, but we must begin to make better choices.

First, we need to recognize that innovation is something that people do, but instead of investing in human capital, we are actively undermining it. In the US, food insecurity has become an epidemic on college campuses. To make matters worse, the cost of college has created a student debt crisis, essentially condemning our best and brightest to decades of indentured servitude. To add insult to injury, healthcare costs continue to soar. Should we be at all surprised that entrepreneurship is in decline?

Second, we need to rebuild scientific capital. As Vannevar Bush once put it, “There must be a stream of new scientific knowledge to turn the wheels of private and public enterprise.” To take just one example, it is estimated that the $3.8 billion invested in the Human Genome Project generated nearly $800 billion of economic activity as of 2011. Clearly, we need to renew our commitment to basic research.

Finally, we need to rededicate ourselves to free and fair markets. In the United States, by almost every metric imaginable, whether it is industry concentration, occupational licensing, higher prices, lower wages or whatever else you want to look at capitalism has been weakened by poor regulation and oversight. Not surprisingly, innovation has suffered.

Perhaps most importantly, we need to shift our focus from disrupting markets to creating them, from “The Hacker Way”, to tackling grand challenges and from a reductionist approach to an economy based on dignity and well being. Make no mistake: The “Uber Economy” is not the solution, it’s the problem.

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

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The Duality of High-Performing Teams

The Duality of High-Performing Teams

GUEST POST from David Burkus

High-performing teams are often perceived as having extraordinary talents and capabilities, but they are not that different from regular teams—at least in terms of composition. Research indicates that high-performing teams are not just about having exceptionally talented individuals. Instead, they excel in understanding how to collaborate effectively and harness the diverse talents within the team.

In other words, talent doesn’t make the team. The team makes the talent.

The foundational quality that turns everyday people into members of a high-performing team is common understanding, sometimes called shared understanding or collective intelligence. Common understanding encompasses a shared grasp of the team’s collective expertise, assigned tasks, personality differences, work preferences, strengths, and weaknesses. This understanding can be broken down into two crucial aspects for leaders: clarity and empathy.

In this article, we’ll outline the importance of common understanding and provide practical ways to build clarity and empathy on any team.

1. Clarity

Clarity within a team is about ensuring that every member comprehends their roles and responsibilities, tasks, and deadlines. When team members have a clear understanding of what is expected of them and their teammates, they are more engaged, more productive, and even more collaborative. Clarity also allows individuals to operate within their sweet spot of capabilities, avoiding boredom or feeling overwhelmed.

One activity that can establish and maintain clarity on a team is the regular huddle. A huddle is a short, sync-up session where team members answer questions like, “What did I just complete? What am I focused on next? What’s blocking my progress?” These questions help everyone stay aligned, distribute tasks, set deadlines, and offer support when needed. Huddles promote transparency and keep everyone accountable, making it easier to identify issues and slackers without micromanaging.

2. Empathy

Empathy within a team means understanding the perspectives, strengths, weaknesses, work preferences, and factors that influence each team member’s behavior. This deeper understanding leads to reduced conflicts and enhanced collaboration. Team members who empathize with one another can tailor their communication and actions to suit the needs and preferences of their colleagues.

A powerful tool for building empathy in a team is creating “Manuals of Me.” In this activity, each team member provides insights into themselves by answering four fill-in-the-blank questions: “I’m at my best when_____. I’m at my worst when_____. You can count on me to_____. What I need from you is_____.” These manuals shed light on individual characteristics, strengths, and preferences, helping team members understand each other better.

The Manuals of Me exercise is an invaluable tool for addressing conflicts and on-boarding new team members. By sharing these manuals with the entire team and discussing how they can adapt their behavior based on the information, a team can build empathy and trust.

Building common understanding through clarity and empathy is the foundation of high-performing teams. It fosters a sense of unity and shared purpose, helping team members leverage each other’s unique skills and talents to achieve common goals. By fostering clarity and empathy in your team, you can build a strong common understanding that drives collaboration, reduces conflict, and helps everyone do their best work ever.

Image credit: Pixabay

Originally published on DavidBurkus.com on October 16, 2023

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Nominations Closed – Top 40 Innovation Bloggers of 2024

Nominations Open for the Top 40 Innovation Bloggers of 2024Human-Centered Change and Innovation loves making innovation insights accessible for the greater good, because we truly believe that the better our organizations get at delivering value to their stakeholders the less waste of natural resources and human resources there will be.

As a result, we are eternally grateful to all of you out there who take the time to create and share great innovation articles, presentations, white papers, and videos with Braden Kelley and the Human-Centered Change and Innovation team. As a small thank you to those of you who follow along, we like to make a list of the Top 40 Innovation Bloggers available each year!

Our lists from the ten previous years have been tremendously popular, including:

Top 40 Innovation Bloggers of 2015
Top 40 Innovation Bloggers of 2016
Top 40 Innovation Bloggers of 2017
Top 40 Innovation Bloggers of 2018
Top 40 Innovation Bloggers of 2019
Top 40 Innovation Bloggers of 2020
Top 40 Innovation Bloggers of 2021
Top 40 Innovation Bloggers of 2022
Top 40 Innovation Bloggers of 2023

Do you just have someone that you like to read that writes about innovation, or some of the important adjacencies – trends, consumer psychology, change, leadership, strategy, behavioral economics, collaboration, or design thinking?

Human-Centered Change and Innovation is now looking for the Top 40 Innovation Bloggers of 2024.

The deadline for submitting nominations is December 24, 2024 at midnight GMT.

You can submit a nomination either of these two ways:

  1. Sending us the name of the blogger and the url of their blog by @reply on twitter to @innovate
  2. Sending the name of the blogger and the url of their blog and your e-mail address using our contact form

(Note: HUGE bonus points for being a contributing author)

So, think about who you like to read and let us know by midnight GMT on December 24, 2024.

We will then compile a voting list of all the nominations, and publish it on December 25, 2024.

Voting will then be open from December 25, 2024 – January 1, 2025 via comments and twitter @replies to @innovate.

The ranking will be done by me with influence from votes and nominations. The quality and quantity of contributions by an author to this web site will be a contributing factor.

Contact me with writing samples if you’d like to publish your articles on our platform!

The official Top 40 Innovation Bloggers of 2024 will then be announced on here in early January 2025.

We’re curious to see who you think is worth reading!

SPECIAL BONUS: From now until December 31, 2024 you can save 30% OFF on my latest best-selling book Charting Change on either the eBook (immediate download) or the hardcover (free shipping worldwide) when using code HOL30.

Support this blog by getting your copy of Charting Change

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Innovation or Not – AI Birdwatching

Innovation or Not - AI Birdwatching

GUEST POST from Art Inteligencia

Welcome to another installment of the “Innovation or Not” series, where we dissect intriguing products and services to determine whether they truly represent ingenuity, or if they’re just another notch on the belt of incremental progress. Today, we’re venturing into the realm of birdwatching — a niche hobby that surprisingly intersects with cutting-edge artificial intelligence and automated insights into our avian neighbors.

Introducing FeatherSnap

The product up for review is the FeatherSnap bird feeder camera. At its core, FeatherSnap is a bird feeder equipped with a camera that not only captures images of our feathery friends but also uses AI to identify species and offer insights to the user. The idea itself blends the tranquility of birdwatching with the technological advancements of AI and machine learning. It also has a smart design to integrate the food storage into the structure itself to save space, and has solar panels to power the onboard technology. But the question remains: is this a pleasant convenience or a groundbreaking innovation?

The Tech Behind FeatherSnap

FeatherSnap integrates a high-quality camera with AI capabilities to recognize and catalog bird species visiting your garden or backyard. It allows the user to receive real-time alerts on their smartphone, providing information about the birds that stop by for a snack. This records data such as the species, time of day, and frequency of visits, creating a rich, personalized avian database over time.

“AI birdwatching may be niche, but it bridges a gap between nature enthusiasts and technology, making the act of observation more engaging and informed.”

Innovation Analysis

When assessing FeatherSnap through the lens of innovation, we explore several key criteria:

  • Originality: AI-augmented birdwatching is a fresh take on a traditional hobby, significantly enhancing the user experience.
  • Technology Application: The application of AI in identifying bird species represents an advancement in both hobbyist technology and AI’s practical capabilities.
  • Value Creation: FeatherSnap adds substantial value to the birdwatching experience by providing educational insights and personalized interaction with nature.
  • Market Impact: While its potential market may seem limited to bird enthusiasts, the push towards automated, intelligent environmental engagement could have broader applications.

Final Verdict: Innovation or Not?

So, is FeatherSnap an innovation or not? Taking all factors into consideration, I would argue that FeatherSnap qualifies as an innovation. Despite its niche market, it presents a clever integration of AI with everyday life that could inspire further applications across different domains. The product encourages a deeper interaction with nature and presents a template for utilizing technology to enrich leisure activities.

In the broader context of our tech-driven world, FeatherSnap’s introduction to the market both exemplifies ingenuity in leisure tech and challenges developers to think creatively about AI’s scope and potential in nature-based contexts.

As we reflect on this product, it reminds us that innovation isn’t always about life-changing inventions but also about elevating the simple joys of life with smart adaptations.

I encourage you to share your thoughts and opinions on FeatherSnap and whether you consider it groundbreaking or just another incremental product in the tech landscape. Until next time, keep questioning and exploring the ever-changing facets of innovation around you.

Image credit: FeatherSnap

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Make the Planet and Your Bottom Line Smile

Make the Planet and Your Bottom Line Smile

GUEST POST from Mike Shipulski

What if the most profitable thing you could do was work that reduced the rise in the earth’s temperature? What if it was most profitable to reduce CO2 emissions, improve water quality or generate renewable energy? Or what if it was most profitable to do work that indirectly made the planet smile?

What if while your competitors greenwashed their products and you radically reduced the environmental impacts of yours? And what if the market would pay more for your greener product? And what if your competitors saw this and disregarded the early warning signs of their demise? This is what I call a compete-with-no-one condition. This is where your competitors eat each other’s ankles in a race to the bottom while you raise prices and sell more on a different line of goodness – environmental goodness. This is where you compete against no one because you’re the only one with products that make the planet smile.

The problem with an environmentally-centric, compete-with-no-one approach is you have to put yourself out there and design and commercialize new products based on this “unproven” goodness. In a world of profits through cost, quality and speed, you’ve got to choose profits through reduced CO2, improved water quality and renewable energy. Why would anyone pay more for a more environmentally responsible product when its price is higher than the ones that work well and pollute just as much as they did last year?

When the Toyota Prius hybrid first arrived on the market, it cost more than traditional cars and its performance was nothing special. Yet it sold. Yes, it had radically improved fuel economy, but the fuel savings didn’t justify the higher price, yet it sold. Competitors advertised that the Prius hybrid didn’t make financial sense, yet it sold. With the Prius hybrid, Toyota took an environmentally-centric, compete-with-no-one approach. They made little on each vehicle or even lost money, but they did it anyway. They did the most important thing. They started.

The Toyota Prius hybrid wasn’t a logical purchase, it was an emotional one. People bought them to make a statement about themselves – I drive a funny-shaped car that gets great gas mileage, I’m environmentally responsible, and I want you to know that. And as other companies scoffed, Toyota created a new category and owned the whole thing.

And, slowly, as Toyota improved the technology and reduced their costs, the price of the Prius dropped and they sold more. And then all the other manufacturers jumped into the race and tried to catch up. And while everyone else cut their teeth on high volume manufacturing a hybrid vehicle, Toyota accelerated.

Below is a chart of hybrid electric vehicles (hev) sold in the US from 2000 to 2017. Each color represents a different model and the Toyota Prius hybrid is represented by the tall blue segment of each year’s stacked bar. In 2000, Toyota sold 5,562 Prius hybrids (60% of all hevs). In 2005, they sold 107,897 Prius hybrids, 17,989 Highlander hybrids and 20,674 Lexus hybrids for a total of 209,711 hybrids (69% of all hevs). In 2007, they sold 181,221 Prius and five other hybrid models for a total of 228,593 (65% of all hevs). In 2017, sold 15 hybrid models and the nearest competitor sold four models. The reduction from 2008 to 2011 is due to reduced gas prices. (Here’s a link to the chart.)

United States Hybrid Electric Vehicle Sales

The success of the Prius vehicle set off the battery wars which set the stage for the plug-in hybrids (larger batteries) and all-electric vehicles (still larger batteries). At the start, the Prius didn’t make sense in a race-to-the-bottom way, but it made sense to people that wanted to make the planet smile. It cost more, and it sold. And that was enough for Toyota to make profits with a more environmentally friendly product. No, Prius didn’t save the planet, but it showed companies that it’s possible to make profits while making the planet smile (a bit). And it made it safe for companies to pursue the next generation of environmentally-friendly vehicles.

The only way to guarantee you won’t make more profits with environmentally responsible products is to believe you won’t. And that may be okay unless one of your companies believes it is possible.

Here’s a thought experiment. Put yourself ten years into the future. There is more CO2 in the atmosphere, the earth is warmer, sea levels are higher, water is more polluted and renewable energy is far cheaper. Are your sales higher if your product creates more CO2, or less? Are your sales higher if your product heats the earth, or cools it? Are your sales higher if your product pollutes water, or makes it cleaner? Are your sales higher because you bet against renewable energy, or because you embraced it? Are your sales higher because you made the planet frown, or smile?

Now, with your new perspective, bring yourself back to the present and do what it takes to increase sales ten years from now. Your future self, your children, their children, and the planet will thank you.

Image credits: Google Gemini

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Don’t Throw Teammates Under the Bus

Don't Throw Teammates Under the Bus

GUEST POST from Shep Hyken

I couldn’t hold back. I told an employee to stop complaining about her fellow employees in front of us, her customers. Here’s the story.

My wife and I were at a restaurant. The server seemed pleasant and professional, but as our food was delivered, we saw a different side of her. There was a mistake in the order. The side dishes we received were not the ones we chose. I didn’t think it would be a big deal. She could either take our meals back to the kitchen or let us keep our meals and bring out the side dishes we ordered. But to the server, it was a big deal.

She started to complain about how this happens “all the time.” She said, “The people in the kitchen don’t read the orders properly. They don’t know what they are doing back there.” She said a few other words that insulted her coworkers, but I stopped her and said as nicely as I could, “I’m sorry you’re frustrated with the team in the kitchen, but you really shouldn’t complain about them to us.”

Customer service is a team sport. There are others who support you and those whom you support. Sometimes, things go wrong, and they need to be fixed. Often, the person the customer is talking to isn’t at fault, but that doesn’t mean they can’t own some responsibility and represent the company and its employees in the best light.

Blame Game Cartoon from Shep Hyken

I thought about how a company can avoid an employee “throwing other employees under the bus” and came up with a number of ideas to mitigate or eliminate this from happening. Here are three of them to get you thinking:

  1. Emphasize the Team: Encourage employees to use the word “we” instead of “they.” The right vocabulary can support the idea of a team effort in taking care of customers.
  2. Teach Accountability: It may not be an employee’s fault, but it is now their opportunity to fix the problem. Think about the last time you called a company’s customer support number with a complaint and it was handled perfectly. It wasn’t the customer support agent’s fault, but they owned the problem and solved it.
  3. Recognize Employees Who Support the Company and Employees When Mistakes Are Made: Praise employees who handle mistakes properly and uphold the dignity of their coworkers in front of customers. You can use the example for both recognition and a teaching opportunity for others.

When mistakes occur in the workplace, especially in customer-facing roles, the manner in which employees manage these situations can impact a customer’s perception of the business. Everyone must remember their Awesome Responsibility, which is that at any given time, one employee interacting with a customer represents all other employees.

Image Credits: Pexels, Shep Hyken

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Six Reasons Norway is a Leader in High-Performance Teamwork

Six Reasons Norway is a Leader in High-Performance Teamwork

GUEST POST from Stefan Lindegaard

If you research why certain countries are leaders and others are laggards in high performance teamwork, you quickly see that Norway and thus the Norwegian society has several notable characteristics that contribute to the success of high-performance teams in business and organizations.

Note: Thank you to those who joined me in Oslo to discuss high-performance teams and explore my new and developing concept of High Performance Zones for Teams: Trust, Empowerment, and Collaboration.

Here are a few key factors for Norway in the context of high-performance:

  1. High Levels of Trust: Norwegian society is characterized by high trust both in institutions and among individuals. This trust extends into the workplace, where there is a strong belief in the reliability and integrity of colleagues. High trust environments can enhance collaboration and the sharing of ideas, which are crucial for high-performance teams.
  2. Flat Organizational Structures: Norwegian companies often favor flat organizational structures over hierarchical ones. This promotes open communication and a sense of equality among team members, enabling quicker decision-making and greater flexibility – important attributes for high-performance teams.
  3. Work-Life Balance: Norway places a strong emphasis on work-life balance, which helps maintain high levels of job satisfaction and motivation among employees. Well-rested and well-rounded employees are more likely to contribute positively to their teams.
  4. Focus on Consensus-Building: In Norwegian business culture, there is a tendency towards consensus-building rather than top-down decision-making. This approach ensures that various perspectives are considered and that team members are committed to the agreed-upon course of action, leading to more sustainable and effective team performance.
  5. Investment in Employee Development: There is a significant investment in training and development within Norwegian organizations. A well-trained workforce with opportunities for continuous learning and improvement can adapt and perform better in dynamic business environments.
  6. Innovation and Technological Adaptation: Norway is well-known for its adaptation of new technologies and innovation. High-performance teams often leverage cutting-edge technologies and new practices to maintain competitive advantages.

These aspects of Norwegian society and organizational culture provide a supportive environment for cultivating high-performance teams, which are essential for achieving exceptional outcomes in business and other fields.

How does your country compare on these six factors? Please share, and let’s discuss.

Image Credits: Pixabay

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Will AI Threaten Your Job?

Take This Quiz To Get Future-Ready

Will AI Threaten Your Job?

GUEST POST from Robert B. Tucker

Will artificial intelligence threaten your job? Not to alarm you, but it probably already does. The assessment below will tell you if you have the mindset and skillset that makes you future-proof.

The current “white collar” recession is at least partially attributable to productivity gains from AI. Since 2022, Silicon Valley firms have eliminated 552,000 jobs. Numerous firms from Accenture (19,000 jobs eliminated in 2024 alone) to Nike are quietly shedding jobs. Already, companies are finding they can get by with fewer workers.

In years past, blue collar jobs were threatened by recession and automation. But the future economy infused with a growing array of AI tools, is showing that white collar office jobs are vulnerable. More importantly, the organization of the future will demand different skillsets from those who work in offices. There is a shift underway.

LinkedIn researcher Aneesh Raman and Maria Flynn, president of Jobs for the Future, recently examined what they call “a huge shift in the skills our economy values most.” They parsed which skills any given job actually requires. From this, they then identified over 500 jobs likely to be affected by generative AI technologies. For example, they discovered that 96 percent of a software engineer’s current skills — mainly proficiency in programming languages — can eventually be replicated by AI. Skills associated with jobs like legal associates and finance officers will also be highly exposed.

“Technical and data skills that have been highly sought after for decades appear to be among the most exposed to advances in artificial intelligence,” note Raman and Flynn. “But other skills, particularly the people skills that we have long undervalued as soft, will very likely remain the most durable. That is a hopeful sign that AI could usher in a world of work that is anchored more, not less, around human ability.”

Yet while large organizations the world over are shedding jobs, they are desperately in need of people with what I call innovation skills (I-Skills) — the all too rare talent who can think ahead of the curve, conceptualize new products and services that grow revenue, delight customers, slash costs, motivate teams, and achieve outsized results.

Below are 14 questions that will help you determine if you’re AI vulnerable.

Print out this assessment and rate yourself on your I-Skills. If you strongly agree with the statement, give yourself a 10. If you strongly disagree, give yourself a 1 or 2. Remember to consider not only your self-perception, but also the perception of your coworkers, customers and your boss.

  1. I approach my work with an opportunity mindset and show initiative and solve problems with a “can-do” attitude.
  2. I embrace and use new technology (AI) and am often among the first in my organization to try out new tools.
  3. I volunteer to lead new initiatives. I regularly get involved in projects having to do with building the future of my organization.
  4. I align myself with the strategic goals of my organization’s senior leadership.
  5. I engage deeply with people in my company and work to improve my communication, collaboration, and innovation skills.
  6. I have a genuine passion for serving the end user (internal or external customer).
  7. I look for ways to take on the customer’s problem.
  8. I often take calculated risks.
  9. I collaborate effectively in cross-functional teams.
  10. I see through barriers and hurdles to achieving my goals.
  11. I welcome feedback and use it to grow.
  12. I am idea-oriented and constantly gather new ideas to build more creative outcomes.
  13. I work to build a network of people who I create value for and receive value from.
  14. I sell my ideas effectively and work hard at enrolling and converting others to my vision.

Here’s how to score yourself on your I-Skills.

As you completed the survey, did you consider your coworkers’ perceptions of you, or did you answer the questions based on your self-perception? Bear in mind that it’s not only about how you perceive your I-Skills. It’s about what you do and what you’re recognized for by others on your team. If you’re going to add unique value to your organization, you must take all your great ideas, skills, and abilities and turn them into concrete actions and initiatives that make a positive difference.

If you scored yourself 100 or higher, congratulations. You’ve developed quite a few of the I-Skills already. If you scored yourself in the 75 to 99 range, you’re still ahead of most of your peers, but you’ve got some skill building to do.

If you scored below 74, take heart. These are new skills for the vast majority of people, ones they haven’t had to use to be successful in the past.

Summary: AI doesn’t have to threaten your job. Not as long as you work to build up your I-Skills. The time to get started on this is right now.

This article originally appeared in Forbes
Image credit: Pexels

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How to Design Offsites That Generate Revenue

How to Design Offsites That Generate Revenue

GUEST POST from Robyn Bolton

Corporate offsites – the phrase conjures images of everything from “mandatory fun” with colleagues to long and exhausting days debating strategy with peers.  Rarely are the images something that entice people to sit up and shout, “YEA!” But what if the reality could be something YEA! worthy?

That’s exactly what the authors of the recent Harvard Business Review (HBR) article, “Why Offsites Work – and How to Get the Most Out of Them,” describe and offer a guide to accomplish.

Offsites May Be the Answer to the WFH vs. RTO Debate

Offsites aren’t new but they’ve taken on a new role and new significance as companies grapple with how to manage Work from Home (WFH) and Return To Office (RTO) policies. 

As with most things in life, the pendulum swings from one extreme to another until eventually, finally, landing in a stable and neutral midpoint.  When the pandemic hit, we swung from every day in the office to every day at home.  Then society opened back up and corporate landlords came calling for rent, whether or not people were in the offices, so we swung back to Return to Office mandates.

Offsites, the authors suggest, may be the happy medium between the two extremes because offsites:

“give people opportunities for interactions that otherwise might not happen. Offsites create unique opportunities for employees to connect in person, forming new relationships and strengthening existing ones. As a result, offsites help people learn about others’ knowledge and build interpersonal trust, which are both critical ingredients for effective collaboration.”

Offsite Connections Lead to Collaborations that Generate ROI

After analyzing eight years of data from a global firm’s offsites and 350,000 “instances of formal working relationships”  for 750 employees, the authors found that intentionally designed offsites (more on that in a moment) yield surprisingly measurable and lasting results:

  • 24% more incoming requests for collaboration amongst attendees post vs. pre-offsite (silos busted!)
  • 17% of new connections were still active two years after the offsite (lasting change!)
  • $180,000 in net new revenue from collaborations within the first two months post offsite (real results!)

The benefits event extended to non-attendees because they “seemed to get the message that collaboration is important and wanted to demonstrate their commitment to being collaborative team players” and “likely identified new collaborators after the offsite through referrals.”

How to Design Offsites That Get Results

Four key strategies emerged from the authors’ research and work with over 100 other organizations:

  1. Design for the people in the audience, not the people on stage.  Poll attendees to understand their specific needs and goals, then design collaborative activities, not management monologues.
  2. Design for the new hires, not the tenured execs.  Create opportunities for new hires to meet, connect with, and work alongside more experienced colleagues.
  3. Set and communicate clear goals and expectations.  Once the offsite is designed and before it happens, tell people what to expect (the agenda) and why to expect it (your design intentions and goals).  Also, tell them how to make the most of the offsite opportunities by thinking about the skill and network gaps they want to fill.
  4. Track activities to measure ROI.  The connections, collaborations, and commitments that start at the offsite need to continue after it in the form of ongoing communication, greater collaboration, and talent engagement.  Yes, conduct a post-event survey immediately after the event but keep measuring every 2-3 months until the next offsite.  The data will reveal how well you performed against your goals and how to do even better the next time.

Offsites can be a powerful tool to build an organization’s culture and revenue, but only if they are thoughtfully designed to go beyond swanky settings, sermons from the stage, and dust-collecting swag and build the connections and collaborations that only start when people are together, in-person, outside of the office.

Image credit: Unsplash

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