Do we have to INNOVATE to stay on top?

If we look at the stock market, the answer is yes. Its incredibly difficult to stay in the Dow Jones 30 or the S & P 500 for multiple decades; in fact, most participant companies have not been able to do it.

Three quarters of the companies that made up the S&P 500 in 1980 are either no longer part of it or have been placed in new industry categories (R.N. Foster, Live long and prosper. McKinsey Quarterly 1999). Foster further described the growth difficulty of the companies in the S&P 500 this way:

Of the 500 companies making up the S&P 500 index when it was introduced in 1957, only 74 remained there through 1997. Of these 74, only 12 outperformed the index from 1957 to 1998. If the S&P 500 now consisted solely of the companies on the list in 1957, the overall performance of the index would have been 20 percent a year lower than it actually was.

Foster and Kaplan (Creative destruction. McKinsey Quarterly 2001) say it is more difficult to stay in a market index today than a century ago. The 90 major US companies that comprised the Standard & Poor’s Index in the 1920s stayed there for an average of 65 years. They say by 1998 the average anticipated tenure of the company in the S&P 500 became only 10 years.

The magazine now entitled Forbes published the first list ever of the 100 largest corporations in America in the year 1917. 70 years later in 1987 Malcolm Forbes traced 39 of those remaining companies through to the then-present day. The investment return of the portfolio of those 39 companies was 20% lower than the corresponding market indexes. Long-term corporate survivors under-perform the overall market. Writing in 2003, Foster calculated that the long-term appreciation of the capital markets as a whole in the United States had yielded a total return of about 12%, about 3% lower than the total bond return. He also noted that in the 1973-1974 period 80% of the equity wealth in United States at that time was wiped out. He did not comment on the aftermath of the 2000 tech bubble that brought the NASDAQ, peak to trough, from about 5000 to about 1000 – - another 80% decline.

From 1997 to 2002 the Dow Jones Average grew at a collective annual rate of only 4.9% in revenue, 4.0% in gross profit, and .05% in after-tax profit. If the five strongest performers of Home Depot, Merck, Microsoft, Wal-Mart, and CitiGroup are excluded, the numbers drop to 2.3% and 1.6% respectively – - about the rate of inflation – - and after-tax profit goes negative (Treacy, Double-digit growth: How great companies achieve it – - no matter what, 2003). Growth is the key to the death or life of a corporation; what does not grow atrophies, withers and eventually expires.

And these days growth is dependant on innovation more than ever before.

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Will Tomorrow Be Like Today?

No!

We wish it would… and we live our lives like it will. We project an improved status quo on to the future. The truth is we just don’t see the forces that are shaping our soon to be new reality.

We need to detect what’s going on in the periphery of our world – what’s happening at the edges. It is at the outskirts of our day to day routine that we might notice change. We need to do more than notice though. We need to analyze whether those emerging forces are going to impact us now or later. Mega-forces and trend changes look insignificant and innocent as they start to surface. But their dynamics can turn our world upside down if we act like an ostrich and keep acting like tomorrow will look just like today.

We need to dig into the new social and economic trends and the psychological yearnings of those around us. Then we have a chance of anticipating and adapting. Extrapolating from the past is an exercise in self deception. Explore what’s new and why. Otherwise a tidal wave of surprise will be upon us.

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The Strategist

The strategist and the innovation leaders must not fight the people driving the current performance engine; instead they must forge a partnership with their polar opposite. Respect means understanding and appreciating the endeavors of “good people doing good work”. It’s called honor. Some would say they want to “embed innovation into the very fabric of their company”. However the necessary activities of the builders of future engines are of a counterintuitive nature; the ingenious mindset walks and talks differently than the everyday workers who are diligently putting their heart and soul into the welfare of the current performance engine. Happy coexistence is the goal, not conformity, not uniformity.

The key point to understand is that when it comes to innovation, it is more about the strategist than the strategy. Strategy fails, generally, in its execution. Contrary and hidden agendas top the main reasons strategy is not put into action. When there is organizational-wide alignment growth is inevitable. However, where consensus is lacking and conflicting beliefs prevail, strategy is almost useless. People will continue to work at cross purposes draining energy from the company’s vitality and purpose.

The strategist leads the dream. The strategist is the peacemaker and the balancer. The strategist is the evangelist. The strategist is the one who builds hope and offers a brighter future. The strategist is the one who builds harmony and embeds respect. The strategist is the one who gives a sense of identity and purpose. The strategist is the one who makes the dream come alive for everyone.

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Consensus and Leadership

Consensus is not acquiescence or unanimity. It’s not giving up what we believe in. It’s about coming to better beliefs, about understanding the corporate purpose in deeper and more intimate ways. It’s about the courage to come out of our particular silo and to quit protecting our little piece of turf. It’s about transparency across the board. That won’t happen too often if a competitive spirit prevails. So consensus gets built when the organization becomes a safe and happy place to live. That only happens when the strategist embodies the truest kind of leadership. That leadership has the deepest respect and desire for the welfare of every member of the organization, and just as importantly, the same respect and desire for the people they market to and serve.

Strategic innovation is about us living the dream personally, identifying our common purpose, and leading everyone together into the unknown future. The future is about a better life for those we serve. That’s why we innovate. The present is about delivering our best. The future is about delivering much better than that. That’s why we have to build future S-Curves while the current S-Curve is still vibrant. That’s why we have to stay the course while reinventing ourselves.

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Balancing Present and Future

Established companies strive to achieve ever higher levels of productivity and efficiency, in fact they evolve to deliver such. The focus becomes serving their customers better than their rival competition. The perspective is short term and the long-term priorities of innovation are obscured by the tyranny of the urgent. Trimble says “innovation and ongoing operations are always and inevitably in conflict”. Rewards are for short-term achievement, where every process and activity is driven to be as repeatable and predictable as possible. This kind of performance engine is very powerful in driving efficiency and effectiveness, at least as long as the marketplace stays constant.

However, the power of repeatability and predictability also establishes great limitations for new organic growth. Innovation becomes the last thing a manager is trained to do. Their view of their marketplace becomes narrower, not wider. Metrics drive everything except the most important metrics for innovation; what innovation must measure is too often excluded. In fact, organizational design relentlessly keeps resources and investment trained on the current performance engine at the cost of any emerging S-Curve possibilities.

Still, staying the course must live side-by-side with reinventing at least part of the company. Front and center must be the understanding that while the current Performance Engine is the mainstay of the company, the inevitable reality is that its existence is only temporary. The company’s survival and prosperity is going to depend on the development of new performance engines and new S-Curves. Within the organizational culture it is critical that a mutual respect develops between those that drive the present and those that develop the future.

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Focus on the Dream

In many ways, we might be right to ignore competition. Keeping our eye on the other guy tends to keep our focus on our “in common” activities. That tends to “sameness” that promotes commoditization and margin erosion in our similar offerings. By contrast if we focus on the “jobs-to-be-done” in our market, we will go where no one has gone before. We need to know what frustrates, scares and delights our customers. We need to be able to make their life easier and simpler. For that they will cheerfully pay us a premium. If we will live in their world, they will live in ours. So first we keep our customers happy, satisfied, by optimizing our current Performance Engine. Then second we love them by building new engines that will bring them what they’ve never had.

Building new engines, new S-Curves is critical to our growth, for without organic growth, we first atrophy and then later die. It’s all about direction. However, putting together a new performance engine is anything but easy. Chris Trimble says “Organizations are not designed for innovation. Quite the contrary, they are designed for ongoing operations”.

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Stay the Course – Reinvent Yourself!

To a business owner or CEO, “Stay the Course & Reinvent Yourself” may sound like a choice between continuing on a given path or choosing another. However, the truth is that innovative firms continue being one thing while becoming something else; they bridge a paradox, a duality. Let’s think of our business in terms of “Performance Engines” or “S-Curves”.

Lifecycles and S-Curves

An S-Curve can be thought of as a lifecycle of any particular product, service or business model. We can use an S-Curve to explain innovative business performance over time. Our businesses thrive by successfully delivering some form of innovation to customers or users. Our performance starts slowly as we launch a particular business (or new product/service line) on a somewhat tentative basis as we experiment to find the right business formula. We are in the red for a while but eventually we learn enough to make the formula work. As our grasp of our market increases, our business performance (now heralded – - not as a formula – - but as a business model) moves from red ink to solidly black. We breathe a sigh of relief as all our sweat and blood start to bear fruit.
Then as the attractiveness of our offering spreads our performance accelerates; often our growth looks like an exponential upward curve. Our numbers and graphs feel like “straight up forever” … and we gasp to keep up to a newfound pace. Exciting new plans (that later look ridiculous in hindsight) are made with wild goals. Our very success attracts envy and imitation. It’s not long before competition brings “me too” products to market; saturation with the accompanying erosion of margins and profits is the inevitable result. The best and brightest in our industry react with innovation and new technology. Our business model (and just about everyone else’s in our marketplace) hits obsolescence.

As growth moves from acceleration, to de-acceleration, to flat, to down what does not change is the cost of the infrastructure that was built to support that amazing growth. That overhead is rarely jettisoned easily in a decline and it may turn into a deadly millstone around our neck that kills our life’s work. Not all of us can do turnaround management.

Our Lifeblood: Performance Engines

The S-Curve by its directional shape takes us from down-sloping during the investment startup stage, to flat as we go from red to black, to rising as we make a fortune in the acceleration stage, to flat as we lose our differentiation and position, to down again as the world goes flying past us. That’s why it’s the job of the strategist to be continuously building new S-Curves or Performance Engines. That’s why we must both stay the course and reinvent ourselves.

It’s the job of every top officer to drive the current Performance Engine. The performance engine is the lifeblood of the company – – the way by which everything operates, breathes and grows in our world. High-Performance is often defined as “consistently and enduringly surpassing industry rivals in market and revenue growth, margins and profitability, total returns and cash in the bank”. When we are at our highest performance we often don’t even notice jealous competitors.

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Copy Cat Your Way to Success – Part 2 – Market Validation

According to Rob Adams, author of If You Build It, Will They Come, more than 65% of new products introduced by established companies, with already entrenched products, will fail; for start-up companies the failure rate is over 90%. The probabilities for success, with a new innovation, increase dramatically when a Jobs-to-Be-Done analysis is done. Ulwick & Bettencourt claim an 80% innovation success rate when that analysis uncovers what customers really want (see Step 4: Generate Game Changing Ideas). That analysis focuses on individual customer needs. We can drive that 80% success rate even higher by looking at market analysis and segment examination.

Where to Jump In

Adams tells us markets can be analyzed from the perspective of four significant types of buyers: early adopters, early majority, late majority, and laggards. In the early adopter stage of market development, costs are high, volumes are low and the manufacturing learning curve is huge; it is very hard to make money because of the high initial costs of (1) manufacturing the innovation, (2) marketing from scratch, and (3) selling it through new channels and people. The learning curve is filled with expenses from experimentation.

Fast-Followers often jump in when a product hits a 5% share of the market. At this point, end-user demand is just starting to move towards mainstream. A significant problem is being solved so the user is willing to pay a premium price. Investment costs for sales and marketing are typically lower than the early adopter stage, but still substantial. The early majority stage is the most lucrative because high-margin products step onto a rocket ship of demand. The profitability eventually attracts aggressive competitors usually from companies in adjacent markets. In these hot markets, a land grab for market share is the norm; the strategy is to grow share at all costs.

Where Not To

The late majority stage occurs because the market approaches saturation and user demand begins to slow. Competition forces prices to drop and market share increases seem to come, not from new customers, but from grabbing them from competitors. Brand recognition and differentiation with features is the motif for survival. Niche innovation and disruptive services become the only islands of profitability that have the potential to create entirely new markets.

In the laggard stage, the market is completely saturated. Oversupply is everywhere. Only the consolidators survive. The only effective strategy is to become a consolidator or to sell out to one. Customers are acquired, not created.
The lesson to be learned about this four-stage market lifecycle, in terms of innovation, is that it is much easier to sell a product or service to a new customer than to go after competitor’s customers. So we can see where the greatest return for the least investment can be found. Also notable is that the early adopter stage is too expensive for most companies in terms of time, money and risk. It is better for us to look for opportunities in the early majority stage where markets are expanding and where, in particular, certain sub-sectors are growing at an amazing clip. While at first glance this may seem obvious, the vast majority of businesses neither understand nor heed this lesson. And, therein is the difference between a low and a high probability of success with new products and service innovation.

Proven Winners Quickly

Being a fast follower means knowing how to imitate products and services already “out there” that are starting to win; in other words, they are proven or near proven. With that proof, our innovation risk falls even further.
Oded Shenkar in Copycats tells us the principles of imitation are not only consistent with innovation, their practice enables even more innovation. Further, copycatting means being able to move at an even faster pace than doing pure innovation. In a world where our markets change so fast, our survival may depend on learning how to imitate effectively.

The Art of Imitation

The first thing to know about the art of imitation is that it must speak to the pain and deep needs of our customers and marketplace. We uncovered such frustration in our jobs-to-be-done discovery analysis. Secondly, we must choose according to our strategic plan and vision. Reverse engineering an exact replica usually leads to failure because we are trying to duplicate another firm’s skill set and capabilities. Our imitation must be developed based on our own know-how and best practices. We need to stay within what we are very good at instead of twisting ourselves into a pretzel to be something we are not. Imitation is a complex, intelligent and creative pursuit.
Copycatting can vary from simple replication and extension of existing models to the intricacies of importing ideas and recombining them. Whether working with a simple form or a whole system, the goal of imitation means achieving differentiation. That differentiation reflects what is best about our company and our ability to deliver something quite special. Copycatting fails when the form of imitation is just too rudimentary, or oppositely, it tries to combine contradictory business models; knowledge applications from other companies may not fit our processes and methodologies. We have to take what is out there and make it fit to who and what we are, to what makes us different and unique. We have to develop our own imitation models.

The imitation process should be systematic. It will include searching, spotting, sorting and contextualizing. It will also mean deep diving, referencing within our marketplace knowledge, and critically being in a constant state of readiness. Then there is the need for unique application and implementation.

Further, copycatting capabilities must be developed in a way that emphasizes rapid deployment. The speed of imitation can be thought of as a choice between three broad categories: Pioneer Importer, Fast-Second-to-Market, and Come-from-behind-Strategist. Picking appropriately between these three will depend on how well we know ourselves.

First in Everything?

Renowned business scholar Theodore Levitt famously said “not a single company can afford even to try to be the first in everything in its field”. So in addition to emphasizing timing, choices must be made in harmony with our own peculiar strategic answers to the fundamental questions of where, what, who, and how. We have to decide where we match and where we will play.

Rob Adams says finding our target audience, and understanding them in fine detail, is perhaps the most important choice we make sure on our path to success. That means developing the differentiation, features, and details of our product offering before we have even start building a prototype. Success means knowing in advance how viable our new product will be in getting to the pain in our marketplace; it means knowing that people will eagerly pay up to satisfy their frustration, itch or desire. How well does our innovation choice morph into a tangible product that we can confidently launch?

Getting Launched Fast

Once we are past the stage-gating (the process of narrowing our choices while progressively increasing funding to investigate the best ideas), we have to focus in on the development and launch of our choice. This means committing to a full-fledged initial and ongoing budget for both (1) setting up production, and (2) marketing it. The sales and marketing budget needs to be at least as big, if not bigger, than the production budget. Underfunding marketing is perhaps the biggest cause for failure; it is certainly the most common mistake innovators make. Not only should the marketing budget be over half of the project cost, it must continue after launch in a robust ongoing way. What happens in production and marketing after launch, in terms of making adjustments to what is being learned, is critical to whether good products make it, or not. We do not want to stop a few feet short of pay dirt. The after launch budget is the difference maker. We have to continue to invest in our choice.

The product development team should not only be cross-disciplinary but should also be populated heavily with an equal proportion of people from both production R&D and marketing. Multiple perspectives are helpful; but production needs to understand the marketing work, and marketing the production work; there is a critically needed balance.

On this team the details need to be worked out. Written product specs and schedules need to be laid out in clear and precise documentation. There will be a master Marketing Requirements document, and a master Product Requirements document. All the learning, and the interpretation of the marketplace data, needs to be turned into a rank ordered “required features list”. This will be based on a certainty of what the “minimum features” are required to satisfy the market’s itch. A “nice to have” features list will also be added (which will add some slack and flexibility to the decision-making process later on). Then a production schedule is worked out.

From this point forward a trade-off decision-making process will become front and center until the first product launch is made. Getting the product into the marketplace very, very quickly is vital. Being slow can mean losing the market opportunity. The more product features selected, the more difficult, slower and complex it will be to produce the product choice with any degree of quality. Going with fewer features means going to more specific, niched targets. That means going after a small target first, and then continuously adding more and more targets as learning and success is achieved. Gaining bigger market share comes about by adding niche after niche. The trade-off decisions change as adaptation is made to the learning. The after launch budget becomes the lifeblood of ensuing market share growth.

Hot Markets

Being fast to market means getting a market-demanded product out quickly. Moving fast is all about developing minimally acceptable feature sets for our target audience. In other words, we go after sub targets to whom we can sell and market to very cost-effectively… and in so doing generate life-sustaining revenue quickly. More effort and capital will flow to the sub-market sectors with the highest return potential. Multiple trial iterations (testing and retesting in real time in real markets) – – launching over and over again – – leads us to the high market pain opportunities. Those opportunities do not seem to last for long; they can disappear in a flash. That is why reducing our feature set and pulling in our shipping dates becomes the heart and core of our launch process. That is why we make multiple launches. Our market validation is our growing degree of success.

Copycatting gets us to markets fast and while they are still hot. It is more cost-effective than innovating from scratch. (There are times, though, that a market is so robust and virgin, with the opportunity so high, that waiting to be an imitator is silly.) However, most companies when they start to imitate are sloppy, undisciplined and overconfident. The good news is that we can learn to become highly skilled and disciplined in the art of imitation. After regularly and systematically uncovering the crying needs of our marketplace, we can set up our own fast to market machinery. Done right, we will cash flow early and abundantly, and then we can use that cash to grow market share.

Simple? Yes. Easy? No. Achievable with discipline? Yes. Fun? The most we will ever have!

How can we get started?

Just start noting what is new in your marketplace. Write it down in a journal. When you see customers excited ask them why. Ask them what is changing. Asking what would make them even more happy. Then put together a team of your best people, a team that represents a cross-section of your company. Ask them if they will commit to doing something new, unusual and exciting. Ask them to imitate your example of noticing and journaling. It will not be long before you have a copycat team eager to get into action.

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Copy Cat Your Way to Success

Part 1

According to Rob Adams, author of If You Build It, Will They Come, more than 65% of new products introduced by established companies, with already entrenched products, will fail; for start-up companies the failure rate is over 90%.

The probabilities for success, with a new innovation, increase dramatically when a Jobs-to-Be-Done analysis is done. Ulwick & Bettencourt claim an 80% innovation success rate when that analysis uncovers what customers really want (see Step 4: Generate Game Changing Ideas). That analysis focuses on individual customer needs. We can drive that 80% success rate even higher by looking at market analysis and segment examination.

Where to Jump In

Adams tells us markets can be analyzed from the perspective of four significant types of buyers: early adopters, early majority, late majority, and laggards. In the early adopter stage of market development, costs are high, volumes are low and the manufacturing learning curve is huge; it is very hard to make money because of the high initial costs of (1) manufacturing the innovation, (2) marketing from scratch, and (3) selling it through new channels and people. The learning curve is filled with expenses from experimentation.

Fast-Followers often jump in when a product hits a 5% share of the market. At this point, end-user demand is just starting to move towards mainstream. A significant problem is being solved so the user is willing to pay a premium price. Investment costs for sales and marketing are typically lower than the early adopter stage, but still substantial. The early majority stage is the most lucrative because high-margin products step onto a rocket ship of demand. The profitability eventually attracts aggressive competitors usually from companies in adjacent markets. In these hot markets, a land grab for market share is the norm; the strategy is to grow share at all costs.

Where Not To

The late majority stage occurs because the market approaches saturation and user demand begins to slow. Competition forces prices to drop and market share increases seem to come, not from new customers, but from grabbing them from competitors. Brand recognition and differentiation with features is the motif for survival. Niche innovation and disruptive services become the only islands of profitability that have the potential to create entirely new markets.

In the laggard stage, the market is completely saturated. Oversupply is everywhere. Only the consolidators survive. The only effective strategy is to become a consolidator or to sell out to one. Customers are acquired, not created.

The lesson to be learned about this four-stage market lifecycle, in terms of innovation, is that it is much easier to sell a product or service to a new customer than to go after competitor’s customers. So we can see where the greatest return for the least investment can be found. Also notable is that the early adopter stage is too expensive for most companies in terms of time, money and risk. It is better for us to look for opportunities in the early majority stage where markets are expanding and where, in particular, certain sub-sectors are growing at an amazing clip. While at first glance this may seem obvious, the vast majority of businesses neither understand nor heed this lesson. And, therein is the difference between a low and a high probability of success with new products and service innovation.

Proven Winners Quickly

Being a fast follower means knowing how to imitate products and services already “out there” that are starting to win; in other words, they are proven or near proven. With that proof, our innovation risk falls even further.

Oded Shenkar in Copycats tells us the principles of imitation are not only consistent with innovation, their practice enables even more innovation. Further, copycatting means being able to move at an even faster pace than doing pure innovation. In a world where our markets change so fast, our survival may depend on learning how to imitate effectively.

Part 2 next month

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Harmony & Collaboration

The CEO’s position now demands the skill set of a symphony orchestra conductor. Chris Trimble and Vijay Govindarajan (T & G) of the Tuck School of Business state “innovation and ongoing operations are always and inevitably in conflict”. That’s why the CEO must balance all parts of the orchestra.

Understanding Harmony & Collaboration

The unlikeliest partnership can be made to work powerfully when natural competitors become collaborators. According to T & G, the CEO achieves the resource balance (between ongoing operations and the commissioned innovators) by taking six specific steps:

1. Divide the Labor
2. Assemble the Dedicated Team
3. Manage the Partnership
4. Formalize the Experiment
5. Breakdown the Hypothesis
6. Seek the Truth

Dividing the Labor

Work on the innovation initiative can be shared between (a) staff in day to day operations and (b)those charged with developing the approved big idea. In that way, the assets and resources of the current performance engine can be leveraged for maximum benefit. Basically this means having the people in ongoing operations solving problems in the way they usually do, at their normal pace, under their same managers, at their own workstations. Work outside of the usual routine must be given to those on the creative team. The symphony conductor needs to feature the soloists in harmony with the orchestra.

Assembling the Dedicated Team

This team consists of the best people available both within the company and those that can be hired or contracted from without. These “go to” people form a talent pool that needs to be organized as if it was a new firm being developed from scratch. In smaller companies, the people involved will not be totally dedicated, working on the initiative only on a part-time basis. This is fine; the point is about their special skills, devotion and uncommon focus.

The goal is to create an organization (within an organization) that is qualitatively different than the core company with its tried and trusted business routines. That’s why having outsiders, youngsters and even corporate mavericks with fresh perspectives are so important. Every process is considered: incentives & rewards, metrics, titles & structure, job descriptions, interaction methods, cultural norms, supervisory power, and forces that shape behavior. Not everyone is comfortable in this environment, insiders team members, who find themselves uncomfortable should have an “out” to go back to ongoing operations. The “conductor” knows where to locate each instrument.

Manage the Partnership

The core company or current performance engine seeks to make every task, process and activity as repeatable and predictable as possible. The innovation team trying to create new performance engines is by nature the exact opposite: it lives in an uncertain, non-traditional, exceptional world of disrupting routine, status quo and assumption. Polar opposites can be synergized but only by anticipating and mitigating the inherent and inevitable strains and conflicts. Left unto itself tensions and rivalries will develop and may even escalate hostility or all-out war or perhaps, more dangerous, guerilla tactics.

Thus the senior leaders, led by the CEO, must constantly build and reinforce a relationship of mutual respect. Both functions must be seen as doing good work that is vital to each other’s future. Conflicts must be addressed from high places and quickly resolved. Rewarding shared staff from ongoing operations with incentives and targets is very helpful in keeping the collaboration “well oiled” and energized. There is a tendency for the innovators to get all the glory so building mutuality in success with the small things is very important. Hiring contract labor to help the shared staff with their routine tasks will help everyone put more heart and energy into their “big idea” initiative. Communication and alignment about the need for both the conventional and the innovative is the key to developing peaceful co-existence and harmony. Creative brilliance must be supported by the whole orchestra.

Formalize the Experiment

Each big idea pursued must be separated into its own project with its own distinct custom plan, unique forms of metrics and cost categories. Assumptions must be identified and then tested for their truth. Metrics need to be ranked and then turned into a scorecard that measures progress and success. The numbers are all about learning. Learning is a process of turning speculative predictions (or assumptions) about the big idea into reliable predictions; in other words, learning is about converting assumptions into knowledge. Experimenting is about writing down the plan and the prediction – - the “hypothesis” of what is expected to happen and why – - and then analyzing the differences between the expectation and the reality. Learning comes from the analysis and understanding the disparity between prediction and outcome. The discipline of openly discussing the data and results leads to the better understanding of what will work. In this manner failure can yield corporate learning and enable different approaches for the future. This progression minimizes the cost of failure and maximizes the probability of success. A brilliant symphony comes from extreme work in the details.

Breakdown the Hypothesis

Both diagnosis and learning from the unexpected happen more quickly when there is a clear hypothesis or predictive statement of cause and effect. In the early stages of the experiment, sketching out diagrams of cause (and potential) effect on large pieces of paper or whiteboards is far more helpful than a bunch of data on a spreadsheet. The sketch represents a set of conjectures about relationships, causal actions, possible outcomes as well as subsequent outcomes. The sketch creates a cause-and-effect map that creates a mind-map of the unknowns as well as linkages and assumptions. After best guesses are made, then relationship predictions can be tested with score-carding dashboards. Eventually the most critical unknowns will be identified. The whole orchestra needs to know and understand what is going to delight the audience.

Seek the Truth

As learning takes place, it is critical to be aware of emotions, attitudes and biases that will distort the interpretation of the data or results. Our human trait of being able to filter out data that does not reinforce our own pet theory can be lethal. Pre-existing beliefs make it hard to see straight and rationally. A cross-disciplinary business perspective from very different people on the team will help with the discovery process. Further, setting up “accountability” for (1) customizing planning processes, (2) results testing, (3) learning and new action in the uncertainty – - in a fair, disciplined and motivational way – - is a key responsibility for the CEO. This means creating a right mix of incentives and modestly positive rewards when initiatives fail despite good leadership. Motivational accountability greatly reduces risk and paves the path for a more certain and lucrative reward. Only the true learners will achieve breakthrough innovation. Emotional maturity, self-awareness, personal sacrifice and working for the whole orchestra’s greater good is where the harmony lies.

Keeping both ongoing operations and the creative team closely engaged in a rigorous learning process has the potential for unprecedented growth in the company. Humility, respect and visionary leadership on the part of the CEO can achieve this. Jim Collins in his groundbreaking Harvard Business Review article Level 5 Leadership points out that the most effective chief executives avoid the limelight in order to bring to the surface the very best in the people throughout the organization. It’s as if they establish a “collective will” to bring about the mission and vision of the company. Above all they love their people beyond any romance. Acting as a collective in harmony brings about the best of innovation. Innovation is a symphony of its own.

What to do now

T & G suggest forward-looking CEOs must do three things to reinvent their companies to meet the challenges of their rapidly changing marketplaces:

1. Keep Managing the Present
2. Selectively Forget the Past
3. Create a New Future

Most business leaders work under the assumption that their industry is relatively stable and static; however, these are the ones that realize – - too late – - that changing the direction of their company actually takes years while their business environment is evolving and shifting far more rapidly than their expectations. Critical change actually takes place in a nonlinear quantum leap fashion.

This is the theory, so what can you do right now? If you are supported by senior people invite them to join you in completing this useful exercise that will help the CEO balance the demands of both managing the present and creating future:

Write down all the important initiatives underway (or contemplated) in the company. Put them on 3 x 5 cards and separate them into the three categories above. Now might be time to leave them on a wall overnight and then revisit them the next day to be sure all the initiatives are covered and in place. Put business performance improvement ideas into pile one. Put obsolescent or underperforming products and services into the second pile. Ideas for the far future, several years out, into the third pile. Then rank order the ideas in each pile. Consider the values, dreams and vision of the stakeholders, founders and other people who energize the company. Finally balance or harmonize what can be done now, over the course of the next 24 months. Use this analysis to develop a top 10 with at least two cards from each category. Have one card from each category to work on during the coming quarter. In order for there to be a future, the present needs to be well managed. Parts of the past need to be abandoned. Then go catch up with the future.

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