Grow and support appetites for thinking and doing differently. Get your head around a new set of roles, like the Game Changers, Play Makers and Polishers too. If not for your organisation, at least…
By Gaylin Jee
I have taken to including a short Think Differently session in my workshops with clients. It consists of riddles and brainteasers designed to engage, amuse and challenge. There are small prizes for those who can solve the riddles and teasers, and more prizes for those who are creative with their answers. Some come away bristling with satisfaction, others are annoyed. They are all entertained and stretched. And that’s the point of the session – to leave for a moment our groomed intention to find and offer a right answer, and instead to follow our own curiosity and find a different answer, our own answer. I want to inject an appetite for that, because it’s going to become more essential that we can think, and do, differently.
Think differently, see things differently, get to a place where you can actually do things differently, and you’re more likely to end up in the Blue Ocean.
“Creating blue oceans builds brands. So powerful is blue ocean strategy, in fact, that a blue ocean strategic move can create brand equity that lasts for decades.” – W. Chan Kim, Professor of Strategy and Management at INSEAD and Co-director of the INSEAD Blue Ocean Strategy Institute.
Here is a summary of Blue Ocean Strategy if you are not familiar with the thinking, Blue Ocean Strategy: Creating your own market, and an early Harvard Business Review write-up about it: Blue Ocean Strategy.
But here is the challenge. We’re not set up to think differently, and it is risky to do so. People who think and do differently can get hurt in organisations. In one large FS organisation it was simply understood that no items got a ‘red’ on the traffic light reporting system for a large project. That meant failing. And then everyone else could see you/your team/your unit were failing. The reporting didn’t reflect real progress, and surface real risks that could be mitigated for, it was about ensuring that you were not seen to be failing. How would sticking your neck out in this environment work, when time and budgets are the prize winners?
Take a look at the Millennial Disruption Index, a US study, but insights worth heeding globally: banks – your future customers would rather visit the dentist than listen to what you have to say. 73% would be more excited about a new offering in financial services from Google, Amazon, Apple, PayPal or Square than from their own nationwide bank. Nearly half the respondents in this study are counting on tech start-ups to overhaul the way banks work. They believe innovation will come from outside the industry. Given some of my own banking experiences, from the inside and as customer, I have to agree.
Establishing satellite innovation labs, or hubs, or hobnobbing with fintech start-ups seems like a very small piece of the puzzle you need to think differently about. I’d be inclined to shine the lens a little more on the motherships, the large institutions lumbering on with unwritten but carefully obeyed rules about status reports. I’d have a very frank conversation about “the way things get done around here”. That statement is another way of describing the real organisation values. On the end of that statement you could put “To Succeed”, or even “To Survive”.
The right-answer approach, and right-first-time, has been the bedrock of the ideally operationally efficient and nimble organisations we have been ruling over for years. This one-right-answer, time-and-budgets approach, often seeded in what worked in the past, seems to be a chain tightening around the necks of corporates who continue to mildly heed the imperative of establishing environments at work where it is safe to look for and experiment with different answers that might work. Or might not.
Our organisations are set up for traditional high potentials who are typically good at strategy and implementation, and understanding of incremental innovation or what we call polishing. We lay out ladders for these traditional leaders to climb, if they prove they have the right answers and the top-down, sealed-up script to implement them.
But how the world is changing – it is networked, participatory, choice-laden and unpredictable. Here today, disrupted tomorrow. How refreshing. Think Uber, AirBnB and all the other over-used examples. We need a wider range of roles, and appetites, to refresh our future.
Peter Druckers’ words seemed so outlandish at first, but feel perhaps less so now:
“Every organisation must prepare for the abandonment of everything it does”.
Playing in a nimble and efficient space may be risker, it seems, than actually sticking your neck out. Because over time you will be out-disrupted. But what courage it takes to think and do differently in the environments we create and reinforce at work.
Grow and support appetites for thinking and doing differently. Get your head around new roles, like Game Changers, Play Makers and Polishers. If not for your organisation, then at least for your longer-term self.