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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Innovation is a Symphony, a Harmony, and a Romance

Turning Ideas into Extraordinary Value

To be an effective business leader these days takes more than the usual business skills. What has become necessary is developing “soft skills”. The CEO’s position now demands the skill set of a symphony orchestra conductor. That means having a deep love not only for the company but also for all its stakeholders. While no one seems to put it this way, the healthiest organizations run best when the CEOs romance their people. That deep caring is critical when balancing and harmonizing the many dynamics in the organization. Orchestrating that special music throughout the company is what innovation is really all about. When the corporate citizenry feel valued and important, they become more disciplined, more intense and more creative. Not every CEO has the courage to be a romantic or an innovative pacesetter.

Who really wants to innovate? Who wants to take small, manageable risks in order to achieve a blockbuster success? Who is deliberate in planning a breakthrough?

Stuck in the Status Quo

According to Keith McFarland (author of The Breakthrough Company, a five year study of 7000 growth firms) only 14% of CEOs want to transform their companies. The truth is the other 86% really just want to preserve their status quo; they want their future to be an extension of the present… as if going from “here” to “there” is some type of linear, predictable process. Managing the present with (1) performance excellence and (2) continuous improvement amidst (3) astonishing complexity and (4) hyper competitiveness, all this seems to be more than enough for them. Who would want to do more than just navigate “the numbers” for the next quarter or two? “Get lean. Stay lean. Push marketing for another 5%, somehow.” These three (lean, lean, push) items often top the CEO’s wish list.

The uneasy feeling comes from (1) risk aversion, (2) discomfort from uncertainty, (3) the unwillingness to cannibalize faltering business units, and (4) the inability to do more than project the future from past success. In a fast changing world filled with technological and social change, treading water is a scary thought. The reality is driving the numbers from current operations is the lifeblood and sustenance of any company: it will provide the cash flow for future growth. The current “performance engine” must fund future performance engines, whatever those engines turn out to be.

Risky Business

Innovation is thought to be a very risky business (and it can be if not well managed) but the risk of staying the same is also be fraught with peril. The gnawing feelings are too often not acted upon as the tyranny of the urgent tends to offer a salve to both conscious and unconscious concerns.

Still some of the 14% of CEOs manage to be proactive, balancing the needs of the present with the need to invent their future. Condemning the dying parts of the past is always painful. Judging what to keep and what to throw away compounds the pain but making such decisions eventually makes everything easier. Realizing that risk really can’t be avoided, and that doing nothing is in itself is a very real (and possibly an even greater) risk, adopting a well-thought-out proactive plan of change is perhaps one of the best ways to achieve a more peaceful business life. Uncertainty tends to no longer matter as soon as commitment is made to create a new future.

Innovation Ambition

Authors Chris Trimble and Vijay Govindarajan (T & G) of the Tuck School of Business say “innovation begins with ambition” as leaders go beyond the realm of the “mere” possible. They take on smaller, bite sized problems, within their capabilities that they deem “worthy” of their corporate resources. They decide to build new capabilities and deepen learning in their core skills. Building new skills not only tends to ensure the long-term viability of their company as a whole, but it also satisfies the itch to seek out new opportunities.

Unfortunately, the moment a commitment is made to innovate the future, “ongoing operations” (the current performance engine) naturally goes into a resource competition with those responsible for developing that future. That political battle is the nature of the beast. It’s why innovation is frustrating and difficult. It’s why CEOs need to act as romantic symphony conductors.

Resistance

It falls to the CEO to anticipate the specific organizational dynamics that will confront any real effort to innovate. Organizations need to be organic and evolving; “homeostasis” is the watchword for counteracting growth and becoming sterile. To overcome this resistance to change a CEO must be the chief driver of the innovation initiative(s) – – it’s a job that can never be delegated. The CEO is the only position with the knowledge and power to balance the competing demands for scarce resources of the current performance engine with the need to create new performance engines. This can only be done with CEO leadership power and romance.

Ironically, innovation runs into even stiffer resistance after it begins to demonstrate a show of success and promise. T & G state “innovation and ongoing operations are always and inevitably in conflict” because “organizations are not designed for innovation but for ongoing operations to deliver consistent and reliable performance”. That’s why power from the top is critical; innovation champions and heroic inventors on their own will always be crushed on the wheel of predictable earnings. That’s why the CEO must balance all parts of the orchestra.

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Building the Innovation System

One goal in this blog is to show that an innovation system can be put in progressively over time, in a step-by-step fashion. So let’s consider what we do with our newly found, critical insights. The goal is to consistently generate exceptional ideas that can actually transform a part of our company’s value chain. In other words, while innovation can spawn new products and services, that is only the tip of the iceberg in terms of what can be really done to ultimately revolutionize the organization.

It’s not so much new ideas as it is new practices and methods that will revitalize your organization. That means you harvesting exciting new business models, processes, formulas, marketing approaches, and a dozen other key business components. It all starts with applying innovation to your understanding of the needs customers desperately want help with.

Innovation can be boiled down to the collective power of collaboration. Long-term, stable innovation teams must be part of any innovation system. These special teams exist to understand and create new customer insights.

Such game-changing flashes of insight can almost always be traced back to a team’s dedication, hard work and collaboration. It is almost always a story of group genius. Rarely, if ever, can such creative insight be traced back to a single lone guru.

Realizing full creative potential comes when widely diverse team members exchange perspectives in a safe, free-flowing, timeless state… as they combine and recombine what has previously worked for them in their very different worlds of the past. Simply put, innovation is all about recombination. In many cases, team collaboration results from “living together, eating together, and discussing their project constantly”, in a playful but almost obsessive way.

Ten Team Building Principles

How do we get these types of innovation teams working?

1. Encourage the best people to volunteer: the financial rewards, the status, the power, the promotions all seem to come from the company’s main existing business, the performance engine that fuels the rest of the company. Yet the really turned-on people work for more than the usual incentives. They want to make a difference. They want to create. They want to have impact. They want the self-satisfaction of knowing they are making the world a better place.

2. Populate the team with a cross-section of the company: Innovation teams need to be not only talented but also diverse. Not so much diverse by ethnicity (which can be quite important) as much as diverse by variety of business function and perspective. Understand that it is the recombination of successful ideas from different industries and domains that gives potency to an innovation recipe. Depending on the size and the nature of the organization, innovation team players can be part-time or full-time, rotational or permanent, single focus or multi project. In other words, the members of an innovation team can be drawn from anywhere in the company (or even from outside the company); they can be assigned to the team temporarily or permanently. They can work on the innovation projects full-time or part-time; they can work on one team or several teams; just one project or maybe three or four.

3. As much as possible keep the teams stable and permanent: like a fine wine, teams improve with age. Trust, harmony and synergy must be learned. Collaborative teamwork is orchestrated by combining personal knowledge-based skills, soft interpersonal finesse, and the humility to put team output above personal success.

4. Develop the team charter from both top-down and bottom-up: Direction from above – - which connects the team to the vision, values and passion ( or “fire”) of the organization – - can provide the discipline, focus and energy to build excitement into the innovation process. When a new group forms, everyone on the team is going to come with hidden personal agendas, fears, and certain character/personality flaws. In order to bring trust, safety and fun to their interactive processes, it is important that the team build their own set of protocols and rules. Attitude cannot be dictated but teams can learn ways to bring the best out in each other.

5. Make asking new and better questions a primary function of the team: breakthrough ideas come from reframing the way we think about problems. Good reframing is a result of better questions The way old problems were approached needs to be abandoned. Fresh perspectives will allow new problems to be posed and reframed as groundbreaking questions, questions that no one has ever thought to pose before. Quality questions lead to new exploration in potentially fertile ground.

6. Put a few collaborative techniques in place: teams need to be taught collaborative techniques. Theatre-type Improv and the “Yes, and…” method are two examples of such. The Improv technique brings out spontaneity as each team member is inspired to add to an evolving story (or idea); each builds on the previous member’s creation in the same way as improvising comedians perform on stage to deliver a completely original fantasy. The “Yes, and…” rule was developed by Pixar to deal with the delicate egos of people who had to be inventive and ingenious in their everyday work. By starting with the word “yes”, a critic delivering constructive feedback would first affirm the new creation, and then suggest a way it could be a little better. This device kept the artists in high gear on a day by day basis. Every innovation team has to improve their own methods and techniques that helps their ideas flow.

7. Between meetings keep the communication flowing with a few simple tools: e-mail and telephone work best; there is a variety of project and idea-organizing software out there which can be very helpful. Be careful though because such software can also cause the work to bog down. What goes on between meetings is at least as important as what goes on in meetings. “Eat, drink, breathe the project”, alone and with each other; that’s what can develop… and that’s a good thing.

8. Teach the team to listen to each other on a very deep level: The usual team behavior sees the participants primarily engrossed in planning their own words and proposals. That’s the ego at work hoping to soon show how smart it can be. True listening has to do with a very high level of respect, admiration or even awe, for the person-hood and unique importance of the one advancing some type of relevant information. From listening comes trust, from trust harmony, and from harmony comes flow.

9. Make the goal to be constantly building on each other’s ideas: that’s what makes the whole team go. Deep listening extends the ideas (that have just been proposed) into a new combination, a new joint creation. The teamwork required to do this is often unacknowledged or even invisible, yet there is always a common focus and dedicated goal that is always at the forefront. Lots of small ideas lead to a series of sparks; no one comes up with that single flash of insight because the overarching critical insight is built from those sparks over time.

10. Let the team know they have the luxury of time: when it comes to innovation patience is a virtue. It’s called incubation. The unconscious mind needs time and space to yield its brilliant output. No one may demand of it constantly. Each member’s current creative action will only take on special meaning later, after it is been woven into different ideas, created by the other team members. Meaning comes from better and better context. Ideas, and later insights, become more important as they are considered, reinterpreted and applied by the rest of the team. Team dialogue builds trust as a sequence of small ideas leads to new thinking spaces; eventually, a long chain of small incremental ideas leads to a critical insight. The combination of key insights is what leads to the breakthrough innovation. So given time and incubation, the team can help the business combine just the right ideas in just the right structure.

So what can your innovation team do with newly found, critical insights about the customer’s pressing and very important needs? Here is a place to get started:

Suggested Innovation Exercise

Develop New Value Propositions:

If you don’t have an innovation team assemble one. If you already have one, reorganize it so you feel like you are starting from scratch. Then start applying the 10 principles above; use a diary to record your observations about the new team’s developing dynamics.

Give the team a specific challenge to tackle: have them pick a frustrating customer problem – - one that you know they will pay premium money for a solution. It must be something you and your competitors are partially solving at the moment, but not all that satisfactorily. Have the team list all the consequences – - good, bad or otherwise – - of the existing solutions.

Next to each consequence, get them to generate an ideal or fantasy solution; let them be very creative here. What they are going to do is start with the most perfect solution they can imagine and work backwards from there. Then the team compares the existing solutions to the imaginary ones, looking for the biggest gaps. They are looking for the biggest increase in value or satisfaction for the customer.

The team then picks three value gaps to begin investigating as innovative opportunities. Each needs to be feasible and robust. Each can be eventually solved by the expertise within your company. Finally, from these gaps, the team begins generating exciting new value propositions for these customers. If the team utilizes all ten principles, their output will provide extraordinary new insight.

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