This document discusses how to hire for innovation and help teams become more innovative. It provides 3 key things to look for when hiring: a track record of invention, T-shaped expertise, and a passion to change the status quo. It then outlines 5 behaviors exhibited by the most innovative companies and executives: questioning, observing, networking, associating, and experimenting. These behaviors include techniques like 5 Whys questioning, observing customers, conducting internal and external networking, brainstorming associations through deep dives, and quickly experimenting through pilots and prototypes. The overall message is that these hiring criteria and innovative behaviors can help make teams and companies more innovative.
In this workshop, we will start with a discussion on the importance of diversity in a well balanced founding team. We will then explore how to work effectively in a team setting. We will cover how to define clear roles and responsibilities for each team member, coming up with effective decision making processes, dealing with task and interpersonal conflict and more. We will explore ways for extraverted and introverted team members to have equal contribution so everyone’s voice can be heard.
Once you know what you want to do it is time to build ideas that have a chance to deliver on your objectives. Contrary to the belief that the ability to build ideas is limited to a select few, there are tools, techniques that can help any team build better ideas.
Better problem formulation
Effectuation (looking for ideas at home with the resources you have)
Systematic search for stimulus and diversity
Techniques to continue building ideas
With these tools and techniques the process is clear, but clear does not mean easy. Removal of fear and an ongoing action focus is the “secret sauce” that can pull everything together.
Deliverable: New ideas that have a good chance of being on strategy; meaningful and unique
In this workshop, we will start with a discussion on the importance of diversity in a well balanced founding team. We will then explore how to work effectively in a team setting. We will cover how to define clear roles and responsibilities for each team member, coming up with effective decision making processes, dealing with task and interpersonal conflict and more. We will explore ways for extraverted and introverted team members to have equal contribution so everyone’s voice can be heard.
Once you know what you want to do it is time to build ideas that have a chance to deliver on your objectives. Contrary to the belief that the ability to build ideas is limited to a select few, there are tools, techniques that can help any team build better ideas.
Better problem formulation
Effectuation (looking for ideas at home with the resources you have)
Systematic search for stimulus and diversity
Techniques to continue building ideas
With these tools and techniques the process is clear, but clear does not mean easy. Removal of fear and an ongoing action focus is the “secret sauce” that can pull everything together.
Deliverable: New ideas that have a good chance of being on strategy; meaningful and unique
The Truth About Startups: What I wish someone had told me about entrepreneurs...Yevgeniy Brikman
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This is the talk I gave at MIT's Martin Center for Entrepreneurship. It's a talk I wish someone gave me when I was in college to help me think about the role of entrepreneurship and startups in my career.
You can find the video of the talk here: https://www.youtube.com/watch?v=Rus32iR_Ag0
Based on 4 years of research with over 400 companies - there are companies that succeed and companies that fail. The biggest difference between winners and losers is smart winners make good, even mediocre, ideas great over time.
This lecture introduces the ABCs of Innovation
A = Alignment
B = Build ideas
C = Communicate and Check
S = Learning Systems
And explains why a systematic application of these stages of development can help you build ideas faster while reducing the risks of failure.
Focus, Focus, Focus - The one thing that makes a differenceStephan Schmidt
Â
Focus is the difference between me-too and success. Many companies have lost focus. But how to focus? The focus pyramid of personal, organizational and strategic focus startups and enterprise can regain lost focus and beat the competition.
I attended the Behance 99% Conference in May of 2012. It was a very inspirational and fascinating experience. These slides capture some of my impressions, as well as some direct quotes from conference speakers.
This course covers what is Innovation and why everything needs to start with alignment.
If you don’t know where you’re going... Chances are you won’t get where you want to go.
Alignment is the foundation of effective growth and Innovation. It is about finding what is important to you (MISSION) and matching this with what the market wants (NEEDS) and plan to deliver and extract value. It is also about an honest assessment of who you are. (CULTURE)
Deliverables: After this course you will be able to identify 3-4 True North priorities for your company /division (True north) priorities can be:
1. Changing what you are doing and why
2. Changing how you work to generate or extract more value
3. How to work smarter and / or get your culture supporting your innovation objectives
Re-Launch You: Career Transition Tactics and ToolsCatherine Morgan
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Losing your job can take a toll on your emotional and physical well-being. It is completely normal to experience every emotion on the spectrum.
However, this is also a great opportunity to step back and thoughtfully evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what situations worked - and didn’t work - for you. It is a time to reconnect with your values and goals.
In this talk we will explore:
• How to determine your right next step
• How to keep yourself out of the emotional dips
• Why mindset is as important as tactics
• How to navigate around the potholes of age, salary, extended time in transition, etc.
• How to stay focused and on track with your job search
This talk will help you see how career transition can be a time of opportunity and possibility, and why fortune favors the bold.
This deck is a presentation on 5 Core Qualities Every Leader Must Have. The talk was given by Omolara Shitu. She is a Group Head Client Service at Brooks and Blake.
My presentation to UT Engineering's KTE mentorship program on 4/22/2019. It's primarily a presentation of the ideas of "Designing Your Life" by Bill Burnett and Dave Evans, how I used those ideas in my own career transition, and how specifically it could apply in the context of UT Austin.
Disclaimer: I'm not associated with the book or its authors, and the views expressed may not reflect the views of the authors or UT Austin. All opinions are intended for educational purposes and do not replace professional judgement.
Collaboration Contracts by Diane Zajac & Doc Norton at #AgileIndia2019Agile India
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Not all team decisions need to be made by the entire team. There. Someone said it. In some cases, we can trust a single individual to make the decision because they have the most experience and insight. In other situations, we want a variety of interests and perspectives included to ensure a well-considered, unbiased decision. But how do we decide who and what and when?
Put down the RACI chart - there's a better way! A Collaboration Contract is a simple tool that allows team members to opt into conversations and decisions. With a Collaboration Contract, teams identify the decision makers, and through an open selection process, establish their desired level of autonomy. This is a not a decision-making tool, but a tool for assembling the decision making team with clear expectations and agreements.
Join Diane and Doc in this hands-on workshop where you will learn what it takes to run your own Collaboration Contract. Learn this powerful technique today and establish clearer decision making for your team tomorrow.
More details:
https://confengine.com/agile-india-2019/proposal/8523/collaboration-contracts
Conference link: https://2019.agileindia.org
The Truth About Startups: What I wish someone had told me about entrepreneurs...Yevgeniy Brikman
Â
This is the talk I gave at MIT's Martin Center for Entrepreneurship. It's a talk I wish someone gave me when I was in college to help me think about the role of entrepreneurship and startups in my career.
You can find the video of the talk here: https://www.youtube.com/watch?v=Rus32iR_Ag0
Based on 4 years of research with over 400 companies - there are companies that succeed and companies that fail. The biggest difference between winners and losers is smart winners make good, even mediocre, ideas great over time.
This lecture introduces the ABCs of Innovation
A = Alignment
B = Build ideas
C = Communicate and Check
S = Learning Systems
And explains why a systematic application of these stages of development can help you build ideas faster while reducing the risks of failure.
Focus, Focus, Focus - The one thing that makes a differenceStephan Schmidt
Â
Focus is the difference between me-too and success. Many companies have lost focus. But how to focus? The focus pyramid of personal, organizational and strategic focus startups and enterprise can regain lost focus and beat the competition.
I attended the Behance 99% Conference in May of 2012. It was a very inspirational and fascinating experience. These slides capture some of my impressions, as well as some direct quotes from conference speakers.
This course covers what is Innovation and why everything needs to start with alignment.
If you don’t know where you’re going... Chances are you won’t get where you want to go.
Alignment is the foundation of effective growth and Innovation. It is about finding what is important to you (MISSION) and matching this with what the market wants (NEEDS) and plan to deliver and extract value. It is also about an honest assessment of who you are. (CULTURE)
Deliverables: After this course you will be able to identify 3-4 True North priorities for your company /division (True north) priorities can be:
1. Changing what you are doing and why
2. Changing how you work to generate or extract more value
3. How to work smarter and / or get your culture supporting your innovation objectives
Re-Launch You: Career Transition Tactics and ToolsCatherine Morgan
Â
Losing your job can take a toll on your emotional and physical well-being. It is completely normal to experience every emotion on the spectrum.
However, this is also a great opportunity to step back and thoughtfully evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what situations worked - and didn’t work - for you. It is a time to reconnect with your values and goals.
In this talk we will explore:
• How to determine your right next step
• How to keep yourself out of the emotional dips
• Why mindset is as important as tactics
• How to navigate around the potholes of age, salary, extended time in transition, etc.
• How to stay focused and on track with your job search
This talk will help you see how career transition can be a time of opportunity and possibility, and why fortune favors the bold.
This deck is a presentation on 5 Core Qualities Every Leader Must Have. The talk was given by Omolara Shitu. She is a Group Head Client Service at Brooks and Blake.
My presentation to UT Engineering's KTE mentorship program on 4/22/2019. It's primarily a presentation of the ideas of "Designing Your Life" by Bill Burnett and Dave Evans, how I used those ideas in my own career transition, and how specifically it could apply in the context of UT Austin.
Disclaimer: I'm not associated with the book or its authors, and the views expressed may not reflect the views of the authors or UT Austin. All opinions are intended for educational purposes and do not replace professional judgement.
Collaboration Contracts by Diane Zajac & Doc Norton at #AgileIndia2019Agile India
Â
Not all team decisions need to be made by the entire team. There. Someone said it. In some cases, we can trust a single individual to make the decision because they have the most experience and insight. In other situations, we want a variety of interests and perspectives included to ensure a well-considered, unbiased decision. But how do we decide who and what and when?
Put down the RACI chart - there's a better way! A Collaboration Contract is a simple tool that allows team members to opt into conversations and decisions. With a Collaboration Contract, teams identify the decision makers, and through an open selection process, establish their desired level of autonomy. This is a not a decision-making tool, but a tool for assembling the decision making team with clear expectations and agreements.
Join Diane and Doc in this hands-on workshop where you will learn what it takes to run your own Collaboration Contract. Learn this powerful technique today and establish clearer decision making for your team tomorrow.
More details:
https://confengine.com/agile-india-2019/proposal/8523/collaboration-contracts
Conference link: https://2019.agileindia.org
Final cycles overview jan 2019 with toolkitBryan Cassady
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Scaling up is hard and deadly if done wrong. We would like to help you get it right.
This presentation introduces the ABCs method of innovation and provides toolkits you could use to grow fast while reducing riks
Details
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
Build a Culture to Encourage Learning, Creativity and CollaborationBizLibrary
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Eve Ash will lead you on a simple path to explore the 10 foundational steps to ensure your people love learning, collaborate productively and develop their potential to be creative and innovate. These steps will help you create a learning culture within your organization that allows continual growth and development of your biggest asset: your people.
When your people adopt a growth mindset, there's no limit to the benefits that will positively impact your business.
In this webinar, you'll learn to:
Uncover inner career passion
Switch on personal power
Connect to discovery delight
Find the respect torch
Discuss an idea every day
Develop collaboration strategies
Encourage problem solving
Celebrate shortcuts
Reward creative ideas
Laugh and learn from challenges
Mitarbeiter sollten im Mittelpunkt stehen und als Life Cycle betrachtet werden, vom Employer Branding, Recruiting bis zum Zeitpunkt an dem der Mitarbeiter das Unternehmen verlässt und darüber hinaus. Im Gegensatz dazu wird heute leider der Mitarbeiter in seiner Funktion und nur in der Interaktion mit unterschiedlichen Funktionen des Unternehmens gesehen.
You are under-staffed, over-worked, and behind on your commitments. Your “Go-To” person just quit, leaving an unbelievable loss of knowledge which you cannot even begin to comprehend. Are the old-school ways of attracting talent (advertising on job boards, filtering resumes, interviewing candidates) not working? Then this session is for you. The tables have turned—the balance of power has shifted from the employer doing the hiring to the employee landing the job. Employees are operating as free agents now more than ever before. Business leaders must learn how to build teams that engage employees as sensitive, passionate, creative contributors. There is a visible shift needed—from trying to enact the perfect hiring schema—towards focusing on building an irresistible organization to attract top talent. Join Catherine in this hands-on working session to learn how the traditional HR strategy hiring isn’t going to work anymore. Learn how to hack this traditional hiring system to find the right people for your team, how to interview a potential new team member with empathy, learn what new team members will expecting from their new companies, so that you may attract the top talent you need to deliver and delight your customers.
Innovation is Everyone´s Responsibility and Why Innovation MattersStefan Lindegaard
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Innovation is Everyone´s Responsibility and Why Innovation Matters
Here you get my slides from a recent presentation in Turkey where I was asked to provide perspectives on innovation through two important questions / lenses:
Why innovation matters? My key message is that innovation matters if your company wants to stay relevant – and survive. It is that simple. Just consider this piece of information:
At the current churn rate, 75% of the S&P 500 firms in 2011 will be replaced by new firms entering the S&P500 in 2027. There is so much change and it is happening so fast. Innovation can mean many things, but it is a general understanding that it helps you fight irrelevance and helps you drive change rather than becoming a victim of it.
Innovation is everyone´s responsibility. I work with innovation on three levels; incremental, radical and “in between”. The latter is often the most relevant because it can really change things and have a strong impact while companies have a good chance of succeeding with this with the right setup, processes and people. Radical or disruptive innovation is highly desirable, but it is also very difficult to achieve. It requires a lot of luck as well as the right framework and conditions for this luck to happen. Very few organizations succeeds here.
While everyone in an organization should contribute to incremental innovation, I don´t think everyone should work with radical or “in between” innovation – at the same time that is. Most people just have to focus on the getting their daily jobs done. However, every employee should be given an opportunity to contribute to radical and “in between” innovation through corporate programs that could be based on the concept of intrapreneurship, incubators, accelerators or something similar.
When it comes to getting people to understand that everyone actually can contribute to all three levels of innovation, I like to use the Ten Types of Innovation framework by Doblin as it is a simple and visual concept that can open the eyes of the “unusual suspects” when it comes to innovation contribution.
Well, check my slides and let me know what you think. I am of course open for discussing a session or talk near you :-)
Designing for Agile Delight! Customer Obsessed Innovation at IntuitAtlassian
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Innovating effectively in an Agile environment is no easy feat. Learn how Intuit applies an innovation culture and their own "Design for Delight" (D4D) process to deliver and enhance their enterprise agility program—and keep both internal teams and customers happy.
Explore this unique process around customer-driven innovation, deep customer empathy, and how to navigate rapid iterations with customers. Learn about how they applied their agile D4D process to solve key customer problems, and leave with the knowledge of how to deliver both features and customer delight.
Unlocking Innovation: Training Teams and Individuals to Have Every Day Breakthroughs
In order to stay ahead of the competition, people and teams must be creative and innovative. The key to success is engaging in ways of thinking that inspires breakthroughs. Science and technology is about using talent and skills to create possibilities. Did you know that there are proven tools to inspire teams to have every day breakthroughs? Uncover hidden talent on your team; learn strategies that are not only fun and creative, but also just might help you create the next breakthrough.
Learning Outcomes: Improve leadership skills to motivate, inspire, and foster innovation within an organization
At the end of this seminar participants will be able to:
a) Explore leadership skills that encourage creativity
b) Learn techniques and tools that support an inventive mind
c) Play games that inspire creativity and innovation
Phil Dillard, Black Ant, @PhilD0210
The objective of the Lean Startup 101 training is to introduce the concepts, terminology and approaches — and, to help organizations overcome resistance accepting the new approach so that exploration and learning can begin. This practical, interactive session will provide a solid foundation for advanced sessions, including the Lean Startup 201 & 301. This training is designed for practitioners in both the enterprise and in startups who are relatively new to the Lean Startup approach or who are seeking a quick refresher. Lean Startup 101 is a perfect way to kick off your week of Lean Startup!
Thanks to Lean Startup Co.’s law firm, Orrick, for being the sponsor for this track.
3. “Dynamic range of what average person can accomplish and
what the best person can accomplish is 50 to 100:1. That’s
why we go for A+ players.”
~Steve Jobs
4. 3 things to look for
when hiring:
•Track record of invention
•T shaped expertise
•Passion to change status quo
22. Tip: hold qst brainstorming session to come up with 50
questions; use whiteboard or post-it notes
23. Exercise time!
5 Whys?
-Find a partner
-Pick one challenge (commercial risk, V&AT
issue etc) and share it
-Partner will ask you “Why” until you got to
the core of the issue
-Switch!
24. Exercise time!
Yes, but….
–everyone stand up & find partner
-ask them about one thing that he/she wants to do
-than say “Yes, but”…
- change partner!
-do it fast, be provocative, play! Change partner and
ask a different question, in a constructive way:
…and what if?
57. What are some of the things you can do
to start innovating more? Top 3?
5 behaviors
•Questioning (5 Why, Why not, What if)
•Observing (go out)
•Networking (internal formal and
informal & external)
•Associating (team deep dive after first
3 phases, other industries)
•Experimenting (pilots, testing key
hypothesis quickly)
Editor's Notes
…”small group of A+ players can run circlers around B or C players”
But firstly, how to hire people who are already doing it?
Practice by Virgin, Google, Amazon. Virgin say it is easy to recognize such people as they are cheeky, honest, amusing, questioning, disruptive, intelligent and restless|”. Google reads CVs backward
Virgin say it is easy to recognize such people as they are cheeky, honest, amusing, questioning, disruptive, intelligent and restless|”
T shaped expertise is highly sought after by companies like IDEO – deep knowledge of one area (like pharma) and broad knowledge of few other other areas
In case youwere wondering, this is passion (famous baseballcaoch)
…And this is not
In 2209 prof C Christensen at all published a new book on Innovation called, Innovatord DNA, which outlines 5 behaviors of innovators. This also means that innovation is a skill that can be learned. Follow up article came in 2011, How to put Innovator DNA In practice
While in 85% of companies senior leaders believe that their job is to create environment for innovation, in 15% of the most successful companies, senior executives do creative work themselves!!!! Their CEOs spend 50% more time on the discovery!!!
Questions are powerful – they create thinking directions, they trigger change, they bring insights. Living in an open question world requires ability to be comfortable with uncertainy, which is definition of entrepreneurship
This question poised Michael Dell to radically change the ways computers are assembled and sold
Living in an open question world requires ability to be comfortable with uncertainy, which is definition of entrepreneurship
Originaly developed by Toyota, practiced by McKinsey and many other companies. Example of the story of CEO of Amazon, when emplyyer hurt himself on conveyor belt
Write down top 30-50 questions in 15min, one qst per post it note, than prioritize and rearrange
5whys example – hsCRP – gudelines, KOLs, no products, no communicationYes but example – Finola- I wannabirngAndroxal to NVS
5whys example – hsCRP – gudelines, KOLs, no products, no communicationYes but example – Finola- I wannabirngAndroxal to NVS
IDEO literally built cubicle based working environment and worked there for 5 weeks, took photos, notes, clipings, recorded eeverything
Modular, human center, flexible, friendly, functional
Teaser question for the breakout session
I Trips again?
Going out of the way to meet people with wildly different backgrounds and perspectives to extend your own knowledge
Pixar coffee are example. Be visual, use whiteboards
It can be through a conference, course with non pharma industry members, other companies. Google and P&G are example of great exchange programs (3 months exhcnage of marketers). Also, P^G is known as a leader in Open Innovation (R&D connect) which is around invitng external people to solve P&G challenges in return for reward
I Trips again?
T there was one missing puzzle, which was
It is improtnat to understand how brain works
We don’t organize words based on the first letter, but based on associations. i.e. music will be associated to a song or artist we like
Brain works by associating, Music will be associated to an artist or a song
Key is curiostiy, interest
Interest is “Does it work” while fascination is :how does it work? Tools? TED and Aspen ideas conferences, books, travel – keeping notes of observations
Ideo follows Questioning, Obserivng and Netwroking with a session called Deep Dive, where solutions emerge and are prioirtized
Software companies are particulary good at this. Google runs A/B test which is like a trial with two arms – they show one group of customers one version of webpage and the other group other side, Than they measure. Piloting fast a or using prototypes is another way, key is to get feedback fast, fail, learn, improve…and create this rapid cycle
FB wall in their headquarters, marking their philosophy of getting products/services out fast, and getting feedback , as oppose to waiting until they get a perfect product. One way we can use this is when thinking about our Patient Service Models r Autoinjectors and ways we can test it without having a final product
Can we apply this to phamrma? Sure yes. Here is an example of DropBox founder who didn’t have a product at all, but created a print screen and a video and then ran it online and got 75k people responsing and asking him to use this service! Again, we can use that for Patient Service Models, autoinjectors etc