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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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.

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”.

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.

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.

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.

What we can do now:

While we digest what all this means for our own leadership role, perhaps it is time to examine the wide-ranging scope of innovation in terms of our own company. What we can offer is an innovation checklist that will help identify where you sit in terms of developing your own future performance engine.

If you would like that checklist, e-mail info@paclead.com

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Innovation: The Need for Focus

Big ideas come from insights that center on solving customer problems. Not everyone would exercises agree with this; some think that the best ideas come from wild and woolly brainstorming, unfocused ideas that get way “outside the box”. However, the facts speak otherwise. Researchers have shown that over half of the commonly used brainstorming techniques, intended for corporate creativity, don’t work and can actually take you completely off point. Amongst the worst are activities that focus solely on imagination, expression of feelings, free associations and imagery. These tools may actually reduce the output of ideas that can work.

The corporate suggestion box can similarly be a black hole that stifles innovation as soon as employees figure out their best ideas frequently end up in oblivion. Ending up with too many unfocused ideas wastes precious time and resources. The result is a struggle to evaluate, sort, categorize and then manage all these random submissions, in a vain attempt to select the ideas “most likely to succeed”. No wonder, a 2010 Denning Dunham study revealed that only one in twenty five business innovation initiatives meet with any degree of success.

Similar problems arise with online forums, ideation programs, venturing units, and various other schemes to generate ideas. What they all lack is context and a framework for guiding creative energy. None of these concepts work in isolation; they all need to be part of a process, a synergistic system.

Structuring A Process

As a rule of thumb, most corporate innovation starts out with a bang and then dies quicker than the latest business fad. Why? One reason is that people find it easier to put forward ideas they already have than to go to the critical work of coming up with new ones. “Thinking is hard – - that’s why so few people do it” Henry Ford is reputed to have said.

A second reason is that not enough commitment is given by senior management to make the initiative work: “damn the torpedoes, full speed ahead!” Without real leadership, very little of anything goes anywhere.

Third, innovation happens too often on an ad hoc basis rather than as a business process. Periodically, serendipity and good luck produce surprisingly good results. However, these one-hit wonders – - because of their very success and monetary reward – - only set the company up to fail later. Random success cannot be duplicated. When the one-hit wonder dies of old age, the infrastructure to support it becomes a very heavy burden that too often sinks the company.

Sustainable innovation that can drive the business forward needs to be set up as a system (in which skill, expertise and knowledge are deeply embedded into the enterprise). Without such a system the output will be sporadic at best. Learning will turn out to be negligible, execution will be mediocre and results anemic.

Further, without an in-place system (including well-structured, highly-committed innovation teams) employees will constantly face capacity, time and motivation issues around their participation. Such ad hoc innovation will usually lead to continuous power struggles for needed resources.

Posted in Change, Innovation, Leadership, Uncategorized | Leave a comment

Blackberry’s Research In Motion (Rim, Rimm): Victim of its Own Success

“Four years ago we beat Microsoft…. However, overconfidence clouds good decision-making.”

Back when I was an investment executive, we had a saying that went something like this “when they start hanging art on the wall, it’s time to short the stock!” In Blackberry’s case, head knock Jim Balsillie was out trying to buy NHL franchises, which I guess is sort of like art. It seems that dealing with our own success is one of the most difficult things a human being can do. We are in a fight with an 800 pound gorilla, our own unchecked ego.

Nothing will ruin a good executive faster than uncontrolled emotion. I am not talking about gut hunches that many managers rely on because those gut feelings are really nothing other than accumulated intuition. What I’m talking about is what our grannies all told us: “when you start to believe your own press clippings, look out!” The reason granny is so smart and so wise is she has lived through so much pain over and over again, repeatedly witnessing that ingrained human flaw that is deeply embedded within all of us mortals. Without humility, we become victims of our own success.

As Research In Motion goes through a billion-dollar profit reversal, as reported yesterday, the Toronto Stock Exchange loses yet another fair-haired child. Canada’s innovative leader has let itself become yet another ordinary dullard.

We need humility to get past ego. In our smallness, we have a chance of understanding what made us big, our ability to read and adapt to our changing marketplace. When we stay small in our own eyes, we can truly love and serve our customers. When ego takes over, we grow blind as we attempt to reverse roles to make our lowly customers serve us egomaniac types.

Life can be pretty simple for the diligent. Nothing extraordinary has to happen except to develop our talents and skills and use them for true service. Never has it been more real that the best leaders work on behalf of those who need to get a job done. Leaders facilitate workers and users to create new value. They don’t go out purchasing crown jewels for themselves.

One BlackBerry employee decided to take a huge risk, possibly sacrificing himself for the Research in Motion team in order to reason with senior management. He spoke with as much wisdom as any outside management consulting team could. Below is his letter; underlining and emphasis is ours to make obvious the lessons of innovation:

Cited from: http://www.bgr.com/2011/06/30/open-letter-to-blackberry-bosses-senior-rim-exec-tells-all-as-company-crumbles-around-him/

June, 2011

“I have lost confidence.

While I hide it at work, my passion has been sapped. I know I am not alone — the sentiment is widespread and it includes people within your own teams.

Mike and Jim, [Lazaridis & Balsillie, dual-CEOs] please take the time to really absorb and digest the content of this letter because it reflects the feeling across a huge percentage of your employee base. You have many smart employees, many that have great ideas for the future, but unfortunately the culture at RIM does not allow us to speak openly without having to worry about the career-limiting effects.

Before I get into the meat of the matter, I will say I am not part of a large group of bitter employees wishing to embarrass us. Rather, I believe these points need to be heard and I desperately want RIM to regain its position as a successful industry leader. Our carriers, distributors, alliance partners, enterprise customers, and our loyal end users all want the same thing…for BlackBerry to once again be leading the pack.

We are in the middle of major “transition” and things have never been more chaotic. Almost every project is falling further and further behind schedule at a time when we absolutely must deliver great, solid products on time. We urge you to make bold decisions about our organisational structure, about our culture and most importantly our products.
While we anxiously wait to see the details of the streamlining plan, here are some suggestions:

1) Focus on the End User experience

Let’s obsess about what is best for the end user. We often make product decisions based on strategic alignment, partner requests or even legal advice — the end user doesn’t care. We simply have to admit that Apple is nailing this and it is one of the reasons they have people lining up overnight at stores around the world, and products sold out for months. These people aren’t hypnotized zombies, they simply love beautifully designed products that are user centric and work how they are supposed to work. Android has a major weakness — it will always lack the simplicity and elegance that comes with end-to-end device software, middleware and hardware control. We really have a great opportunity to build something new and “uniquely BlackBerry” with the QNX platform.

Let’s start an internal innovation revival
with teams focused on what users will love instead of chasing “feature parity” and feature differentiation for no good reason (Adobe Flash being a major example). When was the last time we pushed out a significant new experience or feature that wasn’t already on other platforms?
Rather than constantly mocking iPhone and Android, we should encourage key decision makers across the board to use these products as their primary device for a week or so at a time — yes, on Exchange! This way we can understand why our users are switching and get inspiration as to how we can build our next-gen products even better! It’s incomprehensible that our top software engineers and executives aren’t using or deeply familiar with our competitor’s products.

2) Recruit Senior SW Leaders & enable decision-making

I’m going to say what everyone is thinking… We need some heavy hitters at RIM when it comes to software management. Teams still aren’t talking together properly, no one is making or can make critical decisions, all the while everyone is working crazy hours and still far behind. We are demotivated. Just look at who our major competitors are: Apple, Google & Microsoft. These are three of the biggest and most talented software companies on the planet. Then take a look at our software leadership teams in terms of what they have delivered and their past experience prior to RIM… It says everything.

3) Cut projects to the bone.

There is a serious need to consolidate our focus to just a handful of projects. Period.

We need to be disciplined here. We can’t afford any more initiatives based on carrier requests to squeeze out slightly more volume. Again, back to point #1, focus on the end users. They are the ones making both consumer & enterprise purchase decisions.

Strategy is often in the things you decide not to do.

On that note, we simply must stop shipping incomplete products that aren’t ready for the end user. It is hurting our brand tremendously. It takes guts to not allow a product to launch that may be 90% ready with a quarter end in sight, but it will pay off in the long term.

Look at Apple in 1997 for tips here. I really want you to watch this video because it has never been more relevant. It is our friend Steve Jobs in 97 and it may as well be you speaking to RIM employees and partners today.

https://www.youtube.com/watch?v=3LEXae1j6EY

4) Developers, not Carriers can now make or break us

We urgently need to invest like we never have before in becoming developer friendly. The return will be worth every cent. There is no polite way to say this, but it’s true — BlackBerry smartphone apps suck. Even PlayBook, with all its glorious power, looks like a Fisher Price toy with its Adobe AIR/Flash apps.

Developing for BlackBerry is painful, and despite what you’ve been told, things haven’t really changed that much since Jamie Murai’s letter. Our SDK / development platform is like a rundown 1990?s Ford Explorer. Then there’s Apple, which has a shiny new BMW M3… just such a pleasure to drive. Developers want and need quality tools.

If we create great tools, we will see great work. Offer shit tools and we shouldn’t be surprised when we see shit apps.

The truth is, no one in RIM dares to tell management how bad our tools still are. Even our closest dev partners do their best to say it politely, but they will never bite the hand that feeds them. The solution? Recruit serious talent, buy SDK/API specialist companies, throw a truckload of money at it… Let’s do whatever it takes, and quickly!

5) Need for serious marketing punch to create end user desire

25 million iPad users don’t care that it doesn’t have Flash or true multitasking, so why make that a focus in our campaigns? I’ll answer that for you: IT’S BECAUSE THAT’S ALL THAT DIFFERENTIATES OUR PRODUCTS AND ITS LAZY MARKETING. I’ve never seen someone buy product B because it has something product A doesn’t have. People buy product B because they want and lust after product B.

Also an important note regarding our marketing: a product’s technical superiority does not equal desire, and therefore sales… How many Linux laptops are getting sold? How did Betamax go? My mother wants an iPad and iPhone because it is simple and appeals to her. Powerful multitasking doesn’t.

BlackBerry Messenger has been our standout, yet we wasted our marketing on strange stories from a barber shop to a horse wrangler. I promise you, this did nothing to help us in the mind of the average consumer.

We need an inventive and engaging campaign that focuses on what we are about. People buy into a brand / product not just because of features, but because of what it stands for and what it delivers to them. People don’t buy “what you do,” people buy “why you do it.” Take 3 minutes to watch the this video starting from the 2min mark:

http://youtu.be/qp0HIF3SfI4

6) No Accountability – Canadians are too nice

RIM has a lot of people who underperform but still stay in their roles. No one is accountable. Where is the guy responsible for the 9530 software? Still with us, still running some important software initiative. We will never achieve excellence with this culture. Just because someone may have been a loyal RIM employee for 7 years, it doesn’t mean they are the best Manager / Director / VP for that role. It’s time to change the culture to deliver or move on and get out. We have far too many people in critical roles that fit this description. I can hear the cheers of my fellow employees now.

7) The press and analysts are pissing you off. Don’t snap. NOW IS THE TIME FOR HUMILITY with a dash of paranoia.

The public’s questions about dual-CEOs are warranted. The partnership is not broken, but on the ground level, it is not efficient. Maybe we need our Eric Schmidt reign period.

Yes, four years ago we beat Microsoft when everyone said Windows Mobile with Direct Push in Exchange would kill us. It didn’t… in fact we grew stronger.

However, overconfidence clouds good decision-making. We missed not boldly reacting to the threat of iPhone when we saw it in January over four years ago. We laughed and said they are trying to put a computer on a phone, that it won’t work. We should have made the QNX-like transition then. We are now 3-4 years too late. That is the painful truth… it was a major strategic oversight and we know who is responsible.

Jim, in referring to our current transition recently said: “No other technology company other than Apple has successfully transitioned their platform. It’s almost never done, and it’s way harder than you realize. This transition is where tech companies go to die.”

To avoid this death, perhaps it is time to seriously consider a new, fresh thinking, experienced CEO. There is no shame in no longer being a CEO. Mike, you could focus on innovation. Jim, you could focus on our carriers/customers… They are our lifeblood.

8) Democratise. Engage and interact with your employees — please!

Reach out to all employees asking them on how we can make RIM better. Encourage input from ground-level teams—without repercussions—to seek out honest feedback and really absorb it.

Lastly, we’re all reading the news and many are extremely nervous, especially when we see people get fired. We need an injection of confidence: share your strategy and ask us for support. The headhunters have already started circling and we are at risk of losing our best people.

Now would be a great time to internally re-brand and re-energize the workplace. For example, rename the company to just “BlackBerry” to signify our new focus on one QNX product line. We should also address issues surrounding making RIM an enjoyable workplace. Some of our offices feel like Soviet-era government workplaces.

The timing is perfect to seriously evaluate at our position and make these major changes. We can do it!

Sincerely,

A RIM Employee

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Measuring 63 Best Practices of Innovation

Copyright February 1, 2012 Andrew Petrick: all rights reserved

There are a lot of Innovation surveys floating around out there – some highly useful; others not so much. Measuring the relative importance of key innovation activities give us a starting point in understanding what an individual company needs to do next. We are looking for highly important innovation practices that are not satisfactorily being addressed.

Innovation is a process that when implemented in its key elements universally bring a high degree of long-lasting success. Researchers Joe Tidd and John Bessant have identified perhaps the six most important elements and we have added a seventh, senior leadership.

The innovative process has four fundamental steps:

• Search: finding the right innovation opportunities
• Select: knowing what to choose and why
• Implement: understanding how to make it happen
• Capture: turning success into value

These steps need to be enveloped within:

• Organizational Health: people prosperity drives innovation
• Senior Leadership: driving today into tomorrow
• Strategic Clarity: converting vision, values and skills into focused energy

Let’s begin with an understanding of your firm’s goals:

Instructions

We want to measure in two dimensions: how important or relevant each “best practice” below is to your company, and how satisfied you are in the way it is being executed by your people:
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
UN-IMPORTANT :::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::: IMPORTANT
……..1……………..2…………………3…………………4……………5……………….6……………….7…….
Completely – - Mostly – - Somewhat – - Neither – - Somewhat – - Mostly – - Completely
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
UN-SATISFIED :::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::: SATISFIED
……..1……………..2…………………3…………………4……………5……………….6……………….7…….
Completely – - Mostly – - Somewhat – - Neither – - Somewhat – - Mostly – - Completely
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

NOTE Abbreviation – IPS: innovative process, product and/or service

Rate from 1-7 the (1) importance and (2) level of satisfaction (at your company) of each of the following:

A. Desired Changes to Address

1. Your Innovation Goals

1. Increase IPS and/or current product quality
2. Minimize IPS and/or current production cost
3. Increase in IPS and/or current production flexibility
4. Improve IPS incrementally
5. Develop breakthrough IPS
6. Widen product mix
7. Increase new IPS revenue percentage
8. Increase in market share
9. Create new markets
10. Create new business models
11. Overcome product obsolescence
12. Minimize regulatory issues
13. Improve environmental conservation
14. Improve work safety
15. Improve organizational health, culture & leadership

B. Best Practices

2. Your Organization’s Innovative Health

1. Continually and systematically develop people
2. Structure organization to enable ideas to flourish
3. Enable rapid decision making
4. People communicate bottom-up, top-down and laterally
5. Remove barriers & boundaries
6. Ability for people to challenge status quo
7. Recognize & non-financially reward innovative behavior

3. Your Personal Leadership

1. Understand IPS process from idea to launch
2. Commit to IPS as a personal responsibility
3. Design and shape the IPS process
4. Support & empower IPS team members; allocate robust resources
5. Lead go/kill IPS project decisions
6. Measure & scorecard key IPS project results
7. Tie IPS metrics to executive compensation

4. Your Innovation Strategy

1. Convert vision, values and skills to business goals & IPS philosophy
2. Measure needs, size, potential of key and adjacent market arenas
3. Assess your firm’s distinct competencies, core strengths, & learning capabilities
4. Integrate & decide IPS long-term commitments
5. Define broad IPS goals & tactical objectives
6. Build & monitor IPS strategic roadmap
7. Design go/no-go scorecard priorities for IPS ideas

5. Search for Your Opportunities

1. Part One – Build Idea Generation Systems

1. Select effective & functionally diverse team members
2. Charter teams & keep them stable from idea to launch
3. Review industry developments (trends, shifts & new technology)
4. Systemize understanding needs of customers, marginal users & prospects
5. Prioritize & select identified needs against strategy & available resources
6. Develop processes to search for ideas; focus methods on selected identified needs
7. Build a classification system to store ideas by category

2. Part Two – Idea Generation Methods

1. Brainstorm with staff on pre-selected needs
2. Investigate new business models
3. Network with researchers & industry executives for ideas
4. Invite suppliers and users to help identify crying needs & unusual ideas
5. Brainstorm with suppliers and users on pre-selected needs
6. List copycat competitors (fast follower approach) to possibly imitate
7. Investigate potential purchase or joint venture with small innovative companies

6. Your Selection Process

1. Part One – Systems

1. Establish your “why” from vision, values & strategy
2. Adapt strategic scorecard to measure and rate selected ideas
3. Build a reward & risk analysis system that rates & chooses IPS projects methodically
4. A stable team judges & recommends an idea to develop, test & fast-track
5. CEO approves by allocating resources & budget; concentrates on only a few of the best
6. Review completed & abandoned projects (share learning internally)
7. Maintain a portfolio of future potential IPS projects

2. Part Two – Analysis

1. Ability to respond to marketplace change
2. Examine customers’ total processes
3. Follow entire value chain processes
4. Explore IPS proposals with internal departments, customers & suppliers
5. Plan scenarios (alternative target segments)
6. Compare present IPS to future market needs
7. Measure IPS fit comparing corporate competencies & market needs

7. Your Implementation System

1. Systemize development processes & stages from conception to launch
2. Divide all approved ideas into 3 or 4 strategic categories
3. Budget: coordinating teams, team mix, time & resources to each IPS category
4. First thoroughly research concepts before any engineering; then prototype
5. Reiteratively test, discover & redesign (from scratch) IPS survivors for each next stage
6. Continjuosly narrow the portfolio by making go/no-go decisions from conception to launch
7. Increase critical resources after each stage until successful launch

8. Capturing New Value from Success

1. Convert IPS learning into repeatable methodologies & know-how
2. Strengthen relationships & networks into ongoing partnerships
3. Reinforce staff harmony & personal meaning from work
4. Build energy & dreams
5. Reposition company brand & entrench your success
6. Reinvest new revenue into future performance engines
7. Be prepared to reinvent, unlearn & abandon your past successes

Next post we will address how to build a formula to rate which best practices to pursue first.

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Identifying Needs That Drive Satisfaction

One place where innovation tends to get stuck is in accurately “defining user needs”, their struggles and drudgery, what they really want even if they don’t consciously know it. Usually, customers are not qualified to know what solutions are best – - that’s the job of the innovator. In fact, customers have a very hard time articulating what tools, products or services they want; but, with the guidance of the innovator, they can become very good at specifying what they are trying to do and what “outcomes” would make them happy.

To avoid confusion in how we are using these terms, consider what “needs” are not. Needs are not solutions. Solutions are the outcome of innovation; solutions are the means by which unmet needs are satisfied. Neither are needs specifications, for specs define outcomes. In the same way, needs are not a technology, or a product or service’s feature-benefit.

In the context of innovation, needs are best described as the “requirements”, the job they are trying to get done or done better. We are being very precise in our definitions here because clarity on these distinctions is foundational to the innovation process we are describing.

The key to success in innovation is knowing precisely and in a standardized way what buyers and users are trying to do. Proper interviewing and mapping techniques with accompanying structured, stereotyped feedback can make all the difference in the world. It can turn a 70 to 90% failure rate for new product introductions to a plus 80% success rate for all types of innovations. (When was the last time Apple brought out a product that wasn’t wildly successful?) The reason this can be done is because (1) individual needs can be isolated and classified (as “jobs-to-the-done”) and distinctly rated from unimportant to very important, and (2) the degree those same needs are being fulfilled can also be ranked from satisfactory to very unsatisfactory. This means innovators can accurately identify very important customer needs that are going unmet. In other words, we go from flailing around in the dark to intimately understanding where we can help right now and possibly in a very big way.

The innovative “breakthrough” comes because resources can be focused on a desperately crying need or set of needs. This way we focus on meeting a big need and avoid focusing on small needs. Demand is certain and the only critical variable is the skill set of the innovator. Most reasonably successful companies are highly skilled organizations. If the company’s old performance engine worked well, then the new performance engine based on innovation should work even better.

According to two decades of pioneering work done by Anthony W. Ulwick and Lance A. Bettencourt, there are essentially three critical functions: (1) Mapping User Needs, (2) Structuring Standardized Statements on (a) jobs-to-be-done (b) desired outcomes, & (c) constraints, and (3) Quantifying same with a very simple formula. Put another way, you deconstruct into its elements what the buyer is attempting to do; then you break down those elements into a series of very simple but precise questions; and finally, you put the responses to those questions into numbers (metrics) that will make it obvious what to prioritize as innovation projects.

A New Way To Identify Unmet Needs

People “hire” a service or product to get a job done. By doing a detailed analysis of “getting the job done”, it is possible to discover many opportunities for innovation. The Customer Centered Innovation Map (Harvard Business Review, May 2008) focuses on Job Mapping that deconstructs any given job from beginning to end. It breaks down the central task a customer wants done into a series of discrete process steps. The purpose of Job Mapping is to get a complete view of all the points at which a user, at each step of the job, might hope for more help from a particular service or product. One goal of the Job Map is to gain insight about the biggest drawbacks of each particular service, tool or product being used at a certain point in time. The opportunity to innovate exists in eliminating the drawback by making the job simpler, easier, or faster.

A skilled interviewer is needed to generate a Job Map and the corresponding statements (job & outcome). For any given innovation project, about 15 separate interviews are required: a combination of one-on-one and small group interviews. Each small group counts as one interview. Clients or prospects can be the target, but in each case it is best if they are as distinct and diverse from each other as possible. The interviewer can usually capture 20 to 30 high-quality job (tasks steps with a defined purpose) or outcome statements (measures of success) in a single hour. After 15 interviews, it is not unusual to have uncovered 80 to 100 unique and important customer needs. These needs can later be evaluated and prioritized.

Ulwick and Bettencourt have pioneered a comprehensive discipline for understanding the unmet needs of customers. The process involves following a structured approach for the creation of a Job Map. Before beginning the eight steps used for creating such a Job Map, it is useful to ask context questions that will get the users talking: “What makes this job challenging, inconvenient or frustrating? Time-consuming? What are the pitfalls? What causes the job to go off track? What aspects of this job are wasteful?” In other words, they become focused when asked about what they know best and what the “job” is which they use a product or service to do. At the same time, it is vitally important to steer away from talking about solutions, possible improvements, features and benefits. Going there confuses the issue of what is the actual job and its outcome.

In creating a job map, the purpose is NOT to find out “how” the user is executing a job; rather the aim is to discover “what” a user might be attempting to get done at each point in executing a job AND what has to happen at each of those junctures in order to successfully complete the job process. Following the Ulwick Bettencourt “Universal Job Map” reduces the likelihood a certain job step will be overlooked or incorrectly combined with a different task. Missing a step in the map means a critical corresponding outcome may not be seen; dissatisfaction with any outcome is where each innovative opportunity lies.

When a buyer hires a service to get multiple jobs done, it is usually obvious what the core job is – - it’s the foundation for achieving all the other jobs. So start by mapping your customer’s core job associated with your product or service; micro mapping can be done later as needed. In the lumber business, the core job may be building a home, putting up a fence, refurnishing a kitchen, adding a garage, painting a chair, buying a drill, cutting a board, etc. Begin defining the execution step by deconstructing the most central tasks to the job. Then define pre-execution steps (what must happen before the core execution step) and post-execution steps (what has to be done to know the job is successfully completed). Defining isolates the role each step plays in the process of getting the job done.

After the steps are identified, the innovator can often create value by (1) improving the execution of a specific step; (2) eliminate the need for certain work inputs or outputs; (3) remove an entire step or transfer the step; (4) address an overlooked step; (5) re-sequence the steps; (6) change the physical location of a step; (7) alter the time a specific step is carried out. Once you have defined the context of and the job you are focused on, the Universal Job Map (as defined by Ulwick and Bettencourt) has nine main components or steps:

1. Define: plan, select, determine. What has to be known and decided before starting a job. Determine the objectives of the job. Assess which resources are necessary and available. Plan the approach for each task to be done. The innovator can help customers understand their objectives better, simplify their resource planning process, and possibly modify the amount or type of planning needed.

2. Locate: gather, access, retrieve (needed items or inputs). What items have to be located before doing the job. Is there a checklist for both tangible and intangible requirements? Innovators may focus on streamlining this process by making components easier to identify and gather, or more available, or by eliminating the need for some items altogether.

3. Prepare: set up, organize, examine (the environment and materials to be used). What preparation work is needed before doing the job? The innovator can find opportunities by looking for ways to make set up less difficult by creating checklists, guides and safeguards, perhaps by automating preparation processes or organizational tasks.

4. Confirm: validate, prioritize, decide. What checklists or verification steps are needed to ensure successful execution? This involves verifying before proceeding that the working environment and materials required are proper in quality, function and capacity and that the particular job-to-be done is still the top priority. Innovators might help buyers gain better information and feedback that they need to confirm potential delays, readiness, and decide among execution alternatives; they might also find ways to build confirmation into the locating and preparing steps.

5. Execute: perform, transact, administer. What is the customer going to do to get the job done successfully and consistently? The usual goals are to achieve optimal results while avoiding problems and delays. The most fruitful area for innovators is to provide the know-how by which customers can gain real-time feedback and automatically correct execution problems.

6. Monitor: verify, track, check (whether adjustments need to be made or unexpected problems need to be resolved). What needs to be monitored to ensure successful and consistent execution? Innovators need to pay attention to the costs of poor execution. When time consuming or demanding monitoring can be made more passive by solutions that call attention to problems or relevant changes, very significant value can be created.

7. Modify: update, adjust, maintain. What modifications need to be made as a result of monitoring the quality of execution? Modification is often uncharted and dangerous territory for the customer as the search is made for the right adjustments; it can be very time-consuming, costly and frustrating. Innovators will find ways to help get execution back on track and keep it on track. Anticipation actions in support of predictable problems can be most valuable.

8. Conclude: store, finish, close. What steps need to be followed to properly conclude the job. Many things must still be done when the core job has already been completed. Users often find such steps burdensome because they want to move on to the next job. Innovators can find opportunity by helping users to simplify their closing processes; other value can be created by helping to integrate some of the closing tasks into earlier steps.

9. Troubleshooting: What types of problems need troubleshooting during the course of doing a job? Look for ways to speed up the troubleshooting process. Can root cause be more easily identified? Are symptoms often mistaken for root cause? What type of troubleshooting happens over and over again? Can it be eliminated?

Once a Universal Job Map has been completed, each step can be broken down into sub tasks or component jobs-to-be-done; with each comes a clear purpose of achieving a desired outcome. 50 to 150 outcomes are typically generated from the one core job process. Think of each job and desired outcome as an opportunity to innovate: the devil is in the details and so is the innovator’s reward (as well as the eager customer’s satisfaction). That’s why it’s important to list all possible outcomes of each job so a key opportunity is not missed.

The next step in the Customer Centered Innovation Map is to turn the jobs-to-be-done into brief, simple “Job Statements”, “Outcome Statements” and “Constraint Statements” (what’s blocking job effectiveness – we do not provide details on developing Constraint Statements here since they are quite similar to Job Statements). In these statements the opportunities can be numerically identified and prioritized, taking the guesswork out of finding deep customer needs.

Structuring Standardized Statements

The goal of uncovering real user needs is pursued by considering the jobs they’re trying to get done and the outcomes they’re hoping to achieve. A job statement defines (1) an action (the “verb”), the reason a service is hired. It also contains (2) the “object” of the action, i.e. “the what”, as well as a (3) “contextual clarifier” that might give the “where” or “when”; optionally, an illustrating (4) “example” or two can help remove any vagueness about what is meant. For instance:

Determine (action verb) where your car is parked (object of action) when at a public event (contextual clarifier) such as “write down the parking lot section letter when going to a football game”(example).

The statement should not contain any proposed improvements, solutions or possible features and benefits. They only cloud or confuse what the vital action might be. The purpose is to isolate and identify each elemental action. A good statement fleshes out what the user is really trying to accomplish, not just list a task that gets them there. Getting down to the root action is known as “validating”. It is the difference between an invalid step, “check the monitor”, and a valid step “get the patient’s vital signs”.

An outcome statement defines (1) the direction of improvement (universally stated as the two words “minimize” or “increase”), (2) a unit of measure (a category such as time, frequency, number, probability – - not the specific metric or measurement taken at a certain point in time), (3) the object of control, or desired outcome (what is hoped to be accomplished), and as in the job statement (4) contextual clarifiers & (5) optional examples. For instance:

Minimize (direction of improvement) the amount of (unit of measure) paint wasted (object of control) when it is poured from one container to another (contextual clarifier) – - roller pans, smaller cans, and sprayers (optional examples).

The outcome statement helps the user to judge how well a particular job is getting done. The collective set of outcomes personifies the users’ value model (the overall level of satisfaction for the core job). Knowing what outcomes users are trying to achieve gives the innovator short-term and long-term direction in choosing specific ideas and technologies to pursue.

Following a standard structure for the format of each statement is critical. Otherwise, inconsistencies between statements will bias and confound the results; such skewing may mean missing the best opportunities. Statements need to be as brief as possible, exact words should be consistently repeated as much as possible, and language must be simple and obvious to all involved. Variety in word and format is the enemy here. Statements should parallel each other in a consistent ordered structure. The more uniform the statements are, the easier it will be to pick out important variables and identify focal points.

Once job and outcome statements are completed, then the importance of each job and the satisfaction of each outcome can be investigated. This is the primary reason a core job is mapped and broken down into individual statements. When important jobs are not well satisfied, there is a screaming need and a breakthrough innovation opportunity. The need intensity can be mathematically calculated.

Prioritizing Unmet Needs

Tony Ulwick developed an effective formula for quantifying and prioritizing unmet needs. The following section provides you with a simple way to take gathered data and create measures that identify the ideal target opportunities. While valuable information comes out of the interview process, a survey of a larger population is often valuable for validating whether your findings are valuable to a larger market. The process of creating metrics would work for either the initial 15 interviews or for a targeted larger population.

The job and outcome statements - – usually 50 to 150 – - are now put into a survey instrument (a questionnaire). A statistically valid (a well diversified customer and prospect cross-section) representation of the innovation target pool is now polled. Typically a number between 180 and 600 people is best. The participants are asked to rate “the importance” of the each job and outcome statement. A scale of 1 to 5 is employed where 5 means critically important while 1 means not important at all. Then the participants rate “satisfaction” where 5 shows total satisfaction and 1 complete dissatisfaction. The answers are tabulated and scored.

The survey results will ultimately show which markets (as represented by individual jobs) are over-served and under-served. The extent of opportunity will also be revealed. The opportunity will be expressed as a specific number generated by a very simple calculation.
In his formula, Tony Ulwick shows opportunity to equal its “importance” plus the “difference between importance and satisfaction”. The difference can never be less than zero; this is because high satisfaction must not diminish the fact that any particular job is important. So as A + B = C (where B>=0):

IMPORTANCE plus (IMPORTANCE minus SATISFACTION) = OPPORTUNITY

IMPORTANCE is expressed as a percentage and restated as a number between 0 & 10. The percentage is the number of 4s and 5s, “important” and “very important”, divided by the number of responses (the total number of 1s, 2s, 3s. 4s and 5s). This number is then reduced by one decimal point: 99% becomes 9.9, 70% becomes 7.0, 33% becomes 3.3, etc.

Likewise SATISFACTION is expressed as a percentage of 4s and 5s and converted by one decimal point. If IMPORTANCE minus SATISFACTION is a number less than zero, it is stated as 0.

For example, when a statement is rated as 77% in importance and 23% in satisfaction, the formula is:

7.7 + (7.7 – 2.3) = 7.7 + 5.4 = 12.1

Likewise, when a statement is rated as 23% in importance and 77% in satisfaction, the negative number in “B” becomes zero and the formula is:

2.3 + (2.3 – 7.7) = 2.3 + 0 = 2.3

The 12.1 number represents a highly important but poorly satisfied job; the 2.3 number represents a fairly unimportant job that is executed with a high degree of satisfaction. These final numbers represent the opportunity score for any particular job or outcome. Opportunity scores of 15 or better represent compelling areas of opportunity that must not be ignored. While rare in mature markets, they are quite common in newer markets. Scores between 12 and 15 represent easy pickings for the innovator. Scores between 10 and 12 often prove to be worthwhile areas to investigate. Scores below 10 are generally unattractive but not always. There can be opportunity where jobs are both important and well satisfied. Obviously, the higher the score the greater the priority should be. The need to be served cries out.

High opportunity scores represent underserved markets. With existing customers there is the opportunity to get a job done better or to get more jobs done. New customers can be gathered by helping them do jobs others are already doing or by helping them do a job no one is doing yet. Of course this means stretching beyond existing distinct capabilities and core competencies into developing new and related skills. The stretch is the difference between stagnation and progress. Innovating companies are learning organizations.

The scores also reveal where markets are over-served. Over-served means satisfaction ratings are higher than importance ratings. When the market is over-served there are usually three courses of action to take: (1) move onto another possible innovation project and halt all effort in this area – - making additional improvements will just prove to be a waste of time and resources – - innovation will add cost but not additional value; (2) innovators can look at cost reductions i.e. remove costly functions to widen the market to those that would be happier with lower-priced “good-enough” solutions; (3) engage in disruptive innovation which means taking out costs along multiple dimensions by creating a lower cost business model that others in the industry might find difficult to match. Often new markets can be found by introducing a less-costly, lower-performance product.

Lead with Needs

Having a system to capture customers’ deepest and most pressing needs is critical to innovation. Usually, all critical needs can be identified with clarity and certainty. The needs can be prioritized for importance and opportunity. Key unmet needs in the marketplace become the focal point for aligning know-how, resources, people and strategy. The company’s current performance engine (way of making money) can be invigorated; new performance engines with brand-new solutions can be built to ensure a positive future.

With this clarity, core markets can be grown, opportunities can be capitalized upon in adjacent markets, new markets can be discovered, and existing markets can be disrupted. Success is never certain; but, the path towards it can be mastered in a way that creates substantial improvements in a company’s innovative advantage.

Confidence comes from having customer-defined metrics that serve as the baseline for investigation of any marketplace; that market can be more easily understood in terms of jobs-to-be-done (people buy drills to create holes – the job to be done). The job, not the product or service solution, is the most elementary unit for analysis and the basis for further exploration. The Job Map breaks down complexity and cloudiness into identifiable opportunities. Those opportunities can be prioritized with hard numbers instead of wishy-washy guessing and hoping. Practicing these well-practiced company disciplines ensures the needs of the customer becomes central to the innovator’s thinking, while personal opinion, intuition and past experience becomes secondary and subservient.

Most importantly, the mystery and most of the uncertainty disappears from the innovative process. The rigorous controlled approach based on customer-defined metrics enables the generation of valid breakthrough ideas at the right time and place. Formulating growth strategy becomes simple and effective; value creation becomes straightforward.

Without a solid understanding of the true needs in the marketplace, innovation is a gamble. The scattershot approach is a hesitant one that allows no focus, no concentration of resources and people, no “damn the torpedoes, full speed ahead!” It seems to be the pursuit of serendipity. No wonder for all the techniques, skill-sets and brilliance, so many innovation projects only have only a 10-20% chance of succeeding.

Would you like to boost your innovation success rate to four out of five, or even higher over time? The disciplines described in this study are the core elements to a breakthrough innovation discipline that is being applied with an above 80% innovation success rate. We hope this article clearly shows you that there is a much better path to innovation. Success improves and the risk of failure is reduced as you become more certain about the critical unmet needs in your marketplace. The value of these disciplines is only realized as they are embedded into the day-to-day practices and mind-set of an organization. The result is an innovative capability that is hard for anyone to match. Do you want a bigger market share? Fatter margins? Much happier customers…. Well?

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