How Networks Power Transformation

How Networks Power Transformation

GUEST POST from Greg Satell

In February 2004, Viacom announced that it would spin off Blockbuster Video into its own independent company, which gave its CEO, John Antioco, the opportunity to begin addressing the disruptive threat emanating from Netflix head on. He developed a viable strategy, executed it well, but in the end his efforts were for naught.

Around the same time General Stanley McChrystal was tapped to take command of Special Forces in Iraq. Much like Antioco and Blockbuster, he faced a disruptive threat in the form of Al Qaeda that, using unconventional tactics, threatened to thwart his efforts. Unlike Antioco, however, McChrystal succeeded brilliantly.

We tend to think about transformation in terms of strategy and tactics, but if that was all there was to it, Blockbuster would still be thriving today. As I explain in Cascades, the difference between Antioco and McChrystal wasn’t that one had a good plan and the other didn’t, but that McChrystal saw that he had to rewire the networks in his organization.

Why Blockbuster Really Failed

Today, Blockbuster is a cautionary tale, but for all the wrong reasons. When the spinoff was announced, Antioco moved quickly to build an online rental business and remove the late fees that so many found annoying. Later, in 2006, he created the Total Access program that allowed customers rent DVDs online and return them in stores.

The convenience of the Total Access program was something that Netflix couldn’t match and almost immediately Blockbuster began to surpass Netflix in adding new subscribers. Yet within a few months, a compensation dispute arose between Antioco and the corporate raider Carl Icahn, who had gotten control of the company. Antioco left, the new CEO reversed the strategy and Blockbuster declared bankruptcy in 2010.

The tensions had actually been building for some time. Antioco’s shift to the online business made franchisees, many of whom had their life’s savings tied up in Blockbuster stores, uneasy. The changes were also costly, which depressed earnings and made investors and analysts skeptical. The stock price cratered.

It was the low stock price that led Icahn to buy up stock in Blockbuster, a proxy fight that allowed him to take control of the company’s board, the compensation dispute, Antioco’s departure and the reversal of the strategy. What really killed Blockbuster wasn’t external competition, but internal opposition.

Addressing The Internal Struggle

While Antioco framed the challenge Blockbuster faced largely in terms of strategy and tactics, McChrystal saw his task as an internal struggle. His forces were among the best in the world and were winning every battle. Yet somehow, they were losing the war and losing it badly.

As McChrystal would later write, “the world had outpaced us. In the time it took us to move a plan from creation to approval, the battlefield for which the plan had been devised would have changed. By the time it had been implemented, the plan—however ingenious in its initial design—was often irrelevant.”

So instead of trying to come up with better plans, McChrystal sought to change how his organization functioned. The problem, as he saw it, was one of interoperability. His forces needed not only to work with each other, but also partner agencies and other stakeholders, in order to succeed.

“I needed to shift my focus from moving pieces on the board to shaping the ecosystem,” McChrystal would remember. The moves paid off. The tide of the war soon shifted and the forces under his command would achieve their major objectives.

Rewiring Networks

The main difference between Antioco and McChrystal had less to do with their actions than it did with their mindsets. Where Antioco saw his task in terms of planning and execution, McChrystal saw his in terms of connection. “We began to make progress when we started looking at these relationships as just that: relationships— parts of a network, not cogs in a machine or outputs and inputs,” he would later write.

Antioco would take a very different approach. He set up the Blockbuster Online team in a warehouse down the street its Dallas headquarters. That allowed him to pursue the online strategy with little disruption to operations in the core business, but it also allowed suspicion and fear to fester and grow.

McChrystal, on the other hand, moved to forge links anywhere he could. He started embedding intelligence analysts into commando teams and vice versa. Liaison officer positions, traditionally given to marginal performers or those nearing retirement, were now earmarked for the very best operators.

Moves like these slowed down the individual teams — commandos in business suits placed at embassies don’t kill many terrorists — but that wasn’t the point, building networks of trust and interoperability was. Over the next few years, the effectiveness of his organization improved markedly and overall operating efficiency improved by a factor of seventeen.

Rethinking Leadership For A Networked Age

To a large degree, the most important difference between Antioco and McChrystal was how they saw their role as leaders. Antioco was truly a brilliant strategist and had built an enormously successful career devising effective plans and driving efficient execution. He had encountered opposition before, but had always been able to prevail by showing results.

McChrystal came to see things differently. “I began to reconsider the nature of my role as a leader,” he would later write. “The wait for my approval was not resulting in any better decisions, and our priority should be reaching the best possible decision that could be made in a time frame that allowed it to be relevant.

In other words, where Antioco saw a vertical hierarchy for carrying out tasks efficiently, McChrystal saw a horizontal network of connections which needed to be cultivated. Where Antioco built a strong senior management team to drive his strategy, McChrystal forged shared values throughout his organization so that units could act independently.

The truth is that we need to reimagine leadership for a networked age to focus less on driving strategy and tactics and more on widening and deepening connections in networks. Or, as McChrystal put it, “The role of the senior leader was no longer that of a controlling puppet master, but that of an empathetic crafter of culture.

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

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8 Strategies to Future-Proofing Your Business & Gaining Competitive Advantage

The Power of Harnessing Strategic Foresight

8 Strategies to Future-Proofing Your Business & Gaining Competitive Advantage

GUEST POST from Teresa Spangler

“Patience and foresight are the two most important qualities in business.” — Henry Ford

In the dynamic business landscape of the 21st century, strategic foresight stands as the beacon that lights the path toward future-proofing businesses and gaining a competitive advantage. More than a mere tool for predicting trends, it is a sophisticated compass that allows businesses to navigate the turbulence of change, seize emerging opportunities, and ensure long-term sustainability.

Below are eight key strategies that form the backbone of strategic foresight. These strategies will enable you to effectively navigate the future, transforming uncertainties into opportunities, and driving your business towards lasting success:

1. Leveraging the “Got You There Shuffle”

Adapting to the future begins with understanding the past. Grounded in the wisdom of renowned leadership thinker Marshall Goldsmith’s philosophy, “What Got You Here Won’t Get You There,” businesses are urged to reflect on their past successes. Unpack what led to your success and how it can be reshaped to meet future demands. The key here is not merely sticking to what has worked before but reshuffling and reimagining these elements to adapt to new realities.

2. Embrace the Power of Imagination

Building a resilient business requires thinking beyond the constraints of the present. Push the boundaries of your team’s creative thinking, considering the possibilities and the seemingly impossible. Encourage a culture where imagination is not restricted but nurtured. Remember, today’s unimaginable can become tomorrow’s reality. Your next breakthrough idea might just be hidden in the peripheries of your imagination.

3. Mastering the Anticipation Game

The future, by its nature, is laden with ‘what-ifs.’ Anticipate all possible scenarios – from the most optimistic to the most challenging. Proactively playing the anticipation game enables you to create effective plans to navigate potential pitfalls and seize emerging opportunities. With a well-thought-out contingency plan in place, you ensure the resilience of your business no matter the scenario.

4. Celebrating Success and Embracing failure

Understanding each scenario’s potential outcomes- success and failure – provides crucial insights for your business strategy. Create detailed visualizations of success and failure: identify potential pitfalls, anticipate customer challenges, and plan for various market dynamics. This allows you to monitor progress and adjust your course as necessary, ensuring you remain on the path to success.

 As the world evolves, competitive advantage will increasingly belong to those who can anticipate change, adapt swiftly, and reinvent themselves. Through strategic foresight, you can build a future-proof business that doesn’t merely survive change but leverages it for continued success. Remember, resilience isn’t just about bouncing back; it’s about bouncing forward.

5. Encouraging Cross-Pollination of Ideas

In an interconnected business world, fostering a culture of cross-pollination of ideas can help companies anticipate future trends and devise innovative solutions. Encourage your team members to collaborate, blend insights from different industries, and develop fresh perspectives. Not only does this approach boost creativity, but it also leads to more robust strategies capable of weathering future uncertainties.

6. Regular Horizon Scanning

Horizon scanning is a strategic foresight tool that systematically explores and interprets the business landscape to identify emerging trends, opportunities, and threats. Regular horizon scanning enables businesses to keep their finger on the pulse of change and stay ahead of the curve.

7. Building Learning Organizations

An organization that learns from its past, observes the present, and uses that knowledge to inform the future has a significant competitive advantage. Promote a culture of continuous learning within your organization, where failures are seen as opportunities for improvement and successes as steppingstones towards greater innovation.

8. Implementing Backcasting Techniques

Backcasting is a strategic planning method that starts with defining a desirable future and then works backward to identify the steps necessary to achieve that future. It enables businesses to establish a clear vision and map a path aligning with their long-term strategic objectives.

 Shaping the Future through Strategic Foresight

Navigating the future may seem daunting, given its inherent unpredictability. However, with strategic foresight, businesses can convert uncertainty into an opportunity-filled landscape. Implementing these strategies equips your organization with the agility and resilience needed to respond to change and shape the future.

The crux of strategic foresight lies in understanding that the future isn’t something that happens to us – it’s something we can influence. As business leaders, we can turn our visions for the future into reality. By embracing strategic foresight, we gain the ability to foresee, adapt, innovate, and ultimately lead in an evolving business landscape. It’s not about predicting the future but about making informed decisions today that will shape the future of our organizations.

Additional Insights from Teresa Spangler:

Podcast links:

FutureForward on Linkedin | Plazabridge Group |  Spotify

Apple Podcast | iHeart Radio  |  Podcast |Youtube |Amazon  |Google  |  Podcast Addict

Image credit: Unsplash

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Sprint Toward the Innovation Action

Sprint Toward the Innovation Action

GUEST POST from Mike Shipulski

Companies have control over one thing: how to allocate their resources. Companies allocate resources by deciding which projects to start, accelerate, and stop; whom to allocate to the projects; how to go about the projects; and whom to hire, invest in, and fire. That’s it.

Taking a broad view of project selection to include starting, accelerating, and stopping projects, as a leader, what is your role in project selection, or, at a grander scale, initiative selection? When was the last time you initiated a disruptive yet heretical new project from scratch? When was the last time you advocated for incremental funding to accelerate a floundering yet revolutionary project? When was the last time you stopped a tired project that should have been put to rest last year? And because the projects are the only thing that generates revenue for your company, how do you feel about all that?

Without your active advocacy and direct involvement, it’s likely the disruptive project won’t see the light of day. Without you to listen to the complaints of heresy and actively disregard them, the organization will block the much-needed disruption. Without your brazen zeal, it’s likely the insufficiently-funded project won’t revolutionize anything. Without you to put your reputation on the line and decree that it’s time for a revolution, the organization will starve the project and the revolution will wither. Without your critical eye and thought-provoking questions, it’s likely the tired project will limp along for another year and suck up the much-needed resources to fund the disruptions, revolutions, and heresy.

Now, I ask you again. How do you feel about your (in)active (un)involvement with starting projects that should be started, accelerating projects that should be accelerated, and stopping projects that should be stopped?

And with regard to project staffing, when was the last time you stepped in and replaced a project manager who was over their head? Or, when was the last time you set up a recurring meeting with a project manager whose project was in trouble? Or, more significantly, when was the last time you cleared your schedule and ran toward the smoke of an important project on fire? Without your involvement, the over-their-head project manager will drown. Without your investment in a weekly meeting, the troubled project will spiral into the ground. Without your active involvement in the smoldering project, it will flame out.

As a leader, do you have your fingers on the pulse of the most important projects? Do you have the knowledge, skills, and abilities to know which projects need help? And do you have the chops to step in and do what must be done? And how do you feel about all that?

As a leader, do you know enough about the work to provide guidance on a major course change? Do you know enough to advise the project team on a novel approach? Do you have the gumption to push back on the project team when they don’t want to listen to you? As a leader, how do you feel about that?

As a leader, you probably have direct involvement in important hiring and firing decisions. And that’s good. But, as a leader, how much of your time do you spend developing young talent? How many hours per week do you talk to them about the details of their projects and deliverables? How many hours per week do you devote to refactoring troubled projects with the young project managers? And how do you feel about that?

If you want to grow revenue, shape the projects so they generate more revenue. If you want to grow new businesses, advocate for projects that create new businesses. If you need a revolution, start revolutionary projects and protect them. And if you want to accelerate the flywheel, help your best project managers elevate their game.

Image credit: Pixabay

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Eliminating 100% of Live Customer Service is a Mistake!

Eliminating 100% of Live Customer Service is a Mistake!

GUEST POST from Shep Hyken

You need help. You call customer support. Nobody’s home!

Actually, somebody is there. They just aren’t taking support calls. Someone at home—as in a corporate office—has decided to eliminate live, human-to-human customer support, pushing the customer to a digital option such as a chatbot, frequently asked questions page, etc.

My opinion is that this could happen in the distant future, but I can’t imagine that in the next few years there will be 100% digital and AI automated customer support. And here’s why. If all you are is an automated company, you have no way to emotionally connect with your customers. That means your customers have only one way to compare you to direct competition that sells exactly what you do, and that is price.

At that point, the only way to keep your customer is to always have the lowest price, and that is typically not a viable long-term strategy.

Recently I wrote about Frontier Airlines’ decision to drop traditional live phone support, and the reviews have not been good. That said, I give them credit for a bold move that may be just a little ahead of its time—and time will tell. Maybe the reactions are from initial shock. Perhaps there have been glitches that can be fixed for a smoother experience in the near future. We’ll know in six months. If the current reactions continue, at best, some changes will be made, provided the airline wants to stay in business.

I had a chance to interview Paulo Almeida, the CEO of Clientscape, on Amazing Business Radio. We talked about the possibility of AI and automation taking over the contact center. We briefly discussed Frontier Airlines, but more importantly, Almeida articulated the perfect answer to my question:

How do you feel about complete elimination of a human-to-human customer support department?

Almeida responded, “If you’re working in an industry that chooses to automate everything, you can potentially become a commodity. If that is what a company wants to do, the only difference from one company to the next will be what they charge. If that’s the only way a customer makes a decision, the company will go bankrupt!”

“It is not a sustainable financial model. It’s the human factor that makes the difference. It’s about giving the customer the care they deserve. That’s a way to differentiate. For example, Apple may make some of the best products, but they also have some of the best support. If their reputation for support goes away, they will no longer be perceived as having the best product. They will also lose pricing power. When that disappears, they could be on the path to failure. They will lose customers, and the cost to get them back will be extravagant.”

Almeida used a powerful word to summarize a decision to eliminate a human connection, and that word is bankrupt. I can buy into this for some companies, but there will always be exceptions.

People have said, “What about Amazon?!” Yes, Amazon is a digital company, and it has great digital customer support. However, if you need to talk to someone, you can. It’s a last resort, but when you do so, it’s typically a very pleasant experience. Amazon knows how far it can go with automation before it has to say, “It’s time to talk to one of our reps.”

Many products and services are becoming automated. To Almeida’s point, 100% automation is a mistake. Without a human-to-human relationship, how can you create an emotional connection? How can you differentiate yourself from other automated companies? You can’t. You’re a commodity.

More automation and AI technology are in our future. It shouldn’t surprise you that at some point in time planes will be flown by computers, not pilots. We’re already seeing self-driving trucks moving across the country. Companies like Tesla, Google and others are investing tens of billions into autonomous self-driving vehicles (even if they are still a long way from success). Amazon and Walmart are betting on alternative delivery methods that include drones and robots. And yes, some customer service functions are being handled by automation and artificial intelligence (AI).

We can’t fight progress. I love seeing products and services get better through automation. But I’m concerned about the companies and brands that are distancing themselves from their customers by not letting them connect with customer support people, who are also brand ambassadors for the company.

If the leadership of a company thinks the customer support agents’ only role is to fix a problem, then shame on them. Your agents can do much more. If they handle a call well, they can confirm that the customer made the right decision to do business with you and give them the confidence to do even more business. So, at least for now, don’t miss that opportunity. Don’t make the mistake of 100% elimination of live customer support.

Image Credit: Pixabay

This article originally appeared on Forbes.com

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Latest Interview with the Future Forward Podcast

Latest Interview with the Future Forward Podcast

I recently had the opportunity to sit down with Teresa Spangler of The Future Forward Podcast, about my work as a community builder, workshop facilitator, and thought leader on the topics of human-centered change and innovation, and some of my work with clients to create delightful customer and employees experiences, digital transformation, foresight, and innovation strategies.

But mostly in this information-packed interview, I reveal key lessons I learned along the way about how to recognize and make the most of opportunities, to make change happen, and to ultimately make a difference.

Some of the elements of the conversation came from things I discuss in my latest book Charting Change and its associated Change Planning Toolkit™. Both introduce a powerful visual, collaborative approach to human-centered change and transformation.

But we also spoke about imagination, artificial intelligence, world building, foresight and futures research.

Here is the YouTube version of my visit with the Future Forward podcast:

But, it is also available in most other places where quality podcasts are found:

If you’d like to sign up to learn more about my new FutureHacking™ methodology and set of tools, go here.


Accelerate your change and transformation success

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Psychological Safety, Growth Mindset and Difficult Conversations to Shape the Future

Psychological Safety, Growth Mindset and Difficult Conversations to Shape the Future

GUEST POST from Stefan Lindegaard

How can we embrace and implement the growth mindset and psychological safety in our organization? How can we train our people and in particular our leaders on this? How do we get better at shaping the future?

Those are questions I hear often these days as the interest in the above topics rises fast.

In this post, I share lots of ideas on how you and your organization can embrace the growth mindset, psychological safety and related attributes in the context of shaping the future. Feel free to use my work as you see fit as long as you give due credit!

At the same time, I hope you will read this and give me some feedback as this is also a work-in-progress approach for how I work with my clients on these topics.

It’s a longer than usual read, but skim through and stop, read more if you find something of interest to you. I have also added a number of images at the end. Enjoy!

Introduction

The purpose is to help individuals, teams and leaders get even better at shaping the future in the context of people and organizational as well as market and business perspectives.

The key pillars are the growth mindset, psychological safety and innovation for an agile, learning organization.

The problem/challenge

In general, the leaders in most large organizations are very capable at managing the day-to-day activities while they struggle in terms of mindset, skills and tool-box on shaping the future activities.

The challenge is that leaders can’t become great leaders – or even good leaders – who can take your organization to the next level if they do not find the right balance between managing the day-to-day activities and shaping the future.

This balance should not be 50/50. It should not even be close to that as the day-to-day issues will always require more focus and attention than the future-shaping activities. However, the current balance of 90/10 as we see in most companies is not healthy and we need to change this in order to develop an organization that will be even more ready for a future driven by constant change and disruption on many levels.

Why do we need to work with the growth mindset and psychological safety in this context?

It’s quite simple. If these pre-requisites are not in place, you can’t build an environment that allows your organization to be good at shaping the future and then you are left with only being good at managing the day-to-day activities.

This has been enough to be successful for decades, but it will not work for the future. So, do you want your leaders to be stuck at the past and present or should they get ready for shaping the future as well?

The approach, solution

You can develop a tailored program based on The Collective Growth Mindset framework which helps you embrace and implement the growth mindset approach and complementary attributes such as psychological safety within your organization.

It’s a training and coaching program that builds on these five elements: Mindset, Shape/Pulse, Communicate, Learn and Network.

Here’s a short description on the elements for each area.

The mindset of your team

  • Know the mindset of yourself and your team members
  • Map the mindset of key stakeholders and/or a specific leadership team
  • Group reflection on behaviors and actions (if any) to be taken on this

The shape and pulse of your team

  • What’s in it for me? – address an important question
  • Know the T-shapes
  • Understand your level of psychological safety and ability to have hard conversations
  • Do you play to win or not to lose?
  • Know your barriers, obstacles and attack the root causes in the context of getting stuff done

The communication of and around your team

  • Know how to have the hard conversations
  • Build mechanisms to ensure better feedback
  • Create a common language (big picture, smaller tasks)
  • Work your stakeholders with consistent messages

The learning ways for your team

  • Know how you learn the best as individuals and as a team
  • Apply shared, peer learning for better access to “tacit” knowledge
  • Take the first steps for a PLC, a personal learning cloud

The network and networking capabilities of your team

  • Network for the future, not the past
  • The mindset of your network
  • Learn to build better networks and relationships

The key delivery elements within our program are training sessions (physical and on-demand) and coaching for individuals and teams. See more on this below.

Actions, desired achievements

Having the above five elements as the starting point, we focus on specific actions and desired achievements such as:

Identification of needs and opportunities

The Collective Growth Mindset framework offers much depth, but we need to make sure our efforts fit the needs and opportunities of our participants. We map this out and use it as the main guiding tool for our activities.

Training sessions

Shorter sessions (even micro-learning – few minutes) and up to full-day workshops are used to address the needs and opportunities. It will be a mix of inspirational insights and hands-on workshops. We focus on mindset as well as actions. This will be delivered physically and virtually and when possible, we will save this for on-demand learning.

Coaching

Constructively thought-provoking coaching sessions will be made available for individuals as well as teams. Here, we can go in-depth with more specific and even personal elements.

Role models

We help leaders become role models on the growth mindset. We do this by minimizing and eliminating the negative behaviors while enforcing the positive behavior in the context of the growth mindset for teams and the organization.

Story-tellers

Once, we are on track to help leaders become better role-models, we work with them to become good story-tellers on the growth mindset. This allows us to build a positive circle of strong communication that can help change behaviors for the better.

Hard conversations

Great leaders can facilitate hard conversation within their own leadership teams as well as within the teams they lead themselves. For this, we help them identify and address the weaknesses and strengths and we give them practical tools for having such conversations.

Conversation and feedback guides

We develop feedback guides and tools to help your people, teams and leaders get better at feedback. This goes for giving as well as receiving.

Network for the future, not just the past and the present

Networking, relationship skills are underrated and underserved. It’s unfortunately often assumed that this – networking – happens by itself. Not true as this requires direction, effort and time. We address this in the context that the people you network and associate yourself with are highly influential on what and how you learn. Thus, this impacts your mindset.

Behavioral metrics and KPI’s

There are too few metrics and KPI’s that focuses on behaviors and in particular some that can measure a “live” progress. We will address this through on-going self- and team assessments and the tracking a chosen keywords within the communication of our target groups.

Creating the psychological safety, team by team

Professor Amy C. Edmondson defines psychological safety as “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.” We work with assessments and exercises to help your teams and organization to create a high level of psychological safety.

Personal learning cloud

Within the current learning systems at Wartsila, we build a personal learning cloud with training and materials that are targeted to and relevant for each participant. Although this has a personal starting point, it will also be social and collaborative as this is how we need to embrace and implement the growth mindset and its attributes.

Conclusion

I sense a lot of power and value in the growth mindset approach and its attributes like psychological safety, hard conversations, networking etc.

However, we are also in the early phases of developing the concepts and frameworks we need to make this happen within our organizations.

My ambition is to share what I know to help move this forward in a collective way. The tide rises all boats. We all win. Let’s help each other get better!

Thanks for reading this. Your likes, shares, questions and comments are much appreciated.

Image Credit: Pexels

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Moneyball and the Beginning, Middle, and End of Innovation

Moneyball and the Beginning, Middle, and End of Innovation

GUEST POST from Robyn Bolton

Recently, pitchers and catchers reported to MLB Spring Training facilities in Florida and Arizona.  For baseball fans, this is the first sign of Spring, an occasion that heralds months of warmth and sunshine, ballparks filled (hopefully) with cheering fans, dinners of beers and brats, and the undying belief that this year will be the year.

Of course, there was still a lot of dark, dreary cold between then and Opening Day.  Perfect weather for watching baseball movies – Bull DurhamMajor LeagueThe NaturalField of Dreams, and, of course, Moneyball.

Moneyball is based on the book of the same name by Michael Lewis and chronicles the 2002 Oakland Athletics season.  The ’02 Oakland A’s, led by General Manager Billy Beane (played by Brad Pitt), forever changed baseball by adopting an approach that valued rigorous statistical analysis over the collective wisdom of baseball insiders (coaches, scouts, front office personnel) when building a team.  This approach, termed “Moneyball,” enabled the A’s to reach the postseason with a team that cost only $44M in salary, compared to the NY Yankees that spent $125M to achieve the same outcome.

While the whole movie (and book) is a testament to the courage and perseverance required to challenge and change the status quo, time and again I come back to three lines that perfectly sum up the journey of every successful intrapreneur I’ve ever met.

The Beginning

I know you’ve taken it in the teeth out there, but the first guy through the wall…he always gets bloody…always always gets bloody.  This is threatening not just a way of doing business… but in their minds, it’s threatening the game. Really what it’s threatening is their livelihood, their jobs. It’s threatening the way they do things… and every time that happens, whether it’s the government, a way of doing business, whatever, the people who are holding the reins – they have their hands on the switch – they go batshit crazy.”

John Henry, Owner of the Boston Red Sox

Context

The 2002 season is over, and the A’s were eliminated in the first round of the playoffs.  John Henry, an owner of the Boston Red Sox, has invited Bill Beane to Boston to offer him the Red Sox GM job.

Lesson

This is what you sign up for when you decide to be an Intrapreneur.  The more you challenge the status quo, the more you question how business is done, the more you ask Why and demand an answer, the closer you get to “tak(ing) it in the teeth.”

This is why courage, perseverance, and an unshakeable belief that things can and should be better are absolutely essential for intrapreneurs.  Your job is to run at the wall over and over until you get through it.

People will follow.  The Red Sox did.  They won the World Series in 2004, breaking an 84-year-old curse.

The Middle

“It’s a process, it’s a process, it’s a process”

Bill Beane

Context

Billy has to convince the ballplayers to forget all the habits that made them great and embrace the philosophy of Moneyball.  To stop stealing bases, turning double plays on bunts, and swinging for the fences and to start taking walks, throwing to first for the easy out, and prioritize getting on base over hitting a home run.

The players are confused and frustrated.  Suddenly, everything that they once did right is wrong and what was not valued is deeply prized.

Lesson

Innovation is something new that creates value.  Something new doesn’t just require change, it requires people to stop doing things that work and start doing things that seem strange or even wrong.

Change doesn’t happen overnight.  It’s not a switch to be flipped.  It’s a process to be learned.  It takes time, practice, reminders, and patience.

The End

“When you get an answer you’re looking for, hang up.”

Billy Beane

Context

In this scene, Billy has offered one of his players to multiple teams, searching for the best deal.  When the phone rings with a deal he likes, he and the other General Manager (GM) agree to it, Billy hangs up.  Even though the other GM was in the middle of a sentence.  When Peter Brand, the Assistant GM played by Jonah Hill, points out that Billy had just hung up on the other GM, Billy responds with this nugget of wisdom.

Lesson

It’s advice intrapreneurs should take very much to heart.  I often see Innovation teams walk into management presentations with long presentations, full of data and projections, anxious to share their progress, and hoping for continued funding and support.  When the meeting starts, a senior exec will say something like, “We’re excited by the progress we’re hearing about and what it will take to continue.”

That’s the cue to “hang up.”

Instead of starting the presentation from the beginning, start with “what it will take to continue.”  You got the answer you’re looking for – they’re excited about the progress you’ve made – don’t spend time giving them the info they already have or, worse, could raise questions and dim their enthusiasm.  Hang up on the conversation you want to have and have the conversation they want to have.

In closing

Moneyball was an innovation that fundamentally changed one of the most tradition-bound businesses in sports.  To be successful, it required someone willing to take it in the teeth, to coach people through a process, and to hang up when they got the answer they wanted.  It wasn’t easy but real change rarely is.

The same is true in corporations.  They need their own Bill Beanes.

Are you willing to step up to the plate?

Image credits: Pixabay

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Are We Abandoning Science?

Are We Abandoning Science?

GUEST POST from Greg Satell

A recent Pew poll found that, while Americans generally view scientific expertise in high regard, there are deep pockets of mistrust. For example, less than half of Republicans believe that scientists should take an active role in policy debates and significant minorities question the transparency and integrity of scientific findings.

An earlier study done by researchers at Ohio State University found that, when confronted with scientific evidence that conflicted with their pre-existing views, such as the reality of climate change or the safety of vaccines, partisans would not only reject the evidence, but become hostile and question the objectivity of science.

This is a major problem, because if we are only willing to accept evidence that agrees with what we already think we know, we are unlikely to advance our understanding. Perhaps even worse, it opens us up to being influenced by pundits —those with strong opinions but questionable expertise. When we turn our backs on science, we turn our backs on truth.

The Rise Of Science

When René Descartes wrote “I think, therefore I am” in the mid 1600s, he was doing more than coining a clever phrase, he was making an argument for a rational world ruled by pure logic. He believed that you could find the answers to problems you needed to solve merely by thinking about them clearly.

Yet Descartes and his rational movement soon ran out of steam. Many of the great minds that followed, such as John Locke and David Hume, took a more empirical view and argued that we can only truly understand the world around us through our experiences, however flawed and limited they may be.

It was this emphasis on experiences that led us to the concept of expertise. As the Renaissance and the Enlightenment gave way to the modern world, knowledge became specialized. It was no longer enough to think about things, the creation of knowledge came to be seen as arising from a scientific process of testing hypotheses through experiment.

This was a major shift, because you could no longer simply argue about things like how many angels could fit on the head of a pin, you actually had to put your thoughts to the test. Others could then examine the same evidence and see if they came to the same conclusions as you did. Thinking about things wasn’t enough, you had to show that they worked in the real world.

The Soccer Ball You Can’t See

Science is a funny thing, full of chance discoveries, strange coincidences and unlikely moments of insight. In his book, The God Particle, the Nobel prizewinning physicist Leon Lederman tells a metaphorical story about an alien race watching a soccer game to illustrate how it is practiced.

These aliens are very much like humans except that they can not see black and white patterns. If they went to a soccer game, they would be utterly confused to see a bunch of guys running around a field for no apparent reason. They could come up with theories, formulas and other conjectures, but would fail to make useful predictions.

Eventually, one might notice a slight bulge in the net of the goal just as the crowd erupted in a cheer and come up with a crazy idea about an invisible ball. Through further observation, they could test the hypothesis and build evidence. Although they could never actually see the ball, they could catalogue its effects and use them to understand events.

His point is that science is not common sense. It deals with things that we do not directly experience, but nevertheless have concrete effects on the world we live in. Today, we live in a world of the visceral abstract, where oddball theories like relativity result in real innovations like microprocessors and the Internet.

Cargo Cult Science

Because so much of science deals with stuff we can’t directly experience, we need metaphors like Lederman’s story about the aliens to make sense of things. Part of the fun of science is letting your imagination run wild and seeing where things go. Then you can test those ideas to see if they actually reflect reality.

The problem is that pundits and flakes can do the same thing — let their imagination run wild — and not bother to test whether they are true. Consider the anti-vax movement, which has no scientific basis, but has gone viral and led to a resurgence of diseases that were nearly extinct. Nevertheless, dressed up in some scientific sounding words, the idea that vaccines cause disease in children can be very convincing.

The physicist Richard Feynman called this cargo cult science, after a strange phenomenon that takes place on some islands in the South Pacific in which some tribes try to mimic the use of technology. For example, they build mock airstrips in the hopes that airplanes would appear with valuable cargo.

What makes science real is not fancy sounding words or white lab coats, but the fact that you work under certain constraints. You follow the scientific method, observe professional standards and subject your work to peer review. Pundits, on the other hand, do none of these things. Simply having an opinion on a subject will suffice.

The New Mysticism

Clearly, science is what created the modern world. Without science, you cannot have technology and without technology, you cannot create prosperity. So, on purely economic terms, science is extremely important to our success as a society. We need science in order to progress.

Yet in broader terms, science is the search for truth. In a nutshell, science is the practice of coming up with testable statements to see what’s possible. That’s what separates Darwin’s theory of natural selection and the big bang from nonscientific theories. The former is a matter of science, which can be tested through experiment and observation, the latter a matter of faith and belief.

Consider what Marco Rubio said in an interview with GQ about the age of the universe a few years ago:

“I think the age of the universe has zero to do with how our economy is going to grow. I’m not a scientist. I don’t think I’m qualified to answer a question like that. At the end of the day, I think there are multiple theories out there on how the universe was created and I think this is a country where people should have the opportunity to teach them all.”

Yet the big bang is not just a theory, but the result of a set of theories, including general relativity and quantum mechanics, combined with many observations over a period of decades. Students in physics class are supposed to learn about the big bang not to shape their religious beliefs, but because of its importance to those underlying theories.

And those concepts are central to our everyday lives. We use relativity to calibrate GPS satellites, so that we can find restaurants and target missiles. Quantum mechanics gave us lasers and microprocessors, from which we make barcode scanners and iPhones. In fact, the theories underlying big bang are essential for our modern economy to function.

When we turn our backs on science, what we are left with is essentially a form a mysticism. We can listen to our inner voices to decide what we believe and, when faced with a competing idea, ascribe its provenance to only someone else’s inner voice. Once we make truth a matter of opinion, we start our way down a slippery slope.

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

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Unintended Consequences.  The Hidden Risk of Fast-Paced Innovation

Unintended Consequences.  The Hidden Risk of Fast-Paced Innovation

GUEST POST from Pete Foley

Most innovations go through a similar cycle, often represented as an s-curve.

We start with something potentially game changing. It’s inevitably a rough-cut diamond; un-optimized and not fully understood.  But we then optimize it. This usually starts with a fairly steep leaning curve as we address ‘low hanging fruit’ but then evolves into a fine-tuning stage.  Eventually we squeeze efficiency from it to the point where the incremental cost of improving it becomes inefficient.  We then either commoditize it, or jump to another s-curve.

This is certainly not a new model, and there are multiple variations on the theme.  But as the pace of innovation accelerates, something fundamentally new is happening with this s-curve pattern.  S-curves are getting closer together. Increasingly we are jumping to new s-curves before we’ve fully optimized the previous one.  This means that we are innovating quickly, but also that we are often taking more ‘leaps into the dark’ than ever before.

This has some unintended consequences of its own:

1. Cumulative Unanticipated Consequences. No matter how much we try to anticipate how a new technology will fare in the real world, there are always surprises.  Many surprises emerge soon after we hit the market, and create fires than have to be put out quite quickly (and literally in the cases of some battery technologies).  But other unanticipated effects can be slower burn (pun intended).  The most pertinent example of this is of course greenhouse gasses from Industrialization, and their impact on our climate. This of course took us years to recognize. But there are many more examples, including the rise of antibiotic resistance, plastic pollution, hidden carcinogens, the rising cost of healthcare and the mental health issues associated with social media. Just as the killer application for a new innovation is often missed at its inception, it’s killer flaws can be too.  And if the causal relationship between these issues and the innovation are indirect, they can accumulate across multiple s-curves before we notice them.  By the time we do, technology is often so entrenched it can be a huge challenge to extract ourselves from it.

2.  Poorly understood complex network effects.  The impact of new innovation is very hard to predict when it is introduced into a complex, multivariable system.  A butterfly flapping its wings can cascade and amplify through a system, and when the butterfly is transformative technology, the effect can be profound.  We usually have line of sight of first generation causal effects:  For example, we know that electric cars use an existing electric grid, as do solar energy farms.  But in today’s complex, interconnected world, it’s difficult to predict second, third or fourth generation network effects, and likely not cost effective or efficient for an innovator to try and do so. For example, the supply-demand interdependency of solar and electric cars is a second-generation network effect that we are aware of, but that is already challenging to fully predict.  More causally distant effects can be even more challenging. For example, funding for the road network without gas tax, the interdependency of gas and electric cost and supply as we transition, the impact that will have on broader on global energy costs and socio political stability.  Then add in complexities supply of new raw materials needed to support the new battery technologies.  These are pretty challenging to model, and of course, are the challenges we are at least aware of. The unanticipated consequences of such a major change are, by definition, unanticipated!

3. Fragile Foundations.  In many cases, one s-curve forms the foundation of the next.  So if we have not optimized the previous s-curve sufficiently, flaws potentially carry over into the next, often in the form of ‘givens’.  For example, an electric car is a classic s-curve jump from internal combustion engines.  But for reasons that include design efficiency, compatibility with existing infrastructure, and perhaps most importantly, consumer cognitive comfort, much of the supporting design and technology carries over from previous designs. We have redesigned the engine, but have only evolved wheels, breaks, etc., and have kept legacies such as 4+ seats.  But automotives are in many, one of our more stable foundations. We have had a lot of time to stabilize past s-curves before jumping to new ones.  But newer technologies such as AI, social media and quantum computing have enjoyed far less time to stabilize foundational s-curves before we dance across to embrace closely spaced new ones.  That will likely increase the chances of unintended consequences. And we are already seeing the canary in the coal mine with some, with unexpected mental health and social instability increasingly associated with social media

What’s the Answer?  We cannot, or should not stop innovating.  We face too many fundamental issues with climate, food security and socio political stability that need solutions, and need them quite quickly.

But the conundrum we face is that many, if not all of these issue are rooted in past, well intentioned innovation, and the unintended consequences that derive from it. So a lot of our innovation efforts are focused on solving issues created by previous rounds of innovation.  Nobody expected or intended the industrial revolution to impact our climate, but now much of our current innovation capability is rightly focused on managing the fall out it has created (again, pun intended).  Our challenge is that we need to continue to innovate, but also to break the cycle of todays innovation being increasingly focused on fixing yesterdays!

Today new waves of innovation associated with ‘sustainable’ technology, genetic manipulation, AI and quantum computing are already crashing onto our shores. These interdependent innovations will likely dwarf the industrial revolution in scale and complexity, and have the potential for massive impact, both good and bad. And they are occurring at a pace that gives us little time to deal with anticipated consequences, let alone unanticipated ones.

We’ll Find a Way?  One answer is to just let it happen, and fix things as we go. Innovation has always been a bumpy road, and humanity has a long history of muddling through. The agricultural revolution ultimately allowed humans to exponentially expand our population, but only after concentrating people into larger social groups that caused disease to ravage many societies. We largely solved that by dying in large numbers and creating herd immunity. It was a solution, but not an optimum one.  When London was in danger of being buried in horse poop, the internal combustion engine saved us, but that in turn ultimately resulted in climate change. According to projections from the Club of Rome in the 70’s, economic growth should have ground to a halt long ago, mired in starvation and population contraction.  Instead advances in farming technology have allowed us to keep growing.  But that increase in population contributes substantially to our issues with climate today.  ‘We’ll find a way’ is an approach that works until it doesn’t.  and even when it works, it is usually not painless, and often simply defers rather than solves issues.

Anticipation?    Another option is that we have to get better at both anticipating issues, and at triaging the unexpected. Maybe AI will give us the processing power to do this, provided of course that it doesn’t become our biggest issue in of itself.

Slow Down and Be More Selective?  In a previous article I asked if ‘just because we can do it, does it mean we should?’.  That was through a primarily moral lens.  But I think unintended consequences make this an even bigger question for broader innovation strategy.  The more we innovate, the more consequences we likely create.  And the faster we innovate, the more vulnerable we are to fragility. Slowing down creates resilience, speed reduces it.  So one option is to be more choiceful about innovations, and look more critically at benefit risk balance. For example, how badly do we need some of the new medications and vaccines being rushed to market?  Is all of our gene manipulation research needed? Do we really need a new phone every two years?   For sure, in some cases the benefits are clear, but in other cases, is profit driving us more than it should?

In a similar vein, but to be provocative, are we also moving too quickly with renewable energy?  It certainly something we need.  But are we, for example, pinning too much on a single, almost first generation form of large scale solar technology?  We are still at that steep part of the learning curve, so are quite likely missing unintended consequences.  Would a more staged transition over a decade or so add more resilience, allow us to optimize the technology based on real world experience, and help us ferret out unanticipated issues? Should we be creating a more balanced portfolio, and leaning more on more established technology such as nuclear? Sometimes moving a bit more slowly ultimately gets you there faster, and a long-term issue like climate is a prime candidate for balancing speed, optimization and resilience to ultimately create a more efficient, robust and better understood network.

The speed of AI development is another obvious question, but I suspect more difficult to evaluate.  In this case, Pandora’s box is open, and calls to slow AI research would likely mean responsible players would stop, but research would continue elsewhere, either underground or in less responsible nations.  A North Korean AI that is superior to anyone else’s is an example where the risk of not moving likely outweighs the risk of unintended consequences

Regulation?  Regulation is a good way of forcing more thoughtful evaluation of benefit versus risk. But it only works if regulators (government) understand technology, or at least its benefits versus risks, better than its developers.  This can work reasonably well in pharma, where we have a long track record. But it is much more challenging in newer areas of technology. AI is a prime example where this is almost certainly not the case.  And as the complexity of all innovation increases, regulation will become less effective, and increasingly likely to create unintended consequences of its own.

I realize that this may all sound a bit alarmist, and certainly any call to slow down renewable energy conversion or pharma development is going to be unpopular.  But history has shown that slowing down creates resilience, while speeding up creates instability and waves of growth and collapse.  And an arms race where much of our current innovative capability is focused on fixing issues created by previous innovations is one we always risk losing.  So as unanticipated consequences are by definition, really difficult to anticipate, is this a point in time where we in the innovation community need to have a discussion on slowing down and being more selective?  Where should we innovate and where not?  When should we move fast, and when we might be better served by some productive procrastination.  Do we need better risk assessment processes? It’s always easier to do this kind of analysis in hindsight, but do we really have that luxury?

Image credit: Pixabay

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A 90% Project Failure Rate Means You’re Doing it Wrong

A 90% Project Failure Rate Means You're Doing it Wrong

GUEST POST from Mike Shipulski

For work that has not been done before, there’s no right answer. The only wrong answer is to say “no” to trying something new. Sure, it might not work. But, the only way to guarantee it won’t work is to say no to trying.

If innovation projects fail nine out of ten times, you can increase the number of projects you try or you can get better at choosing the projects to say no to. I suggest you say learn to say yes to the one in ten projects that will be successful.

If you believe that nine out of ten innovation projects will fail, you shouldn’t do innovation for a living. Even if true, you can’t have a happy life going to work every day with a ninety percent chance of failure. That failure rate is simply not sustainable. In baseball, the very best hitters of all time were unsuccessful sixty percent of the time, yet, even they focused on the forty percent of the time they got it right. Innovation should be like that.

If you’ve failed on ninety percent of the projects you’ve worked on, you’ve probably been run out of town at least several times. No one can fail ninety percent of the time and hold onto their job.

If you’ve failed ninety percent of the time, you’re doing it wrong.

If you’ve failed ninety percent of the time, you’ve likely tried to solve the wrong problems. If so, it’s time to learn how to solve the right problems. The right problems have two important attributes:

  1. People will pay you if they are solved
  2. They’re solvable

I think we know a lot about the first attribute and far too little about the second. The problem with solvability is that there’s no partial credit, meaning, if a problem is almost solvable, it’s not solvable. And here’s the troubling part: if a problem is almost solved, you get none of the money. I suggest you tattoo that one on your arm.

As a subject matter expert, you know what could work and what won’t. And if you don’t think you can tell the difference, you’re not a subject matter expert.

Here’s a rule to live by: Don’t work on projects that you know won’t work.

Here’s a corollary: If your boss asks you to work on something that won’t work, run.

If you don’t think it will work, you’re right, even if you’re not.

If it might work, that’s about right. If it will work, let someone else do it. If it won’t work, run.

If you’ve got no reason to believe it will work, it won’t.

If you can’t imagine it will work, it won’t.

If someone else says it won’t work, it might.

If someone else tries to convince you it won’t work, they may have selfish reasons to think that way.

It doesn’t matter if others think it won’t work. It matters what you think.

So, what do you think?

If you someone asks you to believe something you don’t, what will you do?

If you try to fake it until you make it, the Universe will make you pay.

If you think you can outsmart or outlast the Universe, you can’t.

If you have a bad feeling about a project, it’s a bad project.

If others tell you that it’s a bad project, it may be a good one.

Only you can decide if a project is worth doing.

It’s time for you to decide.

Image credit: Pixabay

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