Category Archives: Knowledge Creation

The key question

Transformation, not technology:
[Via Jon Stahl’s Journal]

It occurred to me yesterday that the real challenge we[1] face is not the question of “how do we apply technology tools to organizations?” but more “how do we help organizations & people transform themselves so that they are more able to harness the power of technology?”

[1] “we” = those of us standing astride the worlds of technology and social change.

[More]

There is really not much more to add to this. I believe this can be accomplished by helping the organizations to diffuse innovations more rapidly. The rest will follow.

Technorati Tags: ,

Finding the innovators

201001061223by Christiиa
10 Ways to Recognize the Innovators In Your Organization:
[Via BIF Speak]

Can you recognize an innovator when you meet one? In his latest Mass High Tech column, BIF founder Saul Kaplan offers the 10 behavioral characteristics he uses to recognize an innovator. “If the game is to identify and connect the innovators, how do you identify them and ensure that they have the resources and freedom to innovate?” After years of honing his targeting and selection process, here are Saul’s first five traits:

[More]

The original article is very important to read. The 10 ways are a useful measure but it also says this:

I used to think we could convert everyone to be an innovator or create a culture in which everyone could innovate. I have changed my view after many years as a road-warrior consultant and innovation junkie. Proselytizing doesn’t work. People are either wired as innovators or they aren’t. The trick isn’t to create more innovators; it is to identify them, connect them together in purposeful ways, and give them the freedom to innovate. A leader’s job is to create an environment where innovators can thrive.

While there are times when almost anyone can innovate, but some people are just ‘wired’ to produce and spread new ideas. They just have to do that and an organization that can identify them and harness their ingenuity can adapt much more rapidly than a group that does not.

If their innovative talents are not harnesses, they often simply disrupt the ability of the majority of the company to actually do their jobs. Because, at its heart, innovation is disruptive.

Here is the list of 10 ways to identify innovators:

1) Innovators think there is a better way.
2) Innovators know that without passion there can be no innovation.
3) Innovators embrace change to a fault.
4) Innovators have a strong point of view but know that they are missing something.
5) Innovators know innovation is a team sport.
6) Innovators embrace constraints as opportunities.
7) Innovators celebrate their vulnerability.
8) Innovators openly share their ideas and passions, expecting to be challenged.
9) Innovators know that the best ideas are in the gray areas between silos.
10) Innovators know that a good story can change the world.

While these are traits are those found with innovators, they do not really help identify them when simply looking at a group of employees. Saul’s article provides a hint for separating the innovators from the rest of the group of employees.

It is not important or even possible to have everyone in an organization be innovative. In fact, most of the people in an organization should not be focused on innovation. Rather, they should be focused on delivering results within the current business model. These are the motivated and valued individuals committed to making quarterly numbers and annual business objectives. There is nothing wrong with that, and those individuals must be highly valued in any organization. They are people who get stuff done. They should not be made to feel like second-class citizens just because they are not innovators. Without them there would be no resources to invest in innovation.

In my discussion of the diffusion of innovation through a community, I mentioned the work of some researchers such as Everett Rogers. He splits an organization into 5 groups based on how rapidly each adopts innovations and change. These groups were innovators, early adopters, early middle, late middle and laggards. But I like to rename them.

The word ‘innovator’ has some very positive conotations. People don’t like being told they are not innovators and made to feel like ‘second-class citizens.’ I tend to view each group more by what they do and how the community views each group.

The majority of people, those in the middle, have several characteristics that are identifiable but the easiest to see is that they are Doers. As Saul mentions, ‘they get stuff done.’

Innovators, who usually make up 3-5% of a community, love new things and are always advocating change. They are necessary to any organization the deals in innovations but they are generally very disruptive to the doers.

Innovators keep coming up with things that changes a Doers’ workflow. Often they love new things simply because they are new, not necessarily useful. It is harder to get things done when someone keeps suggesting changes.

Doers do and innovators disrupt. This is partly the reason why the community rarely views innovators as people to listen to. Disruption, while often necessary, often makes a Doers’ life harder.

For innovations to move from the Disruptors to the Doers, there needs to be thought leaders, the early adopters, who act a really good mediators between the innovations of Disruptors and the work of Doers. In fact, the ability of innovative communities to function well, there have to be enough of these mediators. Without them, the Disruptors and Doers have a very dysfunctional relations.

These Mediators are also viewed as the thought leaders of the community, the ones whose opinions are listened to, often because they are so good at filtering disruptive innovations.

So, it can be somewhat easy to find the innovators (Disruptors) by simply asking the majority (Doers) who disrupts their work the most with ideas. Then using the 10 ways that Saul delineates will be very helpful in separating the truly innovative from those who are merely time-wasters.

These Disruptors, however, need to work through the Mediators in order for the community to more rapidly take up change. The Disruptors, by themselves, will generally not be listened to.

So, while finding the people who innovate is important, finding those who can mediate these changes is also important.

In my experience, many communities have enough disruptive innovators and a large majority of doers. What they lack are enough early adopting mediators to permit rapid adoption of change.

Later, I’ll discuss how to identify these mediators by both top-down and bottom-up approaches. These are the key people in the process. I’ll also have some suggestions for overcoming the lack of Mediators in many organizations.

Technorati Tags:

More than a change in latitude. A change in afftitude

margaritaville by Ed Bierman
We cannot problem solve our way into fundamental change, or transformation
[Via Gurteen Knowledge-Log]

By David Gurteen

Whenever I run my Knowledge Cafe Masterclasses, a few people always have a serious problem with the fact that when run in its “pure form” there are no tangible outcomes of a Knowledge Cafe.

There are plenty of intangible ones, such as a better understanding of the issue, a better understanding of ones own views, a better understanding of others perspectives, improved relationships and genuine engagement and motivation to pursue the subject but no outcomes in the form of a decision or a consensus or a to-do list.

I and many others don’t have a problem with this — the intangibles are worthy outcomes. And then I recently came across this quote from Peter Block in an online booklet of his entited Civic Engagement and theRestoration of Community: Changing the Nature of the Conversation

My belief is that the way we create conversations that overcome the fragmented nature of our communities is what creates an alternative future.

This can be a difficult stance to take for we have a deeply held belief that the way to make a difference in the world is to define problems and needs and then recommend actions to solve those needs.

We are all problem solvers, action oriented and results minded. It is illegal in this culture to leave a meeting without a to-do list.

We want measurable outcomes and we want them now.

What is hard to grasp is that it is this very mindset which prevents anything fundamental from changing.

We cannot problem solve our way into fundamental change, or transformation.

This is not an argument against problem solving; it is an intention to shift the context and language within which problem solving takes place.

Authentic transformation is about a shift in context and a shift in language and conversation. It is about changing our idea of what constitutes action.

So another intangible I should add to my list: “a shift in context and in language and conversation that changes our idea of what constitutes action.”

[More]

I do not usually include an entire post but this one has so many important points. There are intangible benefits when these changes are made that may eventually lead to tangible benefits. But, most likely, those benefits will be a series of actions that would be wildly different than expected.

This is the paradox of a paradigm shift. People on either side live in completely different contextual worlds and are completely unable to explain their worldview to the other. One example – mimeograph machines. This used to be the only inexpensive way that multiple copies of a test could be produced for schools. There was an entire process developed for creating the stencils for the test, etc. It resulted in a ‘wax’ copy of the test that was used to print off the copies. With the appearance of copiers, the mimeograph disappeared from regular use. Now most young people have no idea of what a mimeograph is.

Thus when they watch National Lampoon’s Animal House, they just do not understand the whole scene with the two characters rifling through the trash bin to find the stencil. They have no personal knowledge of what a stencil is or why having one would be useful for cheating on a test.

Transformation presents a similar division between what was and what is. But those organizations that can effectively learn how to move information around more effectively, who can harness human social networks in order to solve complex problems, will be more successful.

They may just have a hard time explaining it to those organizations still on the other side.


Innovation on the cheap

innovate by jordigraells>

Why Great Innovators Spend Less Than Good Ones

[Via HarvardBusiness.org]

A story last week about the Obama administration committing more than $3 billion to smart grid initiatives caught my eye. It wasn’t really an unusual story. It seems like every day features a slew of stories where leaders commit billions to new geographies, technologies, or acquisitions to demonstrate how serious they are about innovation and growth.

Here’s the thing — these kinds of commitments paradoxically can make it harder for organizations to achieve their aim. In other words, the very act of making a serious financial commitment to solve a problem can make it harder to solve the problem.

Why can large commitments hamstring innovation?

First, they lead people to chase the known rather than the unknown. After all, if you are going to spend a large chunk of change, you better be sure it is going to be going after a large market. Otherwise it is next to impossible to justify the investment. But most growth comes from creating what doesn’t exist, not getting a piece of what already does. It’s no better to rely on projections for tomorrow’s growth markets, because they are notoriously flawed.

Big commitments also lead people to frame problems in technological terms. Innovators spend resources on path-breaking technologies that hold the tantalizing promise of transformation. But as my colleagues Mark Johnson and Josh Suskewicz have shown, the true path to transformation almost always comes from developing a distinct business model.

Finally, large investments lead innovators to shut off “emergent signals.” When you spend a lot, you lock in fixed assets that make it hard to dramatically shift strategy. What, for example, could Motorola do after it invested billions to launch dozens of satellites to support its Iridium service only to learn there just wasn’t a market for it? Painfully little. Early commitments predetermined the venture’s path, and when it turned out the first strategy was wrong — as it almost always is — the big commitment acted as an anchor that inhibited iteration.

[More]

One problem of too much money is that bad ideas get funding also. In fact, there are often many more incremental plans than revolutionary ones. They soak up a lot of time and money.

Plus they create the “We have to spend this money” rather than “Where are we going to get the money to spend?”

Innovations often result in things that save money. But they are often riskier to start with. So how to recognize them and get them the money they need, but not too much?

Encouraging people to work on ‘back burner’ projects in order to demonstrate the usefulness of the approach is one way. Careful vetting can help determine whether it can be moved to the front burner or not.

Part of any innovator’s dilemma is balancing the innovative spirit with sufficient funding to nurture that spirit, without overwhelming the innovator with the debit of too much cash.

Updated: Short answers to simple questions

fail by Nima Badiey

NIH Funds a Social Network for Scientists — Is It Likely to Succeed?

[Via The Scholarly Kitchen]

The NIH spends $12.2 million funding a social network for scientists. Is this any more likely to succeed than all the other recent failures?

[More]

Fuller discussion:

In order to find an approach that works, researchers often have to fail a lot. That is a good thing. The faster we fail, the faster we find what works. So I am glad the NIH is funding this. While it may have little to be excited about right now, it may get us to a tool that will be useful.

As David mentions, the people quoted in the article seem to have an unusual idea of how researchers find collaborators.

A careful review of the literature to find a collaborator who has a history of publishing quality results in a field is “haphazard”, whereas placing a want-ad, or collaborating with one’s online chat buddies, is systematic? Yikes.

We have PubMed, which allows us to rapidly identify others working on research areas important to us. In many cases, we can go to RePORT to find out what government grants they are receiving.

The NIH site, as described, also fails to recognize that researchers will only do this if it helps their workflow or provides them a tool that they have no other way to use. Facebook is really a place for people to make online connections with others, people one would have no other way to actually find.

But we can already find many of the people we would need to connect to. What will a scientific Facebook have that would make it worthwhile?

Most social networking tools initially provide something of great usefulness to the individual. Bookmarking services, like CiteULike, allow you to access/sync your references from any computer. Once someone begins using it for this purpose, the added uses from social networking (such as finding other sites using the bookmarks of others) becomes apparent.

For researchers to use such an online resource, it has to provide them new tools. Approaches, like the ones being used by Mendeley or Connotea, make managing references and papers easier. Dealing with papers and references can be a little tricky, making a good reference manager very useful.

Now, I use a specific application to accomplish this, which allows me to also insert references into papers, as well as keep track of new papers that are published. Having something similar online, allowing me access from any computer, might be useful, especially if it allowed access from anywhere, such as my iPhone while at a conference.

If enough people were using such an online application then there could be added Web 2.0 approaches that could then be used to enhance the tools. Perhaps this would supercharge the careful reviews that David mentions, allowing us to find things or people that we could not do otherwise.

There are still a lot of caveats in there, because I am not really convinced yet that having all my references online really helps me. So the Web 2.0 aspects do not really matter much.

People may have altruistic urges, the need to help the group. But researchers do not take up these tools because they want to help the scientific community. They take them up because they help the researcher get work done.

Nothing mentioned about the NIH site indicates that it has anything that I currently lack.

Show me how an online social networking tool will get my work done faster/better, in ways that I can not accomplish now. Those will be the sites that succeed.


[UPDATE: Here is post with more detail on the possibilities.]

Reducing the barriers to effective intranet use

wall by Giuseppe Bognanni
Barriers to Intranet Use from Forrester:
[Via The FASTForward Blog]

Forrester recently released a report on What’s Holding Back Your Intranet? They were nice to share a copy with me. They found that 93% of employee respondents said they use an intranet or company portal (Forrester uses the terms interchangeably) at least weekly, and more than half reported daily use. However, they found that these intranets were mostly accessed for basic functions such as company directory, benefits information, and payroll. Access to collaborative tools, what some might called an enterprise 2.0 capability was ranked fourteenth.

At the same time studies have shown that a highly functional intranet can provide great value. A 2009 study at BT found that every £1 invested in the intranet produced £20 in exploited value. This certainly is consistent with my experience implementing such system in the late 90s. Despite this firms are underutilizing their intranets. They found several reasons.

[More]

Why don’t employees use an intranet? Particularly if it can return twenty times on its investment?

One of the reasons is that the intranet is simply not geared to what the employees want and need. A lot of effort is often spent on optimizing an external website but little is often spent on doing the same for an internal site.

Then there is this:

Most current intranets also do not reflect and support the specific roles and responsibilities of their users. The one size fits all approach is consistent with an IT centric intranet as it is easier and cheaper to maintain.

Too often IT buys an application that promises a strong and collaborative intranet. But this one size fits all makes it very hard to provide something that works in the culture of the organization. That is why I like Open Source approaches. The open nature of the software not only means that it can often stay current with fast moving trends (something a proprietary solution can often be far behind in implementing) but it also provides a much easier opportunity for internal employees or external consultants to craft a solution that works best.

However, the major barrier is simply that few people see why they should change their workflow to adopt new online approaches. The online approaches are optimized for IT, not the employees. And no one really works to facilitate adoption of new approaches.

That is something I constantly harp on when I work with organizations. Few people use social media because it is good for the community. They use it because it helps them personally. Someone needs to actually show them how Enterprise 2.0 will change their personal workflow. Then people will start really using it.

And then the emergent properties of Web 2.0 – that it enhances normal human interactions in ways to really leverage group workflow – will become visible.

All these things will happen eventually. But part of the way to increase the rate of diffusion of change in a company is to decrease the time it takes to adopt new approaches. This is just one example.

Technorati Tags:

Connections that create new research areas

Science: Retrovirus Linked to Chronic Fatigue Syndrome:
[Via AAAS News – RSS Feed]

Science: Retrovirus Detected In Patients With Chronic Fatigue Syndrome-But Does It Cause the Disease?

As many as two-thirds of patients with chronic fatigue syndrome carry an infectious retrovirus in their blood cells, according to new research published in Science. But the study’s authors say it’s not clear whether the virus is the main cause or a co-conspirator in the disorder.
[More]

First, the interesting aspect of this story to me, since it illustrates how making connections can result in innovative science. This work discusses the correlation of a specific virus to CFS. This virus was first isolated in humans just a few years ago as a possible cause for a particularly virulent form of prostate cancer. How did these researchers make the connection between a virus from prostate cancer and CFS?

It turns out the virus-positive prostate cancers demonstrate an alteration in an anti-viral protein, RNase L. The CFS researchers happened to know that a similar defect was seen in CFS patients, so they just decided to see if the virus was present in their patients also. They had no reason to expect this to be the case but it was one of those connections that makes scientists go ‘Hummm.’

The data sure are exciting. The virus is Xenotrophic Murine Leukemia Virus-related Virus (XMLV). It is a retrovirus that can incorporate itself into the cellular DNA of infected people. Two-thirds of the people in the CFS cohort had detectible virus while less than 4% of the control group did. In addition, an even higher percentage of the CFS cohort had antibodies to the virus, demonstrating that they had been infected with the virus. They also showed that the virus in the plasma of infected people could continue to be infectious.

There is still a lot of work to be done to demonstrate that this virus is the cause of the disease. But we have made some real progress simply because of a seemingly random fact presented in a piece of research that ostensibly had no connection at all to CFS.

Some of the best work comes from making a connection to a bit of data that may appear to be inconsequential. Good social networks permit these bits of data to get to people that can actually do something with them.

Technorati Tags:

Thinking by design

For anyone not already in IDEO’s PR reach, Tim Brown’s presentation at TED in July has been posted. Tim does a great job talking about how design become a narrow profession—”a priesthood of folks in black turtlenecks and designer glasses working on small things.” And in talking about how design can become something more.

[More]

Design Thinking

Design thinking provides a nice model for fostering innovation. Many of my ideas deal with how to move innovations, particularly disruptive innovations, though a community.

But someone has to create the innovations to begin with.

The TED talk is wonderful because it brings a whole systems approach to the problem. Instead of thinking small and only focussing on one area, design thinking encourages people to see how everything fits together and design innovative approaches to achieve the goal.

The key is to then get these innovations adopted by the community. That can be tough.

Technorati Tags:

Scientists need to tell better stories

space stories by jurvetson
Stories Can Change The World:
[Via BIF Speak]

“Facts are facts, but stories are who we are, how we learn, and what it all means.” My friend Alan Webber, Co-founder of Fast Company and author of Rules of Thumb, has it exactly right. Storytelling is the most important tool for any innovator.

[More]

Scientists may not always realize it but they are always telling stories, providing narratives to illustrate the point to their research. This is often missed because the form the narrative takes is so structured that it does not appear like any story most of us have read.

But a story it is. It may be “Here is something no one has ever seen before and we don’t know what is going on.” Or “After years of work, we have completely delineated how this disease progresses.” Or “Here is an important piece to the puzzle that has been giving us fits for such a long time.” Or, sometimes, “What everyone else has written before is completely wrong and we show why!”

As a graduate student, I first ran across the expression, when putting a paper together, was “What story do we want to tell?” Few non-scientists really understand that every paper is simply a narrative. The best ones are incredible stories.

The structure of a paper throws many people off. There is an abstract, background, materials and methods, results and conclusions. It does not look like a standard text, it is presented in a stilted fashion and it has a structure that is unfamiliar but it actually does have a beginning, middle and end.

The abstract acts like a blurb on the back of a book, telling us whether the paper is worth reading. The background and methods act like a preface, giving us informative background.

The results are the meat of the story. Most start small, building up the knowledge as they move to data that have greater and greater ramifications. This leads to the climax of the paper, where they can state what it is they have now proven.

The conclusions often function as a denouement, recapitulating the action and providing context. It can also set up the action for the sequel.

Anyone reading Watson and Crick’s classic paper on the structure of DNA can see that it is a story. In fact, it compresses much of the normal scientific narrative in order to provide one of the classic “We figured it all out before everyone else!” stories.

It starts off with what others have proposed, continues with their model, demonstrates just how much better this fits all the data, and then ending with these words, setting up everything for the next series of papers:

It has not escaped our notice that the specific pairing we have postulated immediately suggest a possible copying mechanism for the genetic material.

Full details of the structures, including the conditions assumed in building it, together with a set of co-ordinates for the atoms, will be published elsewhere.

Science papers have an unusual format but they follow some of the standard things we see in any story. There has to a point to the paper. Why would anyone want to read the paper? It ca not just be a collection of random facts. The paper has to lead to some firm conclusions, including possible ramifications for current studies..

It must be focussed. It cannot meander through a lot of side streams. A science paper has to be kept on a very tight leash.

In every paper I have written, I have had to toss out very good experimental data, data that have no problems, because that they really do not fit the narrative that drives us to the conclusion. A well written paper focuses on the point and does not provide side trips into other areas.

The DNA paper did all this in one page. It left the detours for another time.

Most scientists realize at some level that a paper has to tell a story. But they do not realize that a scientific presentation at a conference really must do the same. There needs to be a beginning, middle and end. There has to be a point to it all, providing context to the data and its place in Nature.

Too many scientists forget this. They provide no frame for the discussion, leave needed background out and dump in all the data that was not fit for the focussed needs of a papers. Thus, most scientific presentations are unfocussed and boring. No structure and no real point.

The best presentations, the ones we all remember, use the data to provide a narrative, to help us understand just what story they are trying to tell.

We all tend to learn the needed tools to write a good science paper, incorporating the idea of a proper narrative. But few are provided any real tools to apply to presentations before a group of people. Most never learn the proper tools and simply give boring talk after boring talk.

Learning how to tell better stories, not just write good narratives, is something al researchers should learn how to do. But, whereas there is a real premium put on writing good papers, there is little pressure to speak well before a group.

That is why the best places to be at scientific conferences is usually not at the presentations but at the bars and pubs frequented by the conference goers. We get the real story there because every human being knows how to trade stories with others, even when the group is just a bunch of researchers.

Now if we could just get more researchers to adopt this approach to their public speaking trips, we might affect some real change.

Technorati Tags:

Tell stories

storytelling by Rusty Darbonne
Explainer Tip: Remember the Curse of Knowledge:
[Via Common Craft – Explanations In Plain English –]

One of the books that I read just before creating our first videos was Made to Stick by Chip and Dan Heath. More than almost any other, this book helped me see new opportunities to present ideas in a unique way. One idea from the book really stands out – it’s The Curse of Knowledge <insert scary music.>

We’ve all experienced it – in talking to a doctor, an engineer or academic, we get lost. Despite their best efforts, they explain a topic using words and examples that don’t make sense to a beginner. These people are suffering from the Curse.

The idea behind the curse of knowledge is that the more we know about something, the harder it is for us to explain it to someone who knows nothing. We have a hard time being able to imagine what it’s like not to know. For example, think about a lawyer who spent his life reading and writing legal documents, talking to lawyers all day every day, etc. When you ask this lawyer about tort reform, you’re likely to get an explanation that confuses you more. This person knows too much to answer your question in a language you understand.

We’re all guilty of having the curse. We all have something in our life that we know very well – perhaps too well to explain easily. The key is know that the curse exists. To be able to recognize the challenge before you. Here’s how:

Consider every word. Sometimes a word that is completely natural to you can doom an explanation. For example, let’s say you’re a financial planner and you sit down with a young couple and they seem to get everything you’re saying. Then you mention “amortization” as if it were any other word. You use it every day and the people around you do too. It may seem that amortization is perfectly normal. But it’s not – their eyes glaze over and the explanation takes a turn for the worst. You have the curse.

[More]

What Common Craft does is tell great stories. This is the easiest model for communication between diverse communities that may not have a common language.

Communities tend to develop language, slang and even stories that really only promote communication within the group. Jargon is used to separate those in the know with those who are outsiders. It can be used to tell who is in and who is out.

If an organization want to interact, if it wants to collaborate, it has to destroy jargon, it has to create common stories that permit understanding to take hold.

Most of what we deal with every day is really too complex to easily discuss and evaluate without years of experience and lots of jargon. In fact, few people actually think like that. They create heuristics, rules of thumb, that permit them to deal with complexity.

in many cases, these heuristics can be exemplified by stories and metaphor. When people view their speech as stories, they often make the sort of simplifying changes that are needed for effective communication with those outside the group.

Because stories often are used to communicate very complex ideas but in terms that anyone can understand. Watch any Common Craft video.

Technorati Tags: ,