We are gradually phasing into a digital world, one that is starting to look and feel very different. And yet in our organisations, we still focus so much on what we have been used to in the past. We look for and build more traditional leadership and management skills.  Our HIPO’s (high potentials) are typically good at strategy and implementation. And we reward them for climbing a ladder to larger budgets and bigger teams. But will these HIPOs prepare us adequately for what’s ahead?

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‘We can no longer predict the future with any accuracy, but we can build ourselves to flourish there.’

 

 

Do you still think you can predict and control what happens tomorrow? Is your strategy to hang on to what you have, to keep doing what you do better than anyone else, to avoid out-disruption through your excellence, tweaking bits at the sides with a new product or service?  That is not likely to be enough.

What never seemed possible is now reality. New technologies, ways of living, consuming, working and interacting emerge all the time. We need people in our organisations who think and see things differently, who drive new frontiers, who believe in their ideas and pursue them, who take risks. What we offer (like the corporate ladder) may no longer be attractive for the people we need most, if it ever was.

Embracing and leveraging a future that looks little like today is held somewhere in the way you think. Vast and constant change presents a steady flow of new opportunity. Our mindset and the way we view the world, and the skills we build to thrive within it, are critical enablers to unlock that. But they are so often overlooked as we debate the differences between management and leadership, fight over technical expertise, and insist on ways of working that simply do not yield the outputs we need.

How about shaping a future that changes the game? How about refreshing the lens on the people you need, how you attract them, and the ways of working that make this all possible?

It is likely that the outputs and skills we need most will be in short supply tomorrow, exactly because many people and organisations are just ‘hanging on’, being buttressed by change and disruption.

Your appetite to explore and develop the skills you’ll need for tomorrow will become a competitive lever for you. Proactively and positively crafting your own future using new technologies will become essential.

At 33 Emeralds we challenge you to think about how you are going to fare in a world that is uncertain and unpredictable. We have worked with many individuals in organisations, as well as game changers who have left corporate life to shape their own craft. We believe in a business case, offer simple insight, and assess appetite for risk and change. We form intelligent strategy and define approach to fit current realities, allowing you to experiment, build your own savvy, and execute on whatever it is you have lined up.

Are you in good shape for tomorrow?

It is our belief that focusing on predicting the future will leave us short. Instead, we should aim to build ourselves for it. And then approach it with glee.

If there is nothing that excites you about your future, perhaps you should give us a call.

Jamie Lawrence speaks about the real power of a growth mindset on HR Zone. People with a growth mindset, put simply, believe they can. They embrace learning and fear failure less. Here are a few examples from Jamie’s post that illustrate the difference between a growth and a fixed mindset:

Fixed: This is too hard

Growth: This may take some time

Fixed: I’m no good at this

Growth: What am I missing?

Fixed: I made a mistake (messed up)

Growth: Mistakes help me to learn (what can I learn?)

When I read Jamie’s post, I was struck by the thought that a growth mindset must be an essential enabler of innovation, but also innovation with significance. I have written before about following your passion and why this could be the worst piece of career advice, and how innovation on its own is can be empty:

‘The world has an infinite supply of interesting problems. The world also has an infinite supply of important problems. I would love for people to focus on the latter.’ Andrew Ng, founder of Google Brain and co-founder of Coursera.

Just for a moment, empty your mind. Think about it as a blank slate. Imagine your work is empty of fulfillment and significance. What if that emptiness was then viewed as a snow-white page ready for prints? What if you then applied a growth mindset to what you could do?

The innovators DNA talks to 5 key skills we can all refine. Implicit in this work is the belief that these skills can be developed by anyone. One of the 5 skills to refine is to be able to observe the world like an anthropologist. Anthropology teaches us to be aware of the lens through which we view the world, and to observe ‘the other’. When you attempt put your own worldview aside, it is amazing what you can ‘see’.

How can what you do merge with what you like to do, and with what is significant?

What can you innovate into your life? Is ‘life’ and ‘work’ as separate as you thought? Is innovation for life? The future may hold fewer boundaries than we’re familiar with. Let’s see who can get used to that.

I think we need a shift in lens.

The change we see (and drive) in the world generates a constant stream of opportunity to be explored. When we are paSky through barsranoid, we are defensive, which makes us operate by old rules, ‘close in and protect’.

If we lift ourselves away from paranoid, we have the space to get curious, expand, explore, collaborate.

We can’t predict what’s going to happen with any accuracy, or control too much for it. But we can build ourselves to play in the new future.

That’s the shift I think we need.

It is the human interface with new technologies that will mostly likely drive the best personal and business value propositions into the future. Yet both companies and individuals can miss the people behind the tools and the mindset of change for adoption of new tools. I sometimes wonder if one of the barriers to digital transformation lies in a thinking trap we’ve fallen into. It’s about change and the rhetoric around it.

climate-chalkboard_310x206I once attended a Social Anthropology lecture that covered “The myth of the unchanging past’. My much-admired, clever and somewhat quirky lecturer presented it so eruditely, and it’s been with me all the way since I was a student. But it’s taken a while for what was presented to fully sink in.

The myth speaks to the fact that we tend to assume the past never changed, and it was rather idyllic for that. We see the past as rose tinted, constant and in sharp juxtaposition to today, where there seems to be constant change clutter and chaos. Our worldview of change is as an imposter, arriving one night and settling in, needing management and containment. That’s why we have separate ‘change management projects and budgets’, run by change specialists. We don’t see change as part of who we are, and what we drive.

If you think about it, not even two days have ever been the same. Change has always been with us. Yes, the rate of change has increased. But aren’t we the ones with our feet on the pedals, accelerating the pace of change through our preferences, choices, actions and inventions?

If we have come to view change as an outsider to be managed, how does that shape our orientation to both the present and the future?

Drew Hanson interviewed Rita J King in an article for Forbes in 2012: Imagination: what you need to thrive in the future economy. Rita had this to say:

In the Imagination Age, we can collectively imagine and create the future we want to inhabit … The shape of the future is reliant on the ability to think ahead. In the Imagination Age, we are attempting to create the future we can imagine.

If we want truly novel things to happen in our organizations, we need to learn to let go of the thought that we can always foresee and plan what that newness is going to look like.’

Is that a bit of a departure from what is expected of our leaders now?

Change is all about us, it is us, and it always has been. The mindset we need for future imaginations doesn’t manage change the imposter (the thinking trap). It accepts it, lets it out and plays with it – not always an easy thing to get right in an organisation. But there are some skills that we can develop that would be useful for that. I’m interested to hear what you think those are.

What’s your value proposition for the future?

I have a few questions to reflect on.

Here’s the context.  More than a few individuals and businesses are ‘doing’ social media, seemingly because everyone else is doing it.  There is a mix of urge, rush, relish and reticence to be present, present on platforms that are fast-growing or driving lots of referral traffic, new platforms, old ones.  And some are feeling somewhat skeptical about the value of it all.  When times get tough, it’s a low’ish priority, and social activity and commitment drops.

What’s happening is that social wasn’t crafted and formed up front with a good dose of reflection and strategy, and it hasn’t  stuck in any value-driving way.  In place of developing an orientation for the future, we are just busier!

What could be happening, is that social engagement could be steering us to a better place in tough times, keeping a thread that’s linking into the future, staying connected and exploring new possibilities.

So here are the questions:

Do we start with our goals and context as number one, and see how social technology may or may not plug-in, where and how, to everything we do?  Or is it a pack-on?

Is there a change process involved in adopting new social tools?  How does that impact enjoyment, uptake and return?

Do we sometimes say no thanks to some platforms, even if they are (very) popular? (We can and we should.)

What happens when we let an external provider take all the reigns for our social media activity?  Are you just present, with a target frequency of posts?  Do you lose some of the nuance,  because interaction is brokered through a third-party, and you are not close to that interaction?

16054830Social media can activate a piece of a larger puzzle, a plan, a future goal.  To do that, we need to think about our individual context, where we are now, where we might want to be, what tools can make that possible.  Then we need to identify the skills we need and focus on developing them.

The MIT Leadership Framework, one of many, speaks to ‘sense-making’, ‘visioning’, ‘inventing’ and ‘relating’.   Developing and exercising your curiosity, learning, connecting, finding and sharing new insights, showcasing your thought leadership, shaping current and new offerings – that’s leading too.

Leadership is enabled these days with a myriad of new social media at our disposal.  We can all lead, ourselves, others, our businesses.  And we can also shape our own value proposition into the future in so doing.  In place of a one-size-fits all, let’s think about the unique and different, the personalised, the customised.

Explore what’s new out there, evaluate what tools might work for you, say no to ones that don’t, experiment.  Think about what will make you valuable in the future.  Find and remain connected to a network of global early adopters who explore, engage and share.  With curiosity and an open mind, we will delight ourselves.

This is a guest blog I wrote for The Performance Hub.  You can find the original post on their website here.

It is said that everyone saw the apple fall from the tree, but only Newton asked why.

 

What’s the relevance of asking ‘why’?

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A mindset of understanding and inventiveness, which starts with asking ‘why?’, might be essential for operating in a business climate that is cost-pressured, fast-paced and critically customer-centric. Curiosity may not be so bad for the cat after all – the desire to do new things in new ways could hold the keys to successful and abundant futures.

If we are defining innovation quite broadly as the implementation of a new or significantly improved product, service, process or interaction that creates value, then creativity is going to play a key role. Creativity can generate the ideas that, through innovation, eventually add value to your products, services and interactions. Those improvements could offer competitive advantage. They could propel you through tough times and help you truly relish better ones. Think Rene Mauborgne’s Blue Ocean, or Seth Godin’s “Purple Cow.”

Some say creativity is not a discipline as such – but it is essential for innovation.  Without creativity, innovation is stumped. We are naturally creative when we grow up, we can learn to be uncreative. Think about the child that constantly asks why until eventually they’re told not to ask so many questions, or told, ‘that’s just how it is.’

So if we learn to be uncreative, can we learn to be creative again? Many will tell you, yes!  With practice. Here is a quick quiz that will assess your creativity and provide you with a few tools to spark ideas. Clay Christensen also talks about the developing the Innovators DNA, a set of 5 simple behaviours that can be practiced. If these sorts of behaviours aren’t being encouraged somewhere in your organisation, perhaps it’s time to start.

  • Associating
  • Questioning
  • Observing
  • Networking
  • Experimenting

It’s not always easy to support ‘why’. Competing demands can push us towards just getting the job done, in the way we know how. But just getting the job done is no longer enough.

‘Daniel H. Pink looked at society’s future and saw that it belonged to the creative minds.’

If we’re not developing and innovating with the ability to see familiar things in a new light, we may not be around in the future witness the change we didn’t drive. Take a look at some of these future videos, and you’ll get a sense of what I mean.

Gather info, reflect on the root of challenges, push your thinking into what the future might look like, generate and evaluate your ideas, and most importantly, allow some experimentation with the ‘whys’.

How about a job with flexible hours and unlimited vacation?

One that promises ‘your ideal computer setup’, 50% credit towards your purchase of any mobile devices, ergonomic desk setup, wireless stipend, catered lunches and lots of free snacks and drinks.  That’s in addition to 100% Medical, Dental and Vision Coverage, 50% spouse/dependents, and other benefits.

In return, you need to be passionate about what you do.

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That’s what Pocket, offering the app to beat when it comes to bookmarking and managing links, will provide in return for helping to build a company that revolutionises how people consume web content.

Sounds kind of cool, doesn’t it?  Like some people are pushing the box on what we traditionally experience at work (think unlimited holidays).  Something you might want in your pocket?