Innovation Competency #1 – Solution-Centered Mindset

The phenomenon of seeing what we expect or want to see is called “mindset.” It functions all the time, consciously or unconsciously, for better or worse. Your mindset reflects your sense of purpose, and your sense of purpose organizes your purpose. In other words, purpose determines perception.

A solution-centered mindset gives you access to a wide range of tools for innovating.

Thomas Edison’s purpose was clear: “bringing out the secrets of nature and applying them for the happiness of man.” He believed that his success was inevitable and this belief energized his every endeavor. Edison’s unwavering focus on finding solutions allowed him to embrace incredibly complex challenges and overcome many setbacks.

His solution-centered mindset allowed him to embrace seemingly fantastic goals – like lighting the world – and make them come true. Edison aligned his goals with his passions and cultivated a powerful sense of optimism that had a magnetic, positive effect on his coworkers, investors, customers, an d ultimately the entire nation. It’s called charismatic optimism.

Edison’s passion for his goals and his charismatic optimism were nurtured by an unrelenting desire to learn, especially by reading. Throughout his life, Edison devoured books, plays, journals, magazines, scientific papers, and newspapers. Edison’s voracious reading created a constant stream of ideas, insights, and inspiration that led him to breakthrough solutions. His never-ending quest for greater depth and breadth of knowledge helped him develop an unprecedented approach to experimentation in service of innovation. His experiments were characterized by a remarkable combination of persistence and rigorous objective that accelerated his success.

A solution-centered mindset is the launching pad for the realization of your most ambitious innovation objectives and the fulfillment of your highest personal aspirations.

Next: Kaleidoscopic Thinking

Read an overview of Edison’s Five Competencies for Innovation here.

This material adapted from Innovate Like Edison, by Michael J. Gelb and Sarah Miller Caldicott

A multi-part series being reposted in honor of Thomas Edison’s birth

February 11, 1847

Turning On the Light: Learn to Innovate Like Edison

Every organization – not just business – needs one core competence: innovation. –Peter Drucker

Thomas Edison was the most outstanding figure in an era marked by an extraordinary confluence of American innovation – including the work of Alexander Graham Bell, Henry Ford, George Eastman, Harvey Firestone, John D. Rockefeller, George Westinghouse, and Andrew Carnegie – that accelerated America’s leadership in global business.

Edison understood that innovation is much more than invention. Through the establishment of his two extraordinary laboratories at Menlo Park and West Orange, NJ, Edison drove innovation on many levels, including strategic technological, product/service, process, and design innovations.

How did Edison excel in so many different kinds of innovation?

courtesy greenster.com

courtesy greenster.com

Innovate Like Edison presents Thomas Edison’s essential approach to innovation success. His approach is based on what authors Michael Gelb and Sarah Miller Caldicott call The Five Competencies of Innovation. The five competencies are comprised of a total of twenty-five elements – building blocks – that support them.

The five competencies and twenty-five elements represent a core curriculum for you to achieve innovation literacy. If you are new to innovation, there’s no better way to get started on the journey. Innovate Like Edison is a guidebook enabling you to thrive in a world that increasingly rewards efforts. Ready to start classes?

Edison’s Five Competencies of Innovation

Solution-Centered Mindset

  • Align Your Goals with Your Passions
  • Cultivate Charismatic Optimism
  • Seek Knowledge Relentlessly
  • Experiment Persistently
  • Pursue Rigorous Objectivity

Kaleidoscopic Thinking

  • Maintain a Notebook
  • Practice Ideaphoria
  • Discern Patterns
  • Express Ideas Visually
  • Explore the Roads Not Taken

Full Spectrum Engagement

  • Intensity and Relaxation
  • Seriousness and Playfulness
  • Sharing and Protecting
  • Complexity and Simplicity
  • Solitude and Team

Mastermind Collaboration

  • Recruit for Chemistry and Results
  • Design Multidisciplinary Collaboration Teams
  • Inspire an Environment of Open Exchange
  • Reward Collaboration
  • Become a Master Networker

Super-Value Creation

  • Link Market Trends with Core Strengths
  • Turn In to your Target Audience
  • Apply the Right Business Model
  • Understand Scale-up Effects
  • Create an Unforgettable Market-moving Brand

As you scan the 5 Competencies and 25 Elements above, consider how you might apply them to your most important innovation challenges. Think about questions like:

  • How did Edison develop his resilient, creative, and optimistic attitude toward life?
  • How did he find the right people to hire?
  • Why did he choose the collaborators he did?
  • What techniques did Edison use to teeth his ideas and then scale them up?
  • Are there implicit “rules” to follow in Edison’s approach to innovation?

Next:  Solution-Centered Mindset

A multi-part series being reposted in honor of Thomas Edison’s birth February 11, 1847

The Basic Four of Leadership: # 2 – Communicate

A senior leader’s job isn’t to have all the ideas or even most of them. Her job is to communicate corporate goals to employees and motivate them to achieve them. – Adrian Gostick and Chester Elton

A 200,000-person study by the Jackson Organization confirmed that managers who achieve enhanced business results are significantly more likely to be seen by their employees as strong in the Basic Four areas of leadership:

  • Goal Setting
  • Communication
  • Trust
  • Accountability

Authors Adrian Gostick and Chester Elton used that study as a foundation in their book The Carrot Principle, adding on the accelerator of frequent and effective recognition to illustrate that the relationship between recognition and improved business results is both highly predictable and proven to work.

As in all good things, you must start with the basics.

Communicating Openly

When you stop to think about it, communication within an organization is going to happen without a leader’s active participation. Communication is happening every day among employees. If a thing or a person or an event exists in an organization, someone, somewhere, is talking about it. So when a leader fails to constantly and openly communicate “who we are and what’s important,” the conversation doesn’t stop. The dialogue among employees just goes in a different direction, and the organization’s culture develops away from the leader’s influence, goals and priorities.

So what do leaders who openly communicate do? For starters:

  • Set clear guiding values and goals
  • Discuss issues facing the organization and the team – not just the big decisions and announcements
  • Pass on all useful bits of information to employees, especially those that involve change initiatives or that personally affect employees
  • Make time for employees and listen intently when they express opinions and concerns
  • Welcome open discussion from team members about rumors they hear
  • Respond promptly to team member requests for more information
  • Go up their own chain of command to fill in the details they don’t know
  • Introduce employees to other key individuals in the organization, sparking dialogue
  • Give employees online access to relevant databases

Leaders communicate on many other levels as well. They communicate by example, gesture, their decisions, what they value, and what they celebrate, what they reward and what they don’t reward, and their actions.

The one thing they can’t do is communicate from their office.

While meetings, conference calls, and reports are all important, the things that keep leaders in their offices are nowhere near as important as open communications with their team.

It’s impossible to lead people without open communication.

And that requires you to open your door and take a walk…

Adapted from The Carrot Principle by Adrian Gostick and Chester Elton

Part 3 of a series

Part 1

Part 2

The Basic Four of Leadership: # 1 – Goal Setting

A 200,000-person study by the Jackson Organization confirmed that managers who achieve enhanced business results are significantly more likely to be seen by their employees as strong in the Basic Four areas of leadership:

  • Goal Setting

  • Communication

  • Trust

  • Accountability

Authors Adrian Gostick and Chester Elton used that study as a foundation in their book The Carrot Principle, adding on the accelerator of frequent and effective recognition to illustrate that the relationship between recognition and improved business results is both highly predictable and proven to work.

As in all good things, you must start with the basics.

Setting Clear Goals

The work life of many employees today is seen as a meaningless task with no end in sight. Too many organizations are operating in a vacuum where team members and even their leaders have no idea what is valued. Deprived of direction, team members coast along, getting nowhere fast.

Whoa – did those words just describe the organization that you are a part of? GASP – even your church?

It doesn’t have to be that way.

While leaders cannot often change the tasks in their organizations, they can change team members’ attitudes toward those tasks by setting clear team goals. Be defining the purpose of a task and tying it to a desirable end result, effective leaders infuse work with meaning and purpose. The task remains the same, but its significance in team members’ minds skyrockets.

Great leaders infuse their team with a clear sense of purpose. They not only explain the mission to the organization in terms of serving others, acting with integrity, being the best in their category, and so on, but how that grand, overarching mission applies to specific goals for their team and each individual’s daily work.

Teams need clarity from their leaders: clarity of goals, clarity of progress, and clarity of success. Leaders who provide clarity set an optimistic tone for the future.

A leader has to focus every day on gaining alignment with what matters most to the organization. Achieving goals should be noticed and rewarded while variances from the mission and values should necessitate quick action.

Goal setting may seem to be a basic management skill, but it is rare to find a manager who does this effectively. If you were to think back to an effective manager or leader you’ve had in the past, chances are they not only helped you understand the direction of the team, but how you as an individual contribute to that direction.

The power of a clearly communicated goal is amazing. Cultures around the world from all time periods have created epic myths about journeys through danger, despair, and ultimately, triumph. What makes the journey and its trials worthwhile is the hero’s noble purpose – his goal. Those stories live on today…

Isn’t it time for you to create an amazing legend of your purpose (goal) that permeates deeply within and through every member of your team?

Next: The Basic Four – Communication

Adapted from The Carrot Principle by Adrian Gostick and Chester Elton

Part 2 of a series

Part 1

Impact – Measure and Increase Your Presentation’s Impact on Your Audience

We are competing for relevance.    – Brian Solis

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. This is the final part of a series outlining of each of the book’s sections as well as zeroing in on a specific topic.

Section 7: Impact

  • Build relationships through social media – engage with users so they’ll engage fully and fairly with your ideas
  • Spread your ideas with social media – facilitate the online conversation
  • Gauge whether you’ve connected with people – gather feedback in real-time and after your talk
  • Follow up after your talk – make it easier for people to put your ideas into action

As a visual learner, I have images and objects around my office that help me keep things top of mind. One very prominent image is a diagram from Bert Decker’s book You’ve Got to Be Believed to Be Heard. It shows a presenter’s journey from information (focusing on education) to influence (focusing on motivation). If you are not urging your audience to do something, to take action, you should have just sent a memo.

The final section of Duarte’s book challenges you to do just that. All the ideas above are great, but here’s a little more about one that many presenters would run from:

Spread Your Ideas with Social Media

Use social media content the way you use stories, visuals, and sound bites: to reinforce and spread your message.

Social media activity usually spikes during a presentation, with moderate chatter beforehand and afterward. Facilitate the conversation at its peak by:

  • Streaming your presentation – post a live video stream of your talk so people can attend remotely
  • Time-releasing message and slides – use technology to automatically push key messages out at key moments during the presentation
  • Select a moderator – enlist a colleague to keep the social media thread constructive
  • Repeating audience sentiment – use the moderator to repeat and validate what live audience members are saying
  • Post photos of your talk – enlist someone to photograph your presentation and post online
  • Encourage blogging – invite bloggers, journalists, and social media specialists to attend and cover your presentation

If it’s worth speaking about the first time, it’s worth doing all you can to keep people talking about it.

This is the final part of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations, highly recommended for all leaders.

When audiences see that you’ve prepared – that you care about their needs and value your time – they’ll want to connect with you and support you. You’ll get people to adopt your ideas, and you’ll win the resources to carry them out.

Leaders speak.

Part 1

Part 2

Part 3

Part 4

Part 5

Part 6

Part 7

Delivery – Deliver Your Presentation Authentically

 

Never deliver a presentation you wouldn’t want to sit through.    – Duarte, Inc. Golden Rule

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. This is a continuation of a series outlining of each of the book’s sections as well as zeroing in on a specific topic.

Section 6: Delivery

  • Rehearse your material well – roll with the unexpected and fully engage with the audience
  • Know the venue and schedule – control them when you can
  • Anticipate technology glitches – odds of malfunction are high
  • Manage your stage fright – exercises to calm your nerves
  • Set the right tone for your talk – you never get a second chance to make a first impression
  • Be yourself – authenticity connects you to others
  • Communicate with your body – physical expression is a powerful tool
  • Communicate with your voice – create contrast and emphasis
  • Make your stories come to life – re-experience them in the telling
  • Get the most out of your Q&A – plan, plan, and plan some more
  • Build trust with a remote audience – get past technology’s barriers
  • Keep remote listeners interested – you’re fighting for the attention of multitaskers
  • Keep your remote presentation running smoothly – use a checklist to minimize annoyances

These are all great ideas, and I honestly couldn’t pull out a favorite – they’re all that good! Suffice it to say that delivery is critical to the success of your presentation. You may have the best content and message in the world, but if you fail at delivery, what good is it?

Next: Impact

This is Part 7 of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations, highly recommended for all leaders.

Part 1

Part 2

Part 3

Part 4 

Part 5

Part 6

 

Slides – Conceptualize and Simplify the Display of Information

At our studio we don’t write our stories, we draw them.    – Walt Disney

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. This is a continuation of a series outlining of each of the book’s sections as well as zeroing in on a specific topic.

Section 5: Slides

  • Think like a designer – visuals should convey meaning
  • Create slides people can “get” in 3 seconds – do they pass the glance test
  • Chose the right type of slide – bullets aren’t the only tool
  • Storyboard one idea per slide – plan before you create
  • Avoid visual clichés – make your slides stand out
  • Arrange slide elements with care – make your visuals easier to process
  • Clarify the data – emphasize what’s important, remove the rest
  • Turn words into diagrams – use shapes to show relationships
  • Use the right number of slides – size up your situation before building your deck
  • Know when to animate – and when it’s overkill

Create Slides People Can “Get” in Three Seconds

Audiences can only process one stream of information at a time. They’ll either listen to you speak or read your slides – they won’t do both simultaneously.

Make sure they can quickly comprehend your visuals and then turn their attention back to what you’re saying.

Think of your slides as billboards on the highway: when people are driving by, they only briefly take their eyes off the main focus – the road – to process billboard information. Similarly, your audience should focus on what you’re saying, looking only briefly at your slides when you display them.

To create slides that pass the glance test:

  • Start with a clean surface – start with a blank slide
  • Limit your text – keep it short, easy to skim, and large enough to be visible from the back of the room
  • Coordinate visual elements – Use one typeface for the entire deck, use a consistent color palette, and use photos of a similar style
  • Arrange elements with care – align graphics and text blocks, and size all objects appropriately

Streamlined text and simple visual elements help your audience process the information much more quickly.

Next: Delivery

This is Part 6 of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations, highly recommended for all leaders.

Part 1

Part 2

Part 3

Part 4

Part 5

 

 

Use Storytelling Principles and Structure to Engage Your Audience

Stories are the currency of human contact.  – Robert McKee

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. Over the next few days, I will be posting an outline of each of the book’s sections as well as zeroing in on a specific topic.

Section 3: Story

  • Apply Storytelling Principles – make your presentation stick
  • Create a Solid Structure – storytelling principles provide a framework
  • Craft the Beginning – Establish the gap between what is and what could be
  • Develop the Middle – build tension between what is and what could be
  • Make the Ending Powerful – describe the new bliss
  • Add Emotional Texture – decisions are not made by facts alone
  • Use Metaphors as Your Guide – memorable themes help rally an audience
  • Create Something They’ll Always Remember – drive your big idea home

Create Something They’ll Always Remember

According to Duarte, placing a climactic S.T.A.R. moment in your presentation will drive your big idea home. That moment is what the audience will tweet or chat about after your talk. Use it to make people uncomfortable with what is or to draw them toward what could be.

Here are four ways to create a S.T.A.R. moment that captivates your audience and generates buzz:

  • Shocking statistics – if statistics are shocking, don’t glide over them, amplify them
  • Evocative visuals – audiences connect with emotionally potent visuals
  • Memorable dramatization – bring your message to life by dramatizing it
  • Emotive anecdote – use gripping personal stories

The presentations that are repeated have memorable moments in them. These moments don’t happen on their own; they are rehearsed and planned to have just the right amount of analytical and emotional appeal to engage both the hearts and minds of an audience.

Captivate your audience by planning a moment in your presentation that gives them something they’ll always remember.

Next: Media

 

This is Part 4 of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations, highly recommended for all leaders.

Part 1

Part 2

Part 3

Develop Persuasive Content in Your Message

Are ideas born interesting or made interesting? Chip and Dan Heath, authors of Switch: How To Change Things When Change is Hard

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. Over the next few days, I will be posting an outline of each of the book’s sections as well as zeroing in on a specific topic.

Section 2: Message

  • Define Your Big Idea – clearly state your point of view
  • Generate Content to Support the Big Idea – when you’re brainstorming, more is more
  • Anticipate Resistance – think through opposing perspectives
  • Amplify Your Message Through Contrasts – create and resolve tension
  • Build an Effective Call to Action – get things done
  • Choose Your Best Ideas – sort and filter
  • Organize Your Thoughts – outline your presentation by writing clear, active slide titles that hang together
  • Balance Analytical and Emotional Appeal – stay credible while you reel people in
  • Lose the Jargon – is your language clear enough to pass the “grandmother test”

Build an Effective Call to Action

Presentations should move people to act – but only if you explicitly state what actions you want them to take, and when.

Are you asking them to be doers, suppliers, influencers, or innovators?

Doers instigate activities. They are the worker bees. Once they know what needs to be done, they’ll take on the tasks. They also recruit and motivate others to complete important activities.

Suppliers get resources. They are the people with resources – financial, human, or material. They have the means to get what you need to move forward.

Influencers change perceptions. They can sway individuals or groups, large or small, mobilizing them to adopt and evangelize your idea.

Innovators generate ideas. They think outside the box for new ways to add value to and spread your idea. They create strategies, perspectives, and products.

(Duarte, p 39)

Whether your audience is corporate, political, scientific, academic, or religious, the people you’re addressing should fall into one of these categories.

Be explicit in your request – and about how it will benefit your audience.

Next: Story

This is Part 3 of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations, highly recommended for all leaders.

Part 1

Part 2

Know Your Audience and Build Empathy

Designing a presentation without an audience in mind is like writing a love letter and addressing it “to whom it may concern.”  Ken Haemer, Presentation Research Manager, AT&T

Award-winning author and presentation expert Nancy Duarte has a new book out: HBR Guide to Persuasive Presentations. Over the next few days, I will be posting an outline of the book’s 7 sections as well as zeroing in on a specific topic each day.

Section 1: Audience

  • Understand the Audience’s Power – your idea’s fate is in their hands
  • Segment the Audience – Focus on who matters most
  • Present Clearly and Concisely to Senior Executives – help them make big decisions on a tight schedule
  • Get to Know Your Audience – it’s easier to convince someone you know
  • Define How You’ll Change the Audience – what do you want people to believe? How do you want them to behave?
  • Find Common Ground – resonate through empathy

Get to Know Your Audience

Knowing people – really knowing them – makes it easier to influence them.

You are trying to influence them, right? If you’re not, forget the speech and just send a memo.

But if you’re really trying to influence them, you’ve got to connect with them. To connect with them, you’ve got to know something about them.

  • What are they like?
  • Why are they here?
  • What keeps them up at night?
  • What gets them up in the morning?
  • How can you solve their problems?
  • What do you want them to do?
  • How might they resist?
  • How can you best reach them?

When you know you are doing a presentation – whether a weekly sermon, new initiative, or a committee report, do your people homework before you begin preparing your words. Only when you know WHO can you began to think about the WHAT.

People don’t fall asleep during conversations, but they often do during presentations – and that’s because many presentations don’t feel conversational.

When you really know your audience, you are engaging them in a conversation even if it seems one-sided. Knowing your audience well helps you feel warmly toward the people in the room, speak sincerely to them and help them want to listen to you.

Next: Message

This is Part 2 of a series looking at Nancy Duarte’s new book HBR Guide to Persuasive Presentations

Part 1