innovation « JFX

Posts Tagged ‘innovation’

Being Successfully Controversial

Posted by John Foster on March 7th, 2012

In a recent social media frenzy, I stumbled upon a great insight: the link between controversy and innovation. I had just finished my post about how innovation is a natural result of being human, and Lisa Kaye tweeted a quote from actress Eva Le Gallienne, stating that “Innovators are inevitably controversial.” When I think of controversy, I immediately think of courage.

That same day, innovation guru Diego Rodriguez posted a TED talk by Bryan Stevenson encouraging us all to be courageous. In his talk, Bryan touches on how we are all inspired by people who are the first to stand up, speak up, lead the way, draw a line, or refuse to budge on principle. Rosa Parks was an icon of courage for civic innovation and equal rights. John F. Kennedy was an icon of courage that spurred innovation in science and technology. Ronald Reagan was an icon of courage for global unity.

Kennedy Space Center (Photo from Smalling Studios)

To make change, it is essential that we stand up for what we believe is right. Courage is one part vision of what could be and one part frustration with what is. Courage is the spark that ignites change and inspires others to join the process and tip from old to new.

Linking controversy and innovation makes it sound like innovation is a struggle against resistance. Which gets me thinking about resistance as a strengthener. People do push-ups, lift weights, carry medicine balls, or use elastic bands to build muscle. You push against gravity to improve yourself. So it makes sense that pushing against normal is a great way to improve the world.

Courage is only half of the equation

I’ve learned through many, many, many failed attempts, that courage is necessary, but not sufficient in successful innovation. Courage is only half of the equation. With only courage, you can come off as righteous, contrarian, or antagonistic. A thorn in the side. You face immediate rejection by the established way. Succeeding only at creating more resistance. It’s really something to speak up, but not enough to leave it at that. Controversy can end with polarization and gridlock (take the U.S. Congress… please!). Or controversy can be the beginning of a better world.

The other half of the innovation equation is creativity. By creativity, I’m not talking about the Crayola-artsy-black-turtle-neck type of creativity. I’m talking about the well-that-didn’t-work-so-let’s-try-this type of creativity. Lateral thinking that produces a never-ending stream of ideas and alternatives to test and explore until the right thing happens. The way Thomas Edison tried hundreds of filament-gas-tube combinations to get the light bulb. The way Abraham Lincoln tried running for office multiple times before finding his way to the Presidency. They were successful innovators because they had both courage and creativity.

Against means together?

For most big problems, there is no silver bullet. No single invention. Innovation is an unfolding, iterative, extended effort that takes place against the normal way of doing things. So innovation is inevitably controversial, requiring us to act with both courage and creativity to achieve success.

As you may already know, “contra” is a Latin root meaning against. And “verse” means turn. Literally, “turning against.” Being interested in linguistics and natural human behavior, I poked around the origins of contra and found that the prefix con- is a variant of com- which means together. This makes sense if you consider against in this usage: The ball is resting against the wall (they are sharing the same space together).

So perhaps controversial really means, “turning together.” And we humans are designed to work together and constantly improve our condition.

Bottom line: to be successfully controversial, consider your mission as a strengthening exercise you do with a bunch of other people, not a war against the other side you must win (or else!).

Popularity: 8% [?]

Tags: controversy, courage, creativity, innovation, leadership

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Innovation is a natural result of being human

Posted by John Foster on March 2nd, 2012

Our world is faced with a never-ending list of problems we’d all like solved. Some are massive public health and environmental issues that overwhelm us with their complexity. Some are daily nuisances that require simple adjustments in order to put things right. Big or small, complex or simple, when someone makes an improvement to a process, practice, tool or service, he/she is being innovative. Innovation is a natural result of being human. We humans are well-designed to solve problems and adapt to changes in our environment by actively “messing” with the resources we have on hand to improve our condition.

Caught in the rain (Darrell Wong/Fresno Bee)

Watch anyone adjust to an unexpected weather “situation” and you will see what I mean about innovation being core to human nature. People make hats and coats out of plastic bags or newspapers, wrap odd things around them to keep warm, and are suddenly willing to lose major style points when caught unprepared. One time my daughter came home from school and was locked out of the house. The day had been warm and sunny, so she had no coat, just a t-shirt and shorts. As the sun went down and it got colder, she got pretty uncomfortable. By the time I pulled into the driveway after work, she was huddled in a beach towel she had scrounged from the clothesline, and had buried herself under the cushions of our patio furniture. That’s making the most of the resources around you to improve your situation!

Another kid might have been curious about “alternative home entry methods” and found that the second floor porch door was unlocked. But in order to implement that strategy, she would have to be confident in her climbing abilities and weigh the discomfort of being cold against the risk of falling and getting seriously hurt. Given the low threat of hypothermia (her condition was uncomfortable, but not life threatening) I think she made a wise choice with the cushions and towel approach.

Innovation is not about making wild bets on the future or being a whacky creative who dreams fanciful ideas. It’s a careful assessment of where you are versus where you want to be, followed by a series of actions to close that gap. It doesn’t hurt to inject fanciful imagination (I’m sure my daughter was dreaming about a big warm fire or a fluffy comforter wrapped around her), because in those dreams we find the seeds of ideas we can actually implement. Check out my previous post for a definition of these core skills.

Children are a great source of insight on our natural propensity for innovation. With less concern for negative social consequences, they are built to imagine and explore, and they do it all the time. My son plays with LEGOs on a near constant basis, and it’s amazing to watch his deep level of engagement as he sorts through hundreds of tiny plastic pieces to find just the right one for his latest project.

He’s built many LEGO models by following the prescribed approach in the instructions (he calls the booklets “maps”). His experience with those pre-built models has given him many core components to build on as he invents new structures. He knows how wheels go together, where a driver might sit, how to build a wing from scratch, and how to make a tower that won’t fall down. Mixing and matching these underlying components is a great way to jump-start a new idea or accidentally discover that there are more ways to build a spaceship than the “maps” tell you.

The keys in his natural innovativeness are his willingness to explore and his quick adjustment and continued effort when things don’t work out as imagined. When a structure is not built to handle real play, the feedback is immediate… it falls apart! His natural desire to play out-weighs his frustration with poor construction, so he keeps going. But there are many times when he gets stuck, and in those moments the “magic” ingredient of innovation comes into play. Humans are social, and we have a natural desire to help each other, so it’s not surprising that he asks for help almost immediately when he is stuck or frustrated.

The magic ingredient of innovation: asking for help

Sharing your problem with someone else when you are “stuck” brings new ideas and a renewed sense of excitement about what “could be”. When my son can’t figure out how to connect two awkward structures he asks his older sister (or basically anyone who’s within his vocal range) for help. At this moment he is ripe for coaching (motivated to complete his vision, frustrated by his own abilities to pull it off). I call “asking for help” the magic ingredient of innovation because it contradicts the dominant belief that invention (and subsequently innovation) result from a “lone genius” focusing on a problem nobody can solve. Surely, intense focus is a necessary component of complex problem solving, but it is rare that the answer comes from an isolated person devoid of input, discussion, or coaching.

The really big problems in our world require us to work together, applying our different perspectives, styles and modes of thinking to overcome their complexity.

Popularity: 16% [?]

Tags: children, human nature, innovation, learning

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Innovation is a competitive capability

Posted by John Foster on November 1st, 2011

Companies are forever talking about how they need a culture of innovation, or that innovation is a global initiative for the next important phase of the business, or that innovation will be the engine to drive the company to new levels, etc. I’m sure you’ve seen the word innovation thousands of times in business media in only the past month.

Innovation is nurturing growth

But, really, what is innovation? It seems to be an exciting concept with a lot of fuzzy edges and an elusive magical aura. Few companies could say they have a handle on innovation as a capability they manage like other aspects of their business. Those that do are amazing and powerful (check out this growth chart for Apple). Innovation makes an organization competitive because it is measured by growth in new products and services or growth in new users (or both).

More often than not, the World’s Most Innovative Companies are a flash in the pan (Groupon?), or have a short tenure at the top of the list and then gradually fade into normalcy. This makes innovation seem even more mysterious and slippery… something to admire, but too vague to manage. Something based on size or timing, not a sustained advantage directed at a market.

So how can organizations get this capability and why is it so elusive? Let’s start with the elusiveness first. Roger Martin, Dean of the Rotman School of Management, explains that many businesses have a hard time with innovation because it requires a different mindset than the way most business people approach problems. In his book, The Design of Business, he identifies three types of logic necessary for effective problem solving: deductive, inductive, and abductive.

The problem is, most of our schools and businesses teach and practice only inductive and deductive reasoning (abductive isn’t even in my spell checker). Frankly, most of us don’t chat about formal logic over coffee and donuts, so you can see why this makes innovation slippery. The less formal version of this logic is often called design thinking and was pioneered by IDEO. But that term is awkward because design is associated with fashion, graphics and art, while innovation is more about doing than thinking. So, I just call it the capability of innovation. I don’t disagree with Bruce Nussbaum’s focus on creativity, but that still feels incomplete to me.

The capability of innovation is a compound set of three skills that enable you to solve problems for your customers: rigorous observation, creative wonderment, and risk management. Whoa. Did you say wonderment? Yes, yes I did. (see Phineus and Ferb) Innovation is about coping with ambiguity and uncertainty while constantly moving forward to discover new opportunities. Since most business people haven’t developed these skills in their formal training, not knowing the best path forward makes them uncomfortable. So they stick with what they know, which keeps them locked in the present.

Three core skills of innovation

1. Rigorous observation. This is about being obsessed with your customers in action. This obsession involves asking questions, taking photos, and simply watching what they do (and don’t do) when interacting with a product or service. Ironically, many product managers defend their product deficiencies by saying customers didn’t behave as they should (at least they notice the gap!).

2. Imaginative wonderment. Instead of defending them with deductive reasoning, an innovative product manager would ask, “I wonder why that happened?” This is a moment of truth where innovation will live or die. If the leader shifts reasoning modes and becomes curious, the next step is to explore what could be happening instead of defending what is happening. This is not magical or fluffy, it’s a rational leap based on an observed pattern.

The exploration process that underpins imaginative wonderment is essentially the scientific method. It is the rapid iteration of possibilities that are tested against audacious goals (Like Thomas Edison and the light bulb). An emerging solution to a customer problem is driven by simple questions like, “Why not?” but is also constrained by feasibility (can it be built?) and viability (does it make business sense?). This exploration is both serious and fun. Systematic testing and elimination of ideas and options requires discipline, tenacity, and rigor. Generating an endless array of possibilities to test is playful, energizing, and empowering.

3. Risk Management. Overcoming the challenge of risk in innovation starts with a better understanding of the difference between innovation and invention. The dominant (but false) understanding that innovation comes from a blinding flash of insight, or from a lone genius that sees the world from a different angle, makes innovation seem untenable. How is a company supposed to plan for genius to occur? What’s the timeline? No wonder it’s not supported.

Innovation is not driven by breakthroughs in technology… it’s the opposite. Innovation is driven by commitment to satisfying customer’s needs and keen observations about what is and what is not working. These observations push the limits of technology and force the breakthroughs. Innovation in practice couldn’t be farther from being a lone inventor in a lab. Innovation is a collaborative, hands-on experience, taking place on the front lines with customers.

So the way to manage risk in innovation is first to stay very close to your customers, second to create a portfolio of innovation projects designed to solve their problems, and third to move very quickly to determine what doesn’t work so you don’t waste time and resources on unacceptable solutions.

Not every idea will evolve into an innovative solution (either attracts new customers or more engagement from current customers). An effective innovation portfolio should work much like an effective stock portfolio. There should be a mixture of incremental improvement ideas, evolutionary ideas, and revolutionary ideas. Investing in a balanced portfolio of several ideas mitigates the risk across all of them instead of placing “all of your eggs in one basket.”

Innovation is not whimsical, magical, or fluffy. It’s not accidental or even unpredictable. The problem with innovation for some companies could be that it’s more about nurturing than managing, a human-centered style not often associated with the titans of business.

Popularity: 17% [?]

Tags: creativity, innovation, invention, Organization Design

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Familiarity breeds innovation

Posted by John Foster on May 26th, 2011

Necessity may be the mother of invention, but familiarity breeds innovation (See my recent post for the difference). I was fortunate to have that thought quoted in a recent Fast Company interview about inspiring innovation with radical trust, but I think it deserves even more detailed attention.

I’m not sure why this concept is so hard to grasp for business people. So I looked it up and found that the Latin root of familiarity is intimacy. Ah ha! After a quick search on that term, it’s clear that most people associate intimacy with sex. Which made me think of the famous Annie Leibovitz photo of John Lennon and Yoko Ono. She’s a living legend for pushing our comfort zones with her art.

John & Yoko Rolling Stone cover by Annie Leibovitz

So I think we should get back to the real definition of intimacy and get more comfortable with how it is so essential to innovation. For the record:

Familiarity: close acquaintance or knowledge (Latin: familiāritās intimacy.)

Here’s what I mean by familiarity:

1. Love your customer. Think about when you have a crush on someone. You can’t stop thinking about her and you want to know EVERYTHING about her. To innovate in business, you must obsess over your customer’s behavior and pay close attention to what they do (and don’t do) in their lives surrounding your product or service. If you don’t create intimacy with them, you end up playing “whack a mole” with your new ideas, missing most of the time because you are just guessing.

2. Engage in healthy debate: I like the word debate because it implies that you know both (all) sides of an issue and are fluent with them. Fluent enough to play with them versus trying to win over or kill the other ideas. This level of familiarity is critical to “higher order” breakthroughs because playful interaction with multiple perspectives leads to unexpected connections and the blending of ideas into new concepts.

3. Work with you best friends. Years ago the Gallup Organization found significance in the statement, “I have a best friend at work” in their research on employee engagement. Innovation powerhouse David Kelley is famous for starting IDEO as a place where he could work with his friends. In the Fast Company article, Greg Ferenstein underscores this point by saying, “You don’t BS friends. And they don’t blow smoke and rainbows when you share with them your crazy ideas.” Friendship is the embodiment of trust, and trust is foundational for innovation (which is loaded with risk).

For many people in the working world, the ideas of intimacy, playfulness and friendship are against their very conception of work. But there is more than sufficient evidence linking these types of familiarity with high performance and creative production so things are starting to shift.

The potential for creative greatness in any person is there… but us humans are social beings and fulfilling our potential requires healthy, holistic, intimate relationships.

Popularity: 17% [?]

Tags: innovation, intimacy, relationships

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Is that innovation or invention?

Posted by John Foster on May 5th, 2011

While closely related, invention and innovation are distinct concepts. Invention is a technology driven breakthrough, bringing something new to the world, that acts like a doorway for innovation to occur. Innovation is an iterative process of improvement that either sustains or disrupts a consumer market.

Wright brothers first flight at Kittyhawk

A great example of this distinction is the invention of flight allowing for the innovation of air transport into a major industry. The Wright brothers are largely credited with inventing the airplane, but what they really invented was a steering device, which allowed them to make the first “controlled, powered and sustained, heavier-than-air human flight.”

Among the early innovators of air transport were Donald Douglas, who created the DC-3, a robust aircraft capable of carrying things and people, and Henry Ford who was instrumental in the development of paved runways, passenger terminals, hangars, and radio navigation. Without these innovations, airplanes were an interesting novelty, but they didn’t fulfill a real customer need (like traveling or shipping packages over long distances).

The Ford Trimotor is an example of innovation

Simply put: Invention is driven by technology and innovation is driven by consumer need.

Another example:

At Hulu we are focused on the consumer experience of video entertainment, and innovation is one of our primary goals as a business. What drives our forward progress is an obsession over our customer’s needs, and a commitment to delivering better and better services to meet their demands.

Innovation in digital media requires deep expertise in software and communications technologies, and along the way Hulu has been awarded many patents for inventions that push the consumer experience to even higher levels. But we didn’t invent most of the technology we use, or create most of the content viewed on the service; rather we are assembling existing components in new ways that are transforming the media business for users, advertisers, and content owners.

Is that innovation or invention?

Many popular web-based services are breaking ground in the way people communicate, connect, and work with each other. Sometimes it’s hard to tell if these things are novel inventions or early stages of innovation that will shift markets or generate new ones.

I wonder if Facebook, Twitter, and LinkedIn are inventions or innovations. They are all valued with great potential to disrupt and transform, but to me they appear more like inventions in their current forms. They are very cool, novel ways to interact, but that is by definition, invention. What consumer markets have they created or disrupted?

I think it’s going to be very exciting to walk through the doorways they have created and see what innovation on the other side will produce!

Popularity: 18% [?]

Tags: change, innovation, invention

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It’s a thin line

Posted by John Foster on March 9th, 2011

It’s a thin line between love and hate. This is a great quote to underscore the inherent challenge of delivering excellence or managing to very high quality standards. Recall this great song by Annie Lennox in case you need a soundtrack in your head while reading this. It’s easy to point out what’s wrong with something, but a much bigger challenge to make it better.

Walking the Tightrope, source: unknown

It’s like walking a tight rope… if you believe high quality is essential to achieving your goal. On the one hand, you can take the demanding boss or snooty patron approach and simply demand better/more. This might get you an immediate response, but often elicits such a negative reaction from the people around you that you lose their authentic trust, loyalty, and commitment.

One the other hand, if you tip towards forgiveness and understanding, you actually get less in the moment and hope that next time things will be better. This might engender fonder feelings from those around you, but fails to set a higher bar, push the envelope, surprise and delight. It is simply fine (given the circumstances). Unfortunately, over time, “simply fine” leads to mediocrity. Eeew.

It’s a difficult competing commitment: be a kind generous human being (like Jesus Christ) or be an innovative bearer of high standards (like Steve Jobs). Can’t you be both? Sure, and to do so, vision, vigilance, and veracity come to mind. Introducing the V-3 method of leading for quality! It helps you walk the line of pushing for mo’ betta, while accepting the inevitable influence of variables, unexpected interruptions, and, well reality taking things back to the lowest common denominator.

Vision: paint a compelling picture of what could be, so others are inspired to act. In fact, paint is insufficient, you must craft it in Technicolor, no THX. Yeah, that’s the ticket. Powerful imagery has proven impact on individual motivation by “priming” people with impressions about what is possible and how it will make a difference. More importantly, a great vision helps clarify a choice and “allows” others to achieve versus forcing them to respond to a command. A clear and compelling vision attracts people who desire the same things as you, making achievement at very high levels of quality more sustainable.
Vigilance: don’t let there be exceptions and don’t let there be distractions from the highest priority aspects of your quality mission. Allowing exceptions and distractions lets people off the hook before they achieve mastery, and may negatively effect their desire to try next time. See more on this concept in Why Chinese Mothers are Superior by Amy Chua.
Veracity: use facts and present them in ways that inspire continued efforts to try harder. Providing feedback on progress is essential in support of persistance and high achievement. But the facts must be relevant and presented in appropriate scales. One study on goal achievement compared weight loss on a wide scale of 25 pounds versus a narrow scale of 5 pounds and found that participants needing to lose 4 pounds were more likely to slack off in the wide scale (because 4 is small compared to 25 while it’s huge compared to 5).

It’s a thin line between engagement and overwhelm. One last tip: if you tell someone something is “not good enough” the next action on your part is to pitch in and help make the situation better. This is a doubly-good thing because mimicry is a powerful social motivator and it’s energizing to have fresh legs in the face of a difficult challenge!

Popularity: 14% [?]

Tags: competitive advantage, grit, innovation, leadership, Service Excellence

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The (new) wisdom of teams

Posted by John Foster on March 9th, 2010

The Wisdom of Teams by Jon Katzenbach and Doug Smith is one of the most useful books I have ever read. It provides a clear framework for team success based on sound research. That plus the memorable: Form, Storm, Norm, Perform stages of team development by Bruce Tuckman helped me diagnose and facilitate teams for over 20 years.

Key to these models is the distinction between a “real team” and other small working groups that don’t exhibit complementary skills, commitment to a common purpose, shared performance goals, and mutual accountability for their approach to the work at hand.

Over the years, I’ve come to find that team development as Katzenbach, Smith, and Tuckman observed it depends on a stable surrounding environment, which is becoming less and less common. Today’s work place is fraught with complexity, ambiguity, and overlapping priorities. Speed and confusion are facts of life, not the result of a poorly run organization.

photo from blog.jaciclark.com

Often teams have a hard time functioning as suggested in The Original Wisdom (choirs sing here) because the demands to perform start immediately, and there’s no time to go through the team development stages. And I have to admit that many business leaders in my career have argued that the time it takes for team building is unnecessary.

Today’s successful teams seem to skip some of the stages and get right to work, much as people can jump up and start dancing together at a wedding with little planning or communication. They just know what to do when the music starts. I’ve shared some of the insights about this “new” kind of team in an earlier post on teams, and it was so popular I thought I’d add some more on the topic.

Here’s some of the new wisdom emerging from my observations conducted at IDEO with my research partner Daniel Wilson:

3 Degrees of Team: we’ve noticed performance differences in teams can be correlated to various “degrees” of team complexity. A “client-embedded, extended team” seems to out perform the other types.

1. A “core team” has 3-5 people with different skills working closely on a project.

2. An “extended team” can have 20 or 30 people who identify themselves as members of the team, but do not participate fully in all team activities. Sometimes they offer a quick assessment of the work, while other times they make a specialized contribution to the overall work product.

2. A “client embedded” team has representatives of the sponsoring agency actually on the team versus reviewing or supporting the work from afar.

Team fluidity: one commonly held belief of a team is that it forms with an original set of members (like a rock band) and keeps those same members for the life of its work. We’ve seen that successful teams are more fluid and can easily accommodate the arrival and departure of members over the life of their work. This is managed with the use of project artifacts, boundary objects, and a continuing project narrative that keeps everyone up-to-date and connected to the current state of the team and work.

Popularity: 18% [?]

Tags: high performance, innovation, success, teams

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Transparency beats asymmetries

Posted by John Foster on June 26th, 2009

As I begin this post I’m realizing transparency is a big topic, but it’s coming up all over the place in business, personal, and social situations, so I want to start picking it apart. I noticed Seth Godin’s post earlier this week, and liked his statement that the issue is not to be viewed as a moral right, but a business tactic, tool or threat. So this post is about sharing information as a business tactic to win complex games.

I’ve had many discussions with friends about putting things on the Web and how fearful they are about things being used against them. I hear comments about invasion of privacy, loss of employment, Gattaca and Big Brother. One of my best friends refuses to participate in social networking sites so he won’t make it any easier for anyone to find out stuff about him. He’s a very sharp guy, and I think he is playing a good poker game. And, as Seth points out, poker is not much fun if you can see everyone’s cards.

Ostrich head in sand For me the issue here is not about transparency, but what game you are playing. Poker is a small scale strategy game pitting one person against another. Transparency is the exact wrong thing to do in that game. But most “games” in life and business are far more complex, and given our 21st Century context (see Thomas Friedman), I think it’s dangerous to live life with a poker face. It’s more like having one’s head in the sand.

In a complex system, transparency is important as it relates to information asymmetries. This is when one “side” in a transaction knows more than another. In such cases, people tend to undervalue an opportunity to avoid risks based on gaps in knowledge. It has been shown in economic theory that the overall value of a system is increased when everyone has access to the same information.

In markets, individuals benefit greatly by sharing their information with others to allow for fair exchanges. This sharing brings the added bonus of systemic aggregation of information (the Internet enables this like never before). Aggregation allows people to discover patterns that provide opportunities to adjust tactics and “win” more often.

So here’s some “games of life” to think of as markets instead of as poker:

Job interviews/hiring decisions… what if employers and employees knew more about jobs and candidates? Better alignment of jobs and people lead to greater engagement and less turnover.

Health… what if people were able to share their health information more fully? They could see trends and patterns and share them with medical professionals to get earlier and better treatment.
Business… what if employers shared their performance goals and metrics more fully (even when it’s bad news)? Employees could intervene earlier and with greater permission to prevent negative trends.
Dating… more disclosure about values and interests leads to better match making and longer lasting relationships.

Popularity: 7% [?]

Tags: innovation, leadership, transparency

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Free advice for GM #3-Put SAAB back on the edge

Posted by John Foster on June 23rd, 2009

I was going to go with Saturn next, but a tweet from Diego on Metacool got me motivated to play with SAAB. He says, SAAB should get back into rallying, which lends support to my understanding of this brand.

Rally to the edge

Technology, cool, edgy, unique. Born from jets. Svenska Aeroplan Aktie Bolaget is Swedish Airplane Company in Swedish. Somewhere it all fell apart and they ended up another mediocre GM-mobile that had no style, no technology, and poor quality.

The organization behind an edgy car has to be edgy. This is called brand integration (the outside and the inside have to align). To create edgy things, people have to take risks and push the envelope. Edge is by definition NOT THE MAINSTREAM. Okay, I’m ranting… but it’s amazing to me how something edgy can get so rounded off to fit into a corporate model, that it’s no longer viable.

The interdependent organization archetype is a great model for SAAB because it could bring together an array of people and companies from many centers of excellence to work on the coolest automotive technology in the world. There would need to be lots of experimentation (and failure) going on to find out what new ideas work and what theories don’t hold water. You just can’t pull this kind of behavior off, if you are trying to please heads of engineering and design at the top of a corporate pyramid.

Key traits of the new SAAB organization:

1. Ad hoc reciprocal structure- each car should be viewed as a project, with full design-build responsibilities. The designs should connect to the heritage of SAAB (e.g. efficient drag coefficient) but the technology should represent the best of what’s possible in the current market. These teams should work under temporary agreements with other companies to bring resources necessary for manufacturing.

2. Each model is an experiment- transparency while prototyping (instead of secrecy) promotes involvement from others and improves quality. Check out Martin Eberhard’s post on how blogs helped at Tesla Motors. Instead of a long line of reductionist designs, hidden in secrecy while the companies round off the edges to save money, the clean slate approach gives the model team a chance to be truly innovative. An open process pushes everyone to solve the complex tensions between viability, feasibility, and desirability. The prototypes should be rallying all over the world to show off and test the new ideas.

3. Entrepreneurial leaders- leadership in today’s auto market is coming from disruptors like Tesla and Fiskar Automotive. These are entrepreneurial ventures with something to prove and lots of backing to get there. Each model should be considered and investment and live up to a market based promise of innovation. Leadership teams should have to start over again with each model to prove this new idea is worth making (and buying).

Popularity: 7% [?]

Tags: GM, innovation, Organization Design

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Free Advice for GM #2- A Chevy for Everyone

Posted by John Foster on June 15th, 2009

Continuing in a series of posts about GM and organization design, let’s take a closer look at creating the right organization for Chevrolet. I know restructuring is not this simple; so take this as the first installment in a high level comparison of organization design options, not a comprehensive plan of action.

A return to the Chevy brand essence?

Let’s start with Chevrolet, because that’s the easiest to imagine given their current situation.

To me, Chevy is Americana. This is the car that represents the American Dream, value, performance, and accessibility.

Chevrolet should help people get their first car, the family car, and have a competitive truck option. This market means head-to-head competition with Toyota and Honda, so it has to be efficient and cost competitive and produce top quality, reliable, desirable vehicles. Check out this post on The Truth About Cars for a quick review of the Chevy brand.

Key Traits of the new Chevrolet organization:

1. Efficient hierarchical structure. Clean lines of authority to provide clear direction, efficient decision-making, speed to market, and drive focus on customer needs as the basis for every action. This market is not about sexy cars, it’s about helping people feel good while they get places safely and manage household costs.

2. Make each model a business. Get past the silos of design, engineering, marketing, etc. and organize each model around a General Manager, with a P&L outcome and a target consumer to drive functional integration. Fidelity Investments organizes this way (dozens of P&L units), and it works really well. Develop a rabid consumer orientation as a rallying point, rather than being fractured by functional expertise.

3. Restructure the supply chain. As pointed out by Charles Mann in Beyond Detroit, source great parts from the best suppliers by developing a modular platform. Don’t try to own everything, focus on total design, build, and sell.

4. Engage employees. Focus on great leadership and build pride (See Jon Katzenbach). The days of management v. labor must be left behind. This organization needs every single person engaged in a mission to deliver cost competitive, high quality vehicles. Organize production around manufacturing teams provide job rotations to help employees learn, grow, and develop as a natural component of work. Use the portfolio of models to allow employees career movement.

5. Reward performance. Pay individuals, teams, and business units more when they meet performance goals in revenue, quality, and costs. Create healthy internal competition between the businesses.

Next up, how to recover the SATURN brand through an open-source organization.

Popularity: 7% [?]